Everyone’s wellness journey is different.
That’s why having a holistic and flexible approach to wellness programming is important at ACV Auctions (NASDAQ:ACVA), which employs more than 2,000 workers, including more than 600 in Buffalo.
“It’s not about go-get-a-wellness program,’” said Sallie Reid, vice president of people and culture. “For us, it’s we have teammates who need to be taken care of. How do you do that? One avenue is a wellness program.”
To ensure the company has broad offerings that address different needs, ACV focuses on three pillars of wellness: physical health, financial wellbeing and social and emotional health. The business offers initiatives in each category and has programs that overlap multiple pillars, according to Stephanie Clabeaux, director of Total Rewards, which includes benefits, compensation and wellness programs.
“Define your pillars first,” she said. “Every company’s vision on wellness can be different, so define that first.”
Making the programs accessible also means paying attention to modality. As a large employer with workers in various roles in different time zones, ACV had made almost all wellness programs hybrid or virtual long before the pandemic.
For example, the employer offers virtual nutritional cooking classes after work hours so staff can participate with their families. The classes are recorded and added to the company’s wellness intranet page for anytime access.
The virtual and recorded tactics blend in with lunch-and-learn talks. Topics range from how to optimize medical benefits to how to find the right health provider to virtual yoga and meditation classes.
Other wellness programs offered include a $0 premium medical plan, walking challenges throughout the year and treadmill, standing desks and under-desk cycles.
“If you have people who feel like they’re well taken care of, that only strengthens your culture,” Reid said. “When you have that strong culture, people feel like they’re taken care of, they’re better able to do their job. They feel like they’re better supported and as a result it helps the success of the business.”
Even after defining pillars and making activities accessible, employers must get feedback, adjust and grow programming as needed.
ACV has had a wellness committee to organize wellness events and initiatives since the business started in 2014. This year, there is a group of about 30 wellness champions in different job roles, states, time zones and departments who are an extension of the committee. The champions foster worker participation in wellness programs, collect feedback and give the committee suggestions and comments.
Feedback also comes from surveys and conversations with employees and managers.
New this year is the company’s employee stock purchase program, where workers can put additional money aside to purchase company stock at a discount through payroll deductibles,
“Not every company has the same ability,” Reid said. “Some companies might be able to do more or less but starting wherever you can and doing the best with the resources you have so that you’re starting somewhere and it can grow from there moving forward.”
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