1.
The Whole Story
with Whole-Person
Well-Being

2.
Meeting
Agenda
1. Welcome
2. Why we’re here
3. Traditional wellness
4. The relationship between work
and well-being
5. Turning the page on well-being
2

3.
About us
Henry Albrecht
CEO, Founder, Limeade
Jason Lauritsen
3
Speaker, Author, and Consultant

4.
Why we’re here
4

5.
Jason’s Story
5

6.
Henry’s Story
6

7.
Traditional
wellness
7

8.
The history of work
and our assumptions about
what work is supposed to be
have shaped traditional wellness
programs.

9.
Remember, it is 2020
Colquitt,2017
Adversarial and contractual
Monitoring and surveillance
Feedback isprimarily negative
Keeping score
Money motivates
Unproductiveassumptionsabouthowworkshouldbe:

10.
These old-fashioned notions helped
“traditional wellness” fail
10
Pavlovian and
punitive
Alienating and
antagonizing
Rooted in the wrong
science
Anchored to the wrong
outcome
Not addressing whole-
person
Not involving whole-
company
Only looking at
medical science
Sold to control
medical costs
Focused only on
physical health
(with a little EAP)
– no root cause
Individual and
tech focus, with
an occasional
dash of leader
Not encompassing
whole-ecosystem
One of 22 silos
in HR and
benefits

11.
From wellness to well-being
11
Wellness
Well-being
• Focused primarily on physical health
• Leverage incentives and punishments
• Promised to reduce healthcare expenses
Feeling good and living with purpose

12.
The relationship
between work and
well-being
12

13.
Workplace environments in the
United States are responsible for…
• 120,000 excess deaths per year (5th
leading cause of death)
• $180 billion in additional healthcare
expenses (approx. 8% of total healthcare
spending)

14.
We are facing a loneliness epidemic
14Cigna, 2020
47%
Of Americans lacked
meaningful interactions
on a daily basis
58%
said they
always/sometimes feel
no one knows them well
6/10
always/sometimes feel
their interests are not
shared by anyone
around them
46%
said they felt lonely

15.
15
Our level of income impacts well-being
• “Low income exacerbates the emotional pain associated with such misfortunes
as divorce, ill health, and being alone. We conclude that high income buys life
satisfaction but not happiness, and that low income is associated both with low
life evaluation and low emotional well-being.”
“High income improves evaluation of life but not emotional well-being” by Daniel Kahneman and Angus Deaton

16.
16
•Mental health is a real issue for every
employer:
• 1 in 5 adults suffer from a mental health condition
• 56% of Americans with a mental illness did not receive treatment
• Suicide is the 10th leading cause of death in America. There are 25 times more
attempts than suicides.
• The rate of suicides is highest in middle-aged men. In 2016, white males
accounted for 7 in 10 suicides.
Mental Health America
AFSP

17.
17
•Unhealthy work environments perpetuate
unhealthy workers
Ergotron
American Heart Association
Bureau of Labor Statistics
86% of American workers report
sitting all day, every day at their
workstation
Over half of workers in the
United States have trouble
eating healthy on the job
1/3 of Americans work 45 hours
or more a week, and 9.7M work
more than 60 hours.
1 2 3

18.
Remember, we’re human
Jason’s
Journey
20192004

19.
Turning the page
on well-being
19

20.
Why does a focus on the whole-person
matter?
What happens in one
part of your life…
impacts what happens in
other parts

21.
There is a new paradigm…
All the lectures, programs-in-silos and steps challenges in
the world won’t fundamentally change things. Only one
(really hard) thing will…
Care

22.
Care is a verb
Companies achieve better people and business results when they
actively show CARE for employees, and help their employees
care for themselves.

23.
Every employee
should know
their company
cares.
Whole Person
Care and support for the
whole person
Whole Company
Every manager, team and
leader inspires and supports
you.
Whole Ecosystem
Relevant resource to the right
person at the right time.

24.
When employees feel
their organization
cares about them as
individuals,
they are:
10x
more likely to
recommend their
company as a
place to work
9x
more likely to
stay at their
company for three
or more years
7x
more likely to feel
included at work
4x
less likely to
suffer from stress
and burnout

25.
Well-being through the lens of care
25
Pavlovian and
punitive
Alienating and
antagonizing
Rooted in the wrong
science
Anchored to the wrong
outcome
Not addressing whole-
person
Not involving whole-
company
Only looking at
medical science
Sold to control
medical costs
Focused only on
physical health
(with a little EAP)
– no root cause
Individual and
tech focus,
occasional
dash of leader
Not encompassing
whole-ecosystem
One of 22 silos
in HR and
benefits
Positive
approach.
Blend of
intrinsic and
extrinsic
incentives, with
choice,
meaning
Medicine,
sociology,
behavioral,
organizational
and positive
psychology,
statistics and
more
Well-being,
engagement,
turnover,
performance,
attract talent,
likelihood to
recommend,
safety
Physical,
emotional,
financial, work
(35
dimensions)
Managers,
teams and
peers, social
networks
(champions),
leaders,
physical
environment
Every relevant
resource to the
right person at
the right time

26.
The future of
well-being lives
in small
moments

27.
Henry’s moment

28.
Jason’s moment

29.
Key takeaways
• Traditional wellness failed for many reasons that all boil down to CARE
• Simplify to four (or maybe 5) elements of whole-person well-being
• Physical
• Emotional
• Financial
• Work
• Maybe community? Spiritual?
• Humans want to be well, and companies are starting to get it
• Sometimes it takes a crisis
• Together, we can create small moments of well-being
37

30.
Our challenge to you
Create one moment of well-being now
38

31.
Thank you
Contact us
Jason@jasonlauritsen.com
henry@limeade.com

32.
Questions?