It isn't fluff: The science of well-being
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As corporate wellness has matured from anti-smoking efforts and onsite gyms to today’s focus on overall employee well-being, so have the data and science to back it up. While many may think of well-being as “fluff” – the science behind it proves otherwise. In these webinar slides, Limeade Chief People Officer Dr. Laura Hamill dives deep into the science of well-being.
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It isn't fluff: The science of well-being
- 1. It isn’t fluff: The science of well-being L A U R A H A M I L L , P H . D .
- 2. Agenda of well-being Definition Evolution Measurement Improvement Future © 2016 Limeade. All rights reserved.
- 4. Well-being defined Optimal psychological functioning and experience Ryan and Deci 2001 Living the good life — happiness + actualization Waterman 1993 Or simply put… “how are you?” © 2016 Limeade. All rights reserved.
- 5. Self-determination theory Ryan & Deci, 2000 5 © 2016 Limeade. All rights reserved.
- 6. Ryff’s model of psychological well-being Ryff, 1989 © 2016 Limeade. All rights reserved. 4
- 7. Limeade well-being model 2007 © 2016 Limeade. All rights reserved. 2
- 9. Evolution of well-being Utilitarianism & virtue • Greatest happiness for the greatest number • Character strength 2010 + 2000s 1990s 1960s 1800s © 2016 Limeade. All rights reserved.
- 10. Evolution of well-being 2010 + 2000s 1990s 1960s 1800s Medical model/Wellness programs • Safety, smoking, health risks • Transition to prevention © 2016 Limeade. All rights reserved.
- 11. Evolution of well-being 2010 + 2000s 1990s 1960s 1800s Positive psychology • Non-medical model • Happiness vs. realizing potential • Cost cutting/HRAs © 2016 Limeade. All rights reserved.
- 12. Evolution of well-being 2010 + 2000s 1990s 1960s 1800s Positive psychology & wellness intersect • What’s right vs. what’s wrong • Clinical “thread” continues © 2016 Limeade. All rights reserved.
- 13. Evolution of well-being 2010 + 2000s 1990s 1960s 1800s Whole person • Work/life overlap • Employee experience • Optimizing human performance © 2016 Limeade. All rights reserved.
- 15. The whole employee matters 47%of employees say problems in their personal lives affect their performance 37%of HR professionals say employees miss work due to financial emergencies 6 7 © 2016 Limeade. All rights reserved.
- 16. The whole employee matters 60%of all illness & disease caused by stress 80%of doctor visits are due to stress9 10 © 2016 Limeade. All rights reserved.
- 17. Engagement and well-being are related Research shows: engagement predicts well-being. When employees feel their employer cares about their well-being, they’re: Employees with strong well-being are more than 2x as likely to be engaged in their jobs. 38%more engaged 11 12 13 © 2016 Limeade. All rights reserved.
- 18. Engagement matters Companies with high employee engagement: Organizations with high engagement… Outperform the stock market >65% have higher shareholder returns than average Are more lucrative Have strong internal metrics 78% more profitable and 40% more productive 5x More likely to achieve high performance with high engagement 21 22 23
- 19. Engagement mattersBenefits of an engaged workforce Performance 87% less likely to leave the organization Safety Growth Stock price growth 2.5x that of peers 24 25 26 5xLess likely to have safety incident
- 20. If you have well-being & engagement you get great results 42% More likely to evaluate overall lives highly 27% More likely to report excellent performance 19% More likely to volunteer in the past month 59% Less likely to look for a job in next 12 months 70% Fewer missed workdays due to poor health 20 © 2016 Limeade. All rights reserved.
- 21. Well-being virtuous cycle Shift #2“Culture of health” to “great company” thinking
- 23. Measuring well-being A well-being assessment is… • Questionnaire used to create self-awareness • Self-reported + biometrics + resource routing Desired outcomes Recommended goals + actions Personal results Well-being assessment © 2016 Limeade. All rights reserved.
- 24. Survey questions you can ask Overall, my employer supports me in living a healthier life “ The leaders of this organization are good role models for well-being improvement “Overall, my employer cares about the health and well-being of it’s employees “
- 25. Well-being Measuring the right outcomes PREDICTORS EXAMPLE OUTCOMES Business goals • Productivity • Customer satisfaction HR goals • Employee engagement • Employee retention Program goals • Employee health risks • Employee participation vs. engagement • Teamwork & sense of ‘play’ © 2016 Limeade. All rights reserved.
- 26. Average sick leave days used per year Example data Lower use of sick leave Higher well-being Lower well-being 25% lower turnover rate $1.6M or 3X more spent on employee replacement by low well-being agencies
- 27. 78% of positive job satisfaction for higher well-being agencies (71% for lower well-being) Higher employee job satisfaction Example data $1.6 Million or 3X more spent on employee replacement by low well-being agencies 62% positive fit with organization for higher well-being agencies (54% for lower well-being) Higher fit with the organization
- 29. © 2016 Limeade. All rights reserved.
- 30. © 2016 Limeade. All rights reserved.
- 31. To improve well-being, the organization must support employees in their improvement Organizational support Well-being © 2016 Limeade. All rights reserved.
- 32. Underlying norms, values and beliefs of the organization Sets the tone for what’s acceptable Drives employee, manager and leader behavior Why culture matters © 2016 Limeade. All rights reserved.
- 33. Well-being culture attributes trusting trustworthy transparent flexible learning orientation whole employee invests in employees long-term focus resilient optimistic © 2016 Limeade. All rights reserved.
- 34. Create employee awareness on focus areas Offer recommendations on how to improve Organizational support (conditions for well-being improvement) Measure improvement Recognize & reward Continue to improve 1 2 3 4 5 6 Well-being improvement © 2016 Limeade. All rights reserved.
- 35. © 2016 Limeade. All rights reserved.
- 36. Volunteering Healthy babies Financial planning Values Health coaching Biometrics Training/development Health insurance Well-being assessment Physical fitness Emotional health EAP 89% participation in Total well-being © 2016 Limeade. All rights reserved.
- 37. Well-being improvement 3 Create awareness 1 2 Recommend how to improve Show organizational support © 2016 Limeade. All rights reserved.
- 38. Well-being improvement 4 6 5 Measure 3 risks factors improved - 40% ER visits +30% participation in coaching Recognize + reward Continue improving © 2016 Limeade. All rights reserved.
- 40. Future of well-being Well-being: | Prerequisite to true engagement at work | Not judged solely by health care cost reductions | Not “done” to employees | Must have organizational support | Must be aligned with vision and business strategy © 2016 Limeade. All rights reserved.
- 41. Simple ways to improve your well-being program Create clear goals aligned to business strategy Measure organizational outcomes Break down HR siloes Show organizational support © 2016 Limeade. All rights reserved.
- 42. Key takeaways Not fluff — growing evidence and evolving science Organizational support is critical for well-being improvement Great companies to work for put well-being first © 2016 Limeade. All rights reserved.
- 43. Q&A L A U R A H A M I L L , P H . D . Take our quiz: Does your organization’s culture support employee well-being? limeade.com/2016/04/culture -quiz/ limeade.com | laura.hamill@limeade.com | marketingteam@limeade.com
- 44. References 1. Gallup 2. Limeade Well-being Model 3. Hattie, J. A., Myers, J. E., & Sweeney, T. J. (2004). A factor structure of wellness: Theory, assessment, analysis, and practice. Journal of Counseling & Development, 82(3), 354-364. 4. Ryff, C. D. (2014). Happiness is everything, or is it? Explorations on the meaning of psychological well0being. Journal of Personality and Social Psychology, 57, 1069-1081. 5. Ryan, R. & Deci, E. (2001). On happiness and human potentials: A review of research on hedonic and eudaimonic well-being. Annual Review of Psychology, 52, 141-166. 6. Bensinger, DuPont and Associates. (2013). Stressed at work: What we can learn from EAP utilization. http://www.bensingerdupont.com/filebin/pdfpublic/BDA_White_Paper.pdf 7. SHRM. (2014). Employee financial stress. http://www.shrm.org/Research/Documents/Employee-Financial-Stress-Flyer.pdf 8. McCarthy, J. and Brown, A. (2015). Getting More Sleep Linked to Higher Well-Being. Gallup. http://www.gallup.com/poll/181583/getting-sleep- linked-higher.aspx?g_source=sleep&g_medium=search&g_campaign=tiles 9. JAMA Intern Med. 2013; 173(1): 76-77 10. JAMA Intern Med. 2013; 173(1): 76-77 11. Quantum Workplace and Limeade. (2015) Workplace Well-Being: Provide Meaningful Benefits to Energize Employee Health, Engagement, and Performance. 12. Gallup. (2013) The American Workplace: Employee Engagement Insights for U.S. Business Leaders. Gallup. http://www.gallup.com/services/178514/state-american-workplace.aspx 13. Gallup. (2013) The American Workplace: Employee Engagement Insights for U.S. Business Leaders. Gallup. http://www.gallup.com/services/178514/state-american-workplace.aspx
- 45. References (cont.) 14. Towers Perrin. (2009). Closing the engagement gap: A road map for driving superior business performance. Towers Perrin Global Workforce Study. https://c.ymcdn.com/sites/www.simnet.org/resource/group/066D79D1-E2A8-4AB5-B621- 60E58640FF7B/leadership_workshop_2010/towers_perrin_global_workfor.pdf 15. Towers Perrin. (2009). Closing the engagement gap: A road map for driving superior business performance. Towers Perrin Global Workforce Study. https://c.ymcdn.com/sites/www.simnet.org/resource/group/066D79D1-E2A8-4AB5-B621- 60E58640FF7B/leadership_workshop_2010/towers_perrin_global_workfor.pdf 16. Macey, W. H., Schneider, B., Barbera, K. M. and Young, S. A. (2009) Engaging Engagement, in Employee Engagement: Tools for Analysis, Practice, and Competitive Advantage, Wiley-Blackwell, Oxford, UK. doi: 10.1002/9781444306538.ch1 17. Macey, W. H., Schneider, B., Barbera, K. M. and Young, S. A. (2009) Engaging Engagement, in Employee Engagement: Tools for Analysis, Practice, and Competitive Advantage, Wiley-Blackwell, Oxford, UK. doi: 10.1002/9781444306538.ch1 18. Aon Hewitt (2009). POV What Makes a Company a Best Employer? 19. Vance, R. (2006). Employee engagement and commitment. SHRM Foundation. http://shrm.org/about/foundation/research/Documents/1006EmployeeEngagementOnlineReport.pdf 20. Witters D and Agrawal, S. (2015). Well-Being Enhances Benefits of Employee Engagement. Gallup. http://www.gallup.com/businessjournal/186386/enhances-benefits-employee- engagement.aspx?g_source=WORKPLACE&g_medium=topic&g_campaign=tiles 21. Macey, Schneider, Barbera and Young, 2009 22. Aon Hewitt (2009). What Makes a Company a Best Employer? 23. Gallup, Inc (2011). Employee Engagement. 24. 2007 SHRM Research Quarterly, Leveraging Employee Engagement for Competitive Advantage: HR’s Strategic Role, 25. SHRM “Employee Engagement and Commitment,” Robert J. Vance Ph.D. 26. Giving Everyone the Chance to Shine, Hay Group, 2010.