Strategies to

Enhance

Employee

Well-Being &

Engagement

Mindy Pierce

Director, LifeWork Strategies

Webster on Well-Being

noun well–be·ing \ˈwel-ˈbē-iŋ\

The state of being happy, healthy,

or prosperous

First Known Use: 1582

AHC Employee Benefit & Health Plan

Three aims:

High Quality

Outcomes

Satisfying Experience

Low Cost

Well-Being & Health

Mental Health: A state of

well-being; every individual

realizes his or her own

potential, can cope with the

normal stresses of life

A healthy organization is

defined as one that has low

rates of illness, injury, and

disability in its workforce

and is also competitive in

the marketplace.

It’s not just what we do, it’s why we do it.

Well-Being & Engagement

Wellness

Life-Work

EAP

Your Roadmap: 5 Strategies

Craft Your Company Culture

• Research has identified organizational characteristics

associated with both healthy, low-stress work and

high levels of productivity.

• Examples of these characteristics:

– Recognition of employees for good work performance

– Opportunities for career development

– An organizational culture that values the individual worker

– Management actions that are consistent with

organizational values

Craft Your Company Culture

What Engages Your Culture?

• The work itself

• The management environment

• The flexibility and inclusion of the workplace

• Ability to learn and grow

• Trust & meaning from leadership

Leadership Commitment

• Do you care? Do they know?

• Your message: We want you to be healthier,

happier, and feel like we’re listening.

• Do you design programs based on

what the employees are telling you?

• Do you walk the talk?

• Do you listen? In person?

• Do you survey with the intent of using the results?

Pay Attention to Data

• Quality Care; Good Outcomes

• Risk Stratification

• Manage the Cost to the Organization

• Shift the cost – Reinvest the savings

• Disease Management

• Keep your Healthy People Healthy

Pay Attention to Data

Risk Stratification

– Managing population

health and risk

stratification has become

more important than ever.

– Design interventions that

target high-risk, high-cost

participants who need to

be managed carefully and

proactively.

– Keep your healthy people

healthy!

Integrate EAP & Wellness

• When EAP and wellness are

implemented together for an organization, the

result will be a well-rounded life-work combination,

emphasizing both the emotional and physical well-

being of each employee.

•Stress Management

•Behavior Modification

•Support & Motivation

Today’s Employees: Overwhelmed, Stressed

65% of business leaders rate stress as an

urgent challenge

Fewer than 10% know what to do

about it

Stress, Work & Health

• One-fourth of employees view their jobs as the

number one stressor in their lives.-Northwestern National Life

• Three-fourths of employees believe the worker has

more on-the-job stress than a generation ago.-Princeton

Survey Research Associates

• Problems at work are more strongly associated with

health complaints than are any other life stressor-

more so than even financial problems or family

problems.-St. Paul Fire and Marine Innsuance Co.

Stress, Work & Health

• Evidence is rapidly accumulating to suggest that stress

plays an important role in several types of chronic

health problems-especially cardiovascular disease,

musculoskeletal disorders, and psychological

disorders.

• Health care expenditures are nearly 50% greater for

workers who report high levels of stress.

-Journal of Occupational and Environmental Medicine

What can be done about Stress?

• Wellness Integration

• Stress Management

• Organizational Change

• Management Support

Services

• Consultations on

Workplace Policies

ROI of EAP & Wellness

• Tangible ROI

– Tardiness, Absenteeism

– Lower Insurance Premiums

– Increased Retention

• Avoided Costs

– Prevention of incidents that would

normally result in financial ramification

Depression-related costs

Avoided diseases

Avoided lawsuit due to management

training & support

The cost of hiring a

new employee now

averages $3,479*.

With the average

yearly EAP cost of

$12-$40 per

member, the value

is clearly seen

*According to human-resources consulting firm Bersin & Associates, 2012

Make it Visual

Craft a clear, specific vision and achievable

goals for the year.

• Transparency

• See the Change; See the Options; See the

Future

• Improve the Experience

Make it Visual

• Environment

• Recognition

• Benchmarks

• Put it in front of everyone

• Meet them where they are

Find Your Own Healthy

Find Your Own Healthy

• Utilize energy and passion in all you do

• Nurture your employees as you do your customers

• Show them the future – let them see what is

possible.

• Be forward-thinking, out of the box and driven to

create the culture needed for business success.

• Develop your why.

A little fun:

W • Walk the Talk

E • Empower

L • Life-Work Balance

L • Leadership Commitment

B • Break down the stigma

E • Encourage

I • Integrate

N • Numbers

G • Give it time, Guidance, Growth

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