The stats regarding the value of small businesses to the US economy are well known. The Small Business Administration (SBA) has published that small companies (under 500 employees) represent more than 99.7% of all employers and 99% of U.S. manufacturers, which include automated and industrial industries.
While these companies may appear to be “the little engine that could,” the people who power these organizations are increasingly concerned with and interested in ways to improve their overall health, including emotional and mental well-being.
In this edition of “Engineering 365”, we will explore a wellness case study of Lincoln Industries, a small, privately held metal finishing company, to glean insights from its ability to create a culture of healthy living and improved mental wellness among its 400 employees. We’ll also share three under-the-radar wellness priorities that manufacturing professionals include in their “top reasons to make a move” list.
How Wellness Entered the Industry
Manufacturing environments present unique wellness obstacles, including shift work disruption to sleep patterns, high-pressure production environments affecting mental health, and physical demands leading to repetitive stress injuries.
The first research paper demonstrating how small business wellness can impact employees’ health was published in 2011. The wellness program offered at Lincoln Industries stood out for various reasons.
During that time, employees were able to reduce systolic and diastolic blood pressure and improve flexibility significantly. Despite having just 440 workers, nearly all Lincoln Industries employees participated in the wellness program. The company created a worksite culture of health that resulted in a healthier, more productive workforce.
Another study compared the health of these employees with that of other employees in the Lincoln, Nebraska, area. This second study compared the health of Lincoln Industries employees with similar employees of different businesses that did not have wellness programs.
It was comparing one company to the entire community that surrounded it. Physical health, mental health, and healthy behaviors were significantly greater for Lincoln Industries employees than other employees living and working in the same community. This study strengthened the argument that wellness programs can be effective in small businesses.
What’s In It For You?
- Higher Engagement Rates: Smaller teams often participate more in wellness initiatives than larger corporations. In a manufacturing setting where employee roles are critical, fostering a healthy workforce means better morale and increased productivity.
- Employee Absenteeism: Even a single absence can disrupt operations in small businesses. Wellness programs can minimize absenteeism caused by health issues that directly impact your bottom line.
- Leadership Influence: Small business leaders often maintain close relationships with their teams. When leaders advocate for wellness, it creates a culture of health and well-being that resonates throughout the company.
- Cost-Effective Solutions: Advances in wellness solutions have made them more affordable than ever, with programs available for less than $100 per employee per year. Personally, I’m a massive fan of ClassPass. This accessibility means small manufacturers can reap the benefits without stretching their budgets.
Between 60% and 70% of our teams experienced work-related stress over the last month. According to an APA survey, 92% of workers value being part of an organization that cares about their emotional and psychological health.
Here are three creative ways organizations are supporting their teams in making that happen:
1. Digital Fitness Subscriptions
Digital fitness platforms are here to stay. The popularity of at-home workouts skyrocketed during the pandemic. Even now, as more people return to the gym, many still prefer the flexibility and diversity of workouts available through digital fitness platforms. Offering your employees memberships or subscriptions to these services can help them transition back to the office and improve their mental and physical health.
2. Mandatory Community Service Days
Encouraging employees to spend time outside the office may not promote engagement or wellness. However, fostering an environment of community involvement can transform your company’s culture. Volunteering makes people feel good. When your employees have a chance to work for a cause they care about, you’ll have a happier, more well-rounded team. Take your cues from others within your organization who have already volunteered.
They can help you champion this employee wellness program. You can learn about the various organizations in your area and work with them to set up a volunteer opportunity for your team. If planning a company-wide volunteer program is challenging, you can still encourage community involvement. Allow your employees a few hours a month to spend time away from the office participating in the volunteer program of their choice.
3. Parent Coaching and Support Employee Resource Groups (ERG’s)
Parenting is hard. Working parents face unique challenges, especially in the digital age, where work follows you everywhere. This is an employee wellness program every manufacturer should offer. By providing parent coaching, you help your staff work toward a better work-life balance while improving their relationship with their family.
Employees with a happy home life are naturally more engaged and motivated while on the job. You can also consider starting an employee resource group for working parents. At Rockwell Automation, Their Parents & Caretakers (PaCT) ERG was formed to support employees balancing work and family, especially during the pandemic. The group provides a space for parents and caregivers to connect, share resources, and advocate for family-friendly policies.
The evidence is clear. By implementing practical wellness strategies aligned with the realities of manufacturing, companies foster healthier, more resilient, and more productive workforces—both on and off the floor.
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