With the New Year comes an old tradition: making New Year’s resolutions you probably won’t keep. For most people, resolutions focus on health and wellbeing - something HR teams spend a lot of time and money to promote. How can you tap into your employees’ desire to stick with their New Year’s resolutions and stay healthy and productive year-round?
In this webinar, you'll learn:
• The relationship between culture and benefits
• The pillars of wellbeing: physical, mental, social, emotional, financial
• Strategies to tailor benefits to your workers' needs
• How to articulate the value of workplace wellbeing to other senior leaders
Workplace Wellbeing: How to Use Benefits to Boost Employee Health & Performance
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Workplace Wellbeing: How to Use Benefits to Boost Employee Health & Performance
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Kim Stout
HR Generalist & Benefits Manager
BambooHR
Jessica Thomas
Senior Wellness Consultant
League
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Workplace Wellbeing: How to Use Benefits to Boost Employee Health & Performance
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Creating a Culture of Wellbeing
Do these obstacles sound familiar?
• Lack of buy-in, budget, or enthusiasm
• Stale or defunct programs
• Inability to report results
• Perceived as a “distraction”
• Not knowing where to start
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What You’ll Learn Today
• How to develop your mission/vision/goals
• How to target your goals to employee needs
• How to use health benefits as your cornerstone
• How to present the real value to leadership
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Five Pillars of Wellbeing
Physical Social Mental Financial Community
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Developing Values
• Mission: This is your organization’s purpose
• Vision: That you want to accomplish
• Goals: Concrete tasks to turn mission into reality
• Values: Larger patterns in your goals
• Culture: How values and goals play out in real time
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Benefits That Benefit You
Main statement on how benefits connect with your values.
This includes the value or values that align most closely with employee care in your organization.
Physical Health
Social and Emotional
Wellness
Financial Fitness Community Wellbeing
Definition of Physical Health
and the ideal outcome
Definition of
Social/Emotional Wellness and
the ideal outcome
Definition of Financial Fitness
and the ideal outcome
Definition of
Community Wellbeing and the
ideal outcome
Health Insurance X X
Dental Insurance X X X
Vision Insurance X X X
HSA X X
401k/RSP X X
Lifestyle Savings Account X X X X
Charitable Outreach X X
Parenting Class X X
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Getting Started on Your Wellbeing Program
• Begin with the five pillars
• Apply health benefits to each pillar
• Determine your KPIs in advance
• Present your proposal
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Physical Wellness
• Use total rewards to encourage activity
• Facilitate on-site activities
• Promote preventative care in health benefits
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4 out of 5
of the most frequent disabling conditions are
chronic illnesses
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Chronic disease costs the economy
$1.1 trillion (US)
and
$122 billion (CA)
in lost productivity
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Physical Wellness Metrics
• How employees spend their rewards
• Participation levels
• Usage of preventative care
• Chronic condition rates
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Social Wellness
• Social wellness magnifies effects of other pillars
• Understand and prevent workplace loneliness
• Develop effective onboarding and mentoring
programs
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Benefits of a Best Friend at Work
• 75 percent of employees who have a best friend at work say they feel
they're able to take anything on, compared to 58 percent of those who
don't have a best friend at work
• 72 percent of employees who have a best friend at work are satisfied with
their jobs, compared to 54 percent of those who don't have a best friend
at work
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Social Wellness Factors
• Physical space considerations
• In-person meetings for remote workers
• Camaraderie should match values
• Flexibility between departments
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Social Onboarding and Mentoring
• New employees need two things: training for
responsibilities and an introduction into the team culture
• Give this process time and attention
• The culture mentor may not be the same person as the
trainer, as you can’t force friendship
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Social Wellness Metrics
• Review from managers
• Time to contribution
• Turnover
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Depression is
the leading cause
of disability
claims globally.
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18% of adults
live with anxiety
disorders. 7%
have depression.
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Mental Wellness
• Include “virtual care” health benefits
• Help employees find resources and get diagnosed
• Bring mental health services to the workplace
• Educate your team and your managers
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Mental Wellness Metrics
• Virtual care usage
• On-site resource participation
• Employee sentiment
• Chronic condition rates
• Mental health training completion
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Financial Wellness
• Financial health supports physical, mental, and social health
• Provide effective financial instruments
• Educate your workforce on financial decisions
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Savings in the U.S.
Average savings for adults age 32-37:
$95,776
Median savings for adults age 32-37:
$5,000
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Savings in the U.S.: Young Workers
Average savings for adults age 32-37:
$31,644
Median savings for adults age 32-37:
$480
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Most-Desired Financial Benefits
● 25 percent: Financial wellness
benefit with access to
unbiased counselors
● 16 percent: Student loan
repayment benefit
● 25 percent: Identity theft and
credit protection
● 7 percent: Mobile access to
benefits
● 20 percent: Help
understanding and using
benefits
● 6 percent: Other
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Steps to Financial Literacy
• Involve the experts
• Private retirement planning sessions
• Financial literacy workshops
• Make costs easy to find
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Financial Wellness Metrics
• Employee participation rates
• Participation dollars
• Real impact (There’s little difference between
contributing 1% and 0% to a 401K, for example)
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• Today’s employees want work that makes a difference
• More than just checking boxes on a job posting
• Provide meaningful experience for themselves, their families, and
those around them
Community Wellness
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Community Wellness Initiatives
• Principle-based Challenges: Develop monthly social
challenges that also apply outside the workplace
• Feedback: Knowing how to communicate changes lives
• Parenthood Classes: Solving issues at home helps improve
focus during working hours
• Service: More than just good PR
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Community Wellness Metrics
• Follow-up: Who went through with the exercise?
• Qualitative responses: Did it match expectations?
• Participation trends: Do they hold steady?
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Laying the Groundwork for Change
• Review current health benefit utilization
• Find/Evaluate possible partners
• Survey your employees
• Develop a pilot proposal
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Initial Pilot Proposal: What to Include
• Financial benefits
• Employee health impact
• Connection to company goals
• Program outline/KPIs
• Budget solutions/requests
• Proposed partners
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Set Yourself Up for Early Success
• Connect with senior leadership
• Inform managers and internal champions
• Present your success to stakeholders
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Presenting Your Results
• Proof of key metric success
• Connections to qualitative goals
• Employee feedback
• Projected potential impact
• Proposal for next steps
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BambooHR
Receive a free job posting on our ATS and full HRIS for one week.
We will contact everyone within the next few days to set this up.
Let us show you how to keep your team healthy and engaged!
League
We will contact everyone within the next few days.
Questions?
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Thank you!