Cost cutting would be about any cost that can be either postponed or avoided without impacting Core Organizational Values. Employee Well Being is necessity and not to be percieved as cost but investment. But still few measures can be practiced like- - Regular Employee Surveys and then act - HR-Employee Connects - Mapping HR Advocacy in each team - Continue with with PMS synced up with L&D, but in-house instead of Consultants - Digitization of Employee Engagement, Yammer and Voicestrom if already using these tools, else employee communication groups - Emphasizing on financial security rather just motivation - As they say go inwards, so avoid spending on Great Place Certification instead spend on Leadership Coaching & Grievance Handling.

Many people think that every initiative involves cost. There are many ways to improve employee well-being without involving a single penny. An employee feel stressed when he/she is disengaged. Involve, even the junior most, in decision making, at least get their views and recognise their efforts. Increase work-life balance by allowing them exact stipulated working hours - no late working, no sitting back, no late-hours meeting. There should be an appropriate work behaviour throughout the organisation. Don't call them when they are on leave. Allow them to take leaves whenever they want because we have allocated certain numbers of leaves for them, it's not they who have chosen those. Ultimately reducing stress contributes the sceptre.

Cómo profesional de RRHH siempre debemos poner a las personas en primer lugar. Es indudable que la reducción de costos es un punto de dolor en muchas empresas, pero desde Recursos Humanos debemos permanecer en los valores y principios que mantengan el bienestar de los colaboradores más allá de la coyuntura que se esté atravesando. Gracias por apoyar mi contribución con un like 👍🏼.

To prioritize employee well-being during cost-cutting, I would emphasize the ROI of well-being initiatives, identify low-cost programs, engage executives on long-term benefits, gather employee feedback, and communicate the importance of well-being for a resilient workforce.

Establish metrics to evaluate the effectiveness of implemented well-being programs. Regularly assess employee satisfaction through surveys and performance indicators such as productivity levels and turnover rates. Use this data to refine programs continually, ensuring they remain relevant and effective even in a cost-conscious environment.