5 Lessons on Workplace Well-Being From Local Nonprofits | By Mollie Palmer | Featured in the Little Rock Soiree's Work Wife Blog, 9/30/2025
Well-being. It’s a hot topic lately, especially in our workplaces. Why? Data shows a direct tie between employee support and productivity. In fact, a Gallup assessment reveals that when team members are thriving, they report lower levels of burnout, leading to reduced turnover.
So, what’s the secret to enhancing employee well-being? Through ALICE@Work, we discovered it’s not just about enacting a single policy or initiative. Sustainable change begins by adopting a data-driven approach to identify potential areas for improvement. With a detailed roadmap as a guide, organizations can optimize existing resources, making low-cost changes with a big impact. Here are a few examples from our recent ALICE@Work nonprofit cohort.
1. Integrate financial education. When an individual is struggling to make ends meet, it not only causes incredible stress, but can also distract and hamper their performance at work. Whether providing guidance on how to maximize their benefits or plan for retirement, accessible educational resources and hands-on support can help team members achieve greater financial stability.
2. Build a paid time off (PTO) bank. At its core, a PTO bank is about flexibility. It’s a system that promotes morale, work-life balance and, crucially, reduces unscheduled absences by allowing individuals to pool their already allotted sick, personal and vacation days to use at their discretion.
3. Allow for adjustable scheduling options. Juggling daily responsibilities is challenging, especially for part-time and gig workers who often hold multiple jobs. Companies can ease the burden by offering flexible scheduling options that allow team members to attend to doctors’ appointments, family matters and other non-negotiable commitments.
4. Weigh tailored benefits versus one-size-fits-all plans. Every employee has unique financial circumstances, and workplaces should consider whether their benefit programs reflect that. By making a few minor alterations to their benefit packages, organizations can meet different types of employees where they are to more effectively address their needs.
5. Consider employee assistance programs (EAPs). From in-house mental health counseling to discounted estate planning, EAPs enable employers to support team members with matters that may otherwise cause emotional, financial or mental strain.
A thriving workforce makes for a successful workplace. Today, nearly half of Arkansas’ population is defined as ALICE (asset-limited, income-constrained and employed). With data-driven, cost-effective strategies, we can boost the well-being of ALICE and all employees.