from wellness to wellbeing: take a healthy look at your workplace

From Wellness to Wellbeing: Take a Healthy Look at Your Workplace

A CBIZ Benefits & Insurance Services Program

TODAY’S PRESENTERSEmily NollNational DirectorCBIZ Wellbeing Solutions

Lacey McCourtWellbeing ConsultantCBIZ Wellbeing Solutions

Amy HowellWellbeing ConsultantCBIZ Wellbeing Solutions

FROM WELLNESS TO WELLBEING2

EMPLOYEE SERVICES ORGANIZATION (ESO)

3

WHO IS CBIZ?

With over 100 offices and over 4,000 associates in major metropolitan areas and suburban cities throughout the U.S. CBIZ (NYSE: CBZ) delivers top-level financial and employee business services to organizations of all sizes, as well as individual clients, by providing national-caliber expertise combined with highly personalized servicedelivered at the local level.

National Presence Local Service Through Our Client-Centric Model

Apply for the Edington CBIZ Next Practice Award!Visit Our Website to Learn More: www.cbiz.com/wellbeingFROM WELLNESS TO WELLBEING

WEBINAR AGENDA:

• Changing the conversation from wellness to wellbeing• Uncovering workforce wellbeing needs• Developing strategies to increase program adoption• Creating a culture in which to sustain high wellbeing

4 FROM WELLNESS TO WELLBEING

CURRENT PROGRAMS FOCUS ON PHYSICAL

5 Source: NBGHFROM WELLNESS TO WELLBEING

KEY FACTORS IN IMPROVING OUTCOMES

Employee wellbeing is proving to be a stronger predictor of health and performance than behavioral and

physical heath risks, demographics, and health care utilization alone.

Prerequisites for improved outcomes:

Strategic plan - Roadmap to wellbeing culture Relevant opportunities - Meet employees’ needs


TAKING A STEP BACK TO OUR ROOTS

7 Source: WHOFROM WELLNESS TO WELLBEING

MOVING BEYOND WELLNESS TO WELLBEING


MEETING THE NEEDS OF THE WHOLE PERSON


MEETING THE NEEDS OF THE WHOLE PERSON

10 Source: CBIZFROM WELLNESS TO WELLBEING

WELLBEING ELEMENTS

Purpose: How you occupy your time and liking what you do each day

Social: Having strong relationships and love in your life

Financial: Effectively managing your economic life to reduce stress and increase security

Physical: Having good health and enough energy to get things done on a daily basis

Community: The sense of engagement and involvement you have with the area in which you live

FROM WELLNESS TO WELLBEING11 Source: Gallup

WELLBEING RATING SCALE:

Thriving Struggling Suffering

Wellbeing that is strong, consistent and progressing

Wellbeing that is moderate or inconsistent

Wellbeing that is very low and at

high risk

Source: Gallup12 FROM WELLNESS TO WELLBEING

Interactions Meaning Energy

Interactions are 80% positive

Encourages and praises others

Builds in social time at work

Engages in intentional conversations

Practices listening skills regularly

Gives more than receives

Spends free time on activities that are meaningful

Finds purpose in his/her work

Prioritizes life on what matters most

Applies talents and strengths daily

Serves in community

Lives for more than self

Puts health and safety first

Good health care consumer

Gets preventive screenings

Eats nutritiously

Sleeps 7‐8 hours

Moves throughout the dayand is physically active

HOW DOES A THRIVING PERSON BEHAVE?

13 Source: Tom RathFROM WELLNESS TO WELLBEING

THRIVING IN FIVE:

…MISSED 41% LESS WORK DUE TO POOR HEALTH IN THE LAST YEAR

…WERE ALMOST 65% LESS LIKELY TO FILE FOR CLAIMS IN THE LAST YEAR

…ARE 81% LESS LIKELY TO SEEK OUT A NEW EMPLOYER IN THE NEXT 12 MONTHS


IMPACT OF WELLBEING ON COSTS:

$9,370

$7,457$6,361

$5,387$4,570

$3,539

$0

$2,000

$4,000

$6,000

$8,000

$10,000

$12,000

None One Two Three Four Five

Number of Elements Thriving at Baseline (2010)

Annual Health‐Related Cost to Employer(Disease Burden and Unhealthy Days)

Total Age: 44 and younger Age: 45 and older


IMPACT OF LOW WELLBEING:

A five-point decline in wellbeing is associated with:

• 18.6% higher risk of sleep-disorder diagnosis • 15% higher risk of anxiety/depression • 14.6% higher risk of diabetes• 5.9% higher risk of hypertension • 6.3% higher risk of obesity• .59 more unhealthy days in the past 30 days


OUTCOME OF HIGH WELLBEING:

When employees believe their employer cares about their health and wellbeing, they are:

– 38% more engaged in their job (employees with high wellbeing are 6x more likely to be engaged!)

– 18% more likely to go the extra mile – 17% more likely to be working there in 1 year– 28% more likely to recommend their workplace

17 Source: Benz Communications & Gallup FROM WELLNESS TO WELLBEING

High productivity but high burnout and more likely to leave

More likely to stay;less committed to organizational goals

Least contribution from employees

Most productive and happy employees

Engagemen

t

Wellbeing

Source: Affinity Health Network

RELATIONSHIP BETWEEN WELLBEING AND ENGAGEMENT:


ENGAGED EMPLOYEE WITH HIGH WELLBEING (4 OF THE 5 ELEMENTS):

42% more likely to evaluate their overall lives highly

42% more likely to report high levels of adaptability in the presence of change

27% more likely to report “excellent” performance in their own job at work

27% more likely to report “excellent” performance by their organization

59% less likely to look for a another job in the next 12 months

17% more likely to volunteer their time


CURRENT WELLBEING AREAS ADDRESSED

20 Source: OptumFROM WELLNESS TO WELLBEING

CURRENT PROGRAMS OFFERED

21 Source: OptumFROM WELLNESS TO WELLBEING

ASSESS WELLBEING PRIORITIES

22

Very Dissatisfied

Somewhat dissatisfied

Somewhat Satisfied

Very Satisfied

Physical Wellbeing

Financial Wellbeing

Purpose/Career Wellbeing

Social/Relationship Wellbeing

Community Wellbeing

How satisfied are you currently with each area of wellbeing in your life?

• Research insights• Claims experience• Employee behavior

• Employee interests• Engagement survey results

FROM WELLNESS TO WELLBEING

WELLBEING PROGRAM EXAMPLES:

23

1. Physical Wellbeing: Identify and promote opportunities for employees to engage in healthy and safe behaviors (e.g., lunch-and-learn sessions, healthy snacks, cooking classes, fitness challenges, screenings, nicotine replacement therapy, onsite fitness classes, safety videos and self-defense, etc.) - INCLUDE STRESS/RESILIENCY AND SLEEP!

2. Financial Wellbeing: Identify and promote opportunities to assist employees in achieving financial stability (e.g., financial workshops, personal financial counseling, retirement planning, calculators, apps and other budgeting tools, educational loans, holiday savings club, etc.)

3. Purpose/Career Wellbeing: Identify and promote opportunities for professional development/education (e.g., seminars, expanding training offerings, assessment and team-building opportunities, mentoring, books, etc.)

4. Social Wellbeing: Identify and promote opportunities for employees to engage with each other outside of work (e.g., holiday and birthday celebrations, group outings, fantasy football leagues, book clubs, etc.)

5. Community Wellbeing: Identify and promote opportunities for employees to engage in the community (e.g., Day of Caring sponsorship/participation, mission-based 5K training and fundraising, paid time off (PTO) to volunteer, etc.)


Driving Wellbeing Program Engagement


WELLNESS PROGRAM ENGAGEMENT IS LOW

%of employees at companies that offer a wellness program participate in it.

25 FROM WELLNESS TO WELLBEINGSource: Rand

STRATEGIES TO INCREASE ENGAGEMENT

1. Incentives2. Gamification3. Manager Training


INCENTIVE BENCHMARKS

79% Employers offering

incentives

44% Offer outcomes-based incentives

$693 Average max

incentive dollar

54% Offer incentives to spouses/partners

27 FROM WELLNESS TO WELLBEINGSource: Fidelity

COMMON INCENTIVES USED

• Raffles and random acts• Trophies/certificates• Company swag (water bottles,

reusable lunch bags, T-shirts) • Activity devices (Garmin, Fitbit)• Cash/gift cards/mall• Plan contributions/plan

access/co-pay waivers• Recognition/ success

stories/videos/ healthie selfies

• Charitable donations or time off to volunteer

• Fitness or wellness subsidy• Well day off/PTO• Celebrations/meals• Experiences/vacations


Personally meaningfulAutonomySocial connectednessEnjoyment/pleasureInstant gratificationMasterySelf-determinationSelf-actualizationTrust and cooperation

Irrelevant/unimportantRequirementIsolationBoring/distressing/inconvenientDelayed gratificationUnattainable outcomesDiscouragingPrivacy concerns and lack of trust

WORK TOWARD FOSTERING INTERNAL MOTIVATION


INCENTIVE CONSIDERATIONS

• Goals/outcomes• Behavior change• Relevance• Ease of admin/reporting• Taxability• Discrimination testing

• Timing (enough time!)• Budget• Transparency• Regulations/compliance


USE GAMIFICATION TO INCREASE ENGAGEMENT

Gamification is the use of game-like features in nongame situations as a way to engage and motivate people to change behaviors, develop skills, or solve problems through an online or mobile platform.


Competence

Relatedness

AutonomySelf-determination theory

BENEFITS OF GAMIFICATION


MANAGERS HAVE DIRECT IMPACT

Source: Gallup, Rath


TRAIN AND EMPOWER MANAGERS

34

• Keep managers informed– Provide reports of wellbeing program regularly– Separate manager wellbeing communications

• Help managers understand their influence on employee engagement and wellbeing– Manager training– Incorporate feedback in wellbeing initiatives

• Educate on the importance of emphasizing strengths– Professional development trainings that involve strengths analysis– Provide resources that help managers identify and leverage strengths

• Set expectations and hold managers accountable– Challenge managers to participate by hosting competitions– Encourage managers to be held accountable through performance

reviews


Creating a Thriving Culture


CREATING A THRIVING CULTURE

• Mission Alignment• Wellbeing Team• Environment• Community


CULTURE BUILDING: MISSION ALIGNMENT

• Integrate wellness goals with corporate goals to drive results and sustainability

• Communicate the connection of wellbeing and job performance to employees

• Wellbeing is the way you do business• Create a sense of corporate caring


CULTURE BUILDING: WELLBEING TEAM

• Network of wellbeing champions– Serve as ambassadors to support health initiatives– Shared ownership– Reinforce networks and social bonds

• Dedicated internal resources– Organization and implementation– Promotion and communication– Relay vision of employer– Evaluate ongoing needs, interests and feedback– Support employees in their efforts


CULTURE BUILDING: WELLBEING TEAM

• Vendor and carrier partners– Participation and engagement– Communication of program– Protect privacy

• Advisory group of experts– Vendor selection and evaluation– Measurement of impact and

outcomes– Compliance with federal and

state regulations


CULTURE BUILDING: ENVIRONMENT


Physical Environment• Healthy food options• Space for physical activity• Ergonomic• Natural light and plants• Remove cues for unhealthy

habits and add prompts for healthier alternatives

Social Environment• Create social opportunities• Encourage open communication• Sense of belonging

Organizational culture• Embrace values of different

generations and backgrounds • Avoid a culture of long hours and

high stress• Conduct an organization culture

audit

Policies• Smoke‐free policies• Substance‐abuse protocol • Healthy meeting guidelines• Injury‐prevention policies• Flextime • Support for nursing mothers

CULTURE BUILDING: COMMUNITY

• Including spouses and families• Group volunteering, partner with local charities• PTO hours for volunteering• Participate in local farmers markets or sports leagues• Community gardens• Sponsor local events like 5Ks


TELL YOUR STORY!

• Storytelling is a powerful strategy to motivate others • Regularly highlight individuals’ success stories (e.g., company

newsletter, video clips)• Allow employees to share why wellbeing is important to them

(e.g., “What Moves You” campaign)• Seek “Best Place to Work” awards

Next Practices of Award-winning Companies:https://www.cbiz.com/insights-

resources/details/articleid/2582/wellness-at-work-cbiz-and-edington-associates-celebrate-employers-with-top-wellness-

programs


QUESTIONS


CONTACT INFO

Emily NollNational Director of CBIZ Wellbeing Solutions(443) [email protected]

Lacey McCourtCBIZ Wellbeing Consultant(913) [email protected]

Amy HowellCBIZ Wellbeing Consultant(865) [email protected]


from wellness to wellbeing: take a healthy look at your workplace

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