corporate wellness: past, present and future
TRANSCRIPT
Corporate wellness: Past, present and future
Henry Albrecht and Michael Parkinson, MD, MPH, FACPM
It’s totally possible.
Principal of P3 Health Former Chief Medical Officer, Lumenos
Past President, American College of Preventive Medicine
Henry Albrecht CEO Medical advisor to Limeade
Limeade is a corporate wellness technology company that measurably improves health, well-being and performance.
Dr. Michael Parkinson
Agenda
Welcome
Timeline of corporate wellness
Where wellness is today
Future of wellness: 2 fundamental shifts
Q&A
Timeline of corporate wellness
Companies see benefits of vital workforce | 1879 Pullman company establishes employee
athletic association | 1880 National Cash Register institutes twice-daily
exercise breaks
2010 +
2000s
1990s
1960s
1800s
Leaders concerned with illness prevention | Focus on safety and health risks | 1962 – U.S. Congress passes cigarette labeling | 1971 – U.S. Dept. of Labor establishes Occupational
Safety & Health Administration
1800s
2010 +
2000s
1990s
1960s
1800s
Companies focus on high-cost employees | Johnson & Johnson releases 1st report tying
effectiveness of wellness to productivity | 1984 – Boeing is first to ban smoking | Dee Edington study (2M employees): “risks predict costs”
2010 +
2000s
1990s
1960s
1800s
Healthcare-costs-only approach… | Edington: “Change Natural Flow” & “Health as Economic Strategy” | Best programs encourage healthy behaviors from everyone | Lumenos, Definity, IRS launch CDHP’s & Health Savings Accounts | Insurers add wellness components
2010 + 1990s
1960s
1800s
Early 2000s
Wellness 1.0
2010 + 1990s
1960s
1800s
Early 2000s
Wellness 1.0
Integration of health, safety and performance | ACA passes with 30% incentive and healthcare exchanges | NIOSH launches Total Worker Health Program™ | Lynch & Gardner: Align corporate wide “roles and responsibilities” | Edington: Shared Values – Shared Results
1990s
1960s
1800s
Mid-2000s – present
Wellness 2.0
Shift to well-being of whole population | Limeade: First whole-person well-being improvement model | Organizational support for well-being | Fitness trackers bring exercise monitoring mainstream
2000s
Next 5 years
2000s
1990s
1960s
1800s
Well-being, culture and engagement | Whole-person, whole culture approach (“trust audit”) | Broader outcomes CFOs, CHROs and CEOs care about (Big ‘E’) | Employee choice/accountability (?) | Meaningful integration with business strategy (BI)
Well-being defined
Optimal psychological
functioning and experience
Ryan and Deci 2001
Living the good life — happiness + actualization
Waterman 1993
Well-being defined
Or simply put… “how are you?”
True well-being at work
Is… | A prerequisite to true work engagement | Close to the “sweet spot of stress” | Not judged by healthcare cost
reductions | Not “done” to employees | “New age” – mindfulness, resilience,
teamwork, autonomy, family…
Individual
Organizational
• Science-based improvement models • The fundamentals – eat, move, sleep, stress • Personalized programs & targeted
interventions
• Executive sponsorship • Manager support for well-being initiatives
The whole employee matters
75% of illness & disease is related to “what I eat, how I move and how I think”
47% of employees say
personal problems affect their performance
37% of HR professionals
agree employees missed work due
to a financial emergency
1. Bensinger, DuPont and Associates 2. SHRM
1
2
If you have well-being & engagement, you get great results
42% More likely to
evaluate overall life highly
27% More likely to have
excellent performance
19% More likely to
volunteer in past month
59% Less likely to look for
a job in the next 12 months
70% Fewer missed
workdays because of poor health over the
course of a year
Gallup: Well-Being Enhances Benefits of Employee Engagement (2015)
Future of wellness: 2 fundamental shifts
From “standalone wellness” to “integrated human performance”
| “De-medicalize” health: Eat, move, think | Passive patient to active care partner | From “wellness” to integrated health,
safety & performance | C-Suite-led culture trumps incentives
Shift #1
Employee engagement
Well-being virtuous cycle
Business outcomes
Best places to work
Invest in well-being
Shift #2
1. Quantum Workplace and Limeade 2. Aon Hewitt 3. SHRM 4. Macy, Schneider, Barbera and Young
From “culture of health” to “great company” thinking
| 38% more engaged1
| 78% more productive2
| 5x less likely to have safety accident3
| 78% more profitable4
| 65% higher shareholder returns4
| Culture & outcomes win awards
Q&A
limeade.com | [email protected]
Download our e-book or reach out: http://sip.limeade.com/evolution-of-wellness