The Well-Being Factor: Solving the Employee Productivity Equation


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We all know our workforces are our strongest assets. But even the best talent — and performances — can be disrupted by life’s challenges.

Bright Horizons' new research shows that well-being can transform that dynamic. Employees with high levels of well-being are not only exceptionally productive, but they’re resilient and continuously productive even when disruptions — personal or professional — happen, providing organizations with a sustainable advantage.

Access the executive summary of this webinar originally presented by Bright Horizons Chief Human Resources Officer Dan Henry.

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The Well-Being Factor: Solving the Employee Productivity Equation

  1. 1. Executive Summary Key Concepts: • The definitive interplay between employee well-being and Productive, enthusiastic, innovative, engaged. All sustainable productivity desirable attributes for a top-performing workforce. But what makes such a workforce? Well-being is unequivocally connected to productivity. Bright Horizons’ research has confirmed this interplay, illustrating a strong link between high levels of well-being and a top-performer’s ability to consistently The unequivocal answer is well-being. A high level of deliver. well-being — the sum total of things that make people feel grounded and capable of managing life • Understanding the well-being drivers in your organization and and work—frees people to focus. Effectively why they matter supporting employee well-being engenders a What creates a sense of well-being differs from organization to positive organizational culture. It ensures that great organization. To effectively impact well-being and benefit from it, hires become great performers. And it provides employers need to understand how to identify those drivers and what unprecedented opportunities for organizations to to do once you find them. flourish by fully leveraging the resources already on their payroll — their employees. • Our story: well-being through the lens of Bright Horizons’ own successful experience Employers who look below the surface – who Our in-depth investigation of well-being at Bright Horizons revealed recognize that job-related stresses are just the some surprising findings about well-being in our own workforce and small, visible tip of an employee’s work/life iceberg what drives it. It also provided helpful information about what we’re and that a greater store of personal issues exist doing right and how to maintain that progress going forward. below – are in the best position to fully realize their • Strategies to enhance employee well-being in your organizations workforce’s potential. Those who understand and respond to employee priorities both in life and in The most effective well-being supports are ongoing strategies that are work can set themselves apart, creating dynamic, reassessed over time. Bright Horizons own Well-Being Indicator allows success-oriented cultures that minimize employees’ employers to measure well-being in the workforce, to provide targeted responses to specific workforce challenges, and to re-measure well- unmanaged stress, maximize their levels of well- being to assess the success of those responses over time. being, and as a result increase productivity and lead to sustainable, high-growth returns. l 800-453-9383 ext. 1600 l l @BHatWork© 2012, Bright Horizons Family Solutions LLC
  2. 2. Challenging Old Assumptions ● One-dimensional approach to employees leaves too many gaps ● As managers, we’ve been trained to draw bright lines between home and work – Employees’ home issues are their issues – We’ll help them integrate work and life but…what if life’s the real issue? You have to choose which is more important to you, your career or your other interests. I need to choose how you (employer) fit into what is important to me.© 2012, Bright Horizons Family Solutions LLC
  3. 3. Employee Well-Being Well-© 2012, Bright Horizons Family Solutions LLC
  4. 4. How “Much” of Our Employees Do We Employ?When 700 working adults wereasked to identify and then ranktheir social roles, the compositeranking came out as follows:1. PARENT2. SPOUSE/PARTNER3. FRIEND4. RELIGIOUS OR SPIRITUAL OBSERVER5. WORKER/EMPLOYEE Source: Peggy Thoits, 2009© 2012, Bright Horizons Family Solutions LLC
  5. 5. Employee Well-Being: Well- The New Equation R = resilience (amplifies contribution) Sustainable Productivity = Environment X Contribution© 2012, Bright Horizons Family Solutions LLC
  6. 6. Resilience ● Feeling: innovative, imaginative, creative, inspired, enthusiastic ● Good relationships with colleagues ● “My job inspires me.” ● “I invest a lot of myself at work.” ● Overall job satisfaction RESILIENCE ● Feeling: distressed, hopeless, irritable, worthless ● Higher stress levels© 2012, Bright Horizons Family Solutions LLC
  7. 7. Our Case Study: What We Learned Study: ● Engaged ● Managing spending/budgeting ● Inspirational work ● Retirement ● Management trust ● Financial freedom ● Work/life integration ● Workload control ● Hobbies/interests ● Celebrate accomplishments ● Strong community● Personal health● Weight/body image● Physically demanding work● Nutrition ● Humor/laughter ● Optimism ● Learn from mistakes ● Solution oriented © 2012, Bright Horizons Family Solutions LLC
  8. 8. Why is Employee Well-Being Well- So Important? Simply put, employees’ level of well-being can sustain or erode well- their level of engagement. -Towers Watson A global study funded by the World Economic Forum indicates that when employees feel like their employers care about their well- well-being, they are eight times more likely to be engaged. - World Economic Forum© 2012, Bright Horizons Family Solutions LLC
  9. 9. Why is Employee Well-Being Well- So Important? Companies with highly engaged employees enjoy 26% higher employee productivity, lower turnover, higher talent attraction, and greater shareholder return. - Taleo Research White Paper: Profitable Talent Management (2011) Economists and national leaders are increasingly talking about measuring a country’s status with other metrics and even with a squishy-seeming concept like ‘happiness.’ squishy- ‘happiness.’ - The Economics of Well-Being, Harvard Business Review Well-© 2012, Bright Horizons Family Solutions LLC
  10. 10. The Employee Perspective 54% Satisfaction with personal life 21% Resilience, humor, optimism 13% Job satisfaction 9% Financial well-being 8% Health and wellness© 2012, Bright Horizons Family Solutions LLC National sample of 2000 representative employees – North America
  11. 11. Enhancing Employee Well-Being: Well- What Can An Employer Do?Provide supports that enable youremployees to avoid or effectivelydeal with the disruptions that occurin their lives outside work. ● Dependent-Care Supports ● Flexible Work Arrangements ● Supportive Managerial Relationships ● Educational Assistance and Guidance for Your Employees and Their Families© 2012, Bright Horizons Family Solutions LLC
  12. 12. A Family of Solutions at WorkCustomized child care and Back-up care support: young Educational counseling and Solutions to support Work/life consulting toearly education centers at children, school-agers, and tools to facilitate children’s employees’ academic and increase effectiveness of or near the work site adults/elders educational aspirations career planning people strategies © 2012, Bright Horizons Family Solutions LLC
  13. 13. The Data Is On Your Side Our 2010 health, well-being, and engagement study, conducted in collaboration with Dr. Jamie Ladge of Northeastern University, found that employees who feel that their organizations promote work/life balance: ● Have lower levels of stress ● Are much more likely to remain with their organizations ● Are more highly engaged in their work ● Are absent less ● Are healthier© 2012, Bright Horizons Family Solutions LLC
  14. 14. The Data Is On Your Side Results point to potentially substantial reductions in healthcare costs Percent of Respondents Being Treated for Each Condition N = 3,129 4% High blood pressure 15% 4% High cholesterol 10% 2% Diabetes 6% 0% 5% 10% 15% 20% Dependent-care supports No dependent-care supports© 2012, Bright Horizons Family Solutions LLC
  15. 15. High-Quality Child Care: High- Avoid the Disruption ● 45% reduction in12% voluntary turnover10% among center users vs. 11% 8% non-center users 6% ● Users were 20% more 4% 6% likely to be top 2% performers. 0% ● 68% of users had Voluntary Turnover 5-9 years of tenure Control Group Center Users Source: Bright Horizons Investment Impact Database (16 organizations)© 2012, Bright Horizons Family Solutions LLC
  16. 16. Work-Site Child Care Work- Supports Employee Resilience Access to work-site child care positively affects ability to... (N=3,163) 1 Successfully concentrate on the job and be as productive as possible 90% 2 Successfully meet job performance expectations 83% 3 Work scheduled shifts 78% 4 Pursue or accept a higher position 72% 0% 20% 40% 60% 80% 100% Some Impact Major Impact* Source: The Lasting Impact of Full-Service Employer-Sponsored Child Care, June 2008; survey of 3,200 parents who use employer-sponsored care1 Bright Horizons’ Investment Impact Database© 2012, Bright Horizons Family Solutions LLC
  17. 17. Back-Up Care: Avoid the Disruption Back- ● 83% of respondents report that back-up care 1,424 days Work Days Saved allowed them to work on a day when they (N=246) would not otherwise have been able to within the past six months.* ● On average, employees using back-up child 95 care reported that it allowed them to work 5.6 days when they would not otherwise have been able to in the past six months. 1,329 ● Employees using back-up adult/elder care reported an average of 10.6 work days saved in the same time period.0 40 80 120 160 200 240 280 Total Days Saved by Back-Up Adult/Elder Care ● Due to the use of the back-up care program, Total Days Saved by Back-Up Child Care 38% of respondents said there was a specific meeting, task, or project they were able to accomplish because they were able to use the program.© 2012, Bright Horizons Family Solutions LLC *The Lasting Impact of Employer-Sponsored Back-Up Care, Horizons Workforce Consulting, 2008
  18. 18. Educational Assistance and Guidance: Avoid the Disruption ● 85% of College Coach participants report reduced stress ● 2/3 of College Coach participants save at least 4 hours each time they attend a workshop or access 1 hour of personalized assistance Apollo Research Institute reports on working learners perceptions of tuition benefit programs: ● 91% strongly felt that it improved their personal development ● 70% of respondents strongly agreed that tuition benefit programs improved their work performance© 2012, Bright Horizons Family Solutions LLC
  19. 19. Q&A Well-Being Matters Well- To learn more: Visit Follow us @BHatWork Email© 2012, Bright Horizons Family Solutions LLC
  20. 20. © 2012, Bright Horizons Family Solutions LLC