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Corporate wellness: Past, present and future
The document discusses the evolution of corporate wellness from its inception in the 1800s to its current state and future trends. It highlights key historical milestones, shifts in focus from illness prevention to overall well-being, and the importance of integrating wellness with business strategy and performance. The authors argue that true well-being leads to enhanced employee engagement and superior business outcomes.
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Corporate wellness: Past, present and future
- 1. Corporate wellness: Past, presentand future Henry Albrecht and Michael Parkinson, MD, MPH, FACPM It’s totally possible.
- 2. Principal of P3Health 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
- 3. Agenda Welcome Timeline of corporatewellness Where wellness is today Future of wellness: 2 fundamental shifts Q&A
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- 5. Companies see benefitsof vital workforce | 1879 Pullman company establishes employee athletic association | 1880 National Cash Register institutes twice-daily exercise breaks 2010 + 2000s 1990s 1960s 1800s
- 6. Leaders concerned withillness 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
- 7. Companies focus onhigh-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
- 8. 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
- 9. 2010 + 1990s 1960s 1800s Early 2000s Wellness1.0 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
- 10. 1990s 1960s 1800s Mid-2000s – present Wellness 2.0 Shiftto 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
- 11. 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)
- 12. Well-being defined Optimal psychological functioning and experience Ryanand Deci 2001 Living the good life — happiness + actualization Waterman 1993
- 13. Well-being defined Or simplyput… “how are you?”
- 14. True well-being atwork 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…
- 15. Individual Organizational • Science-based improvementmodels • The fundamentals – eat, move, sleep, stress • Personalized programs & targeted interventions • Executive sponsorship • Manager support for well-being initiatives
- 16. The whole employeematters 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
- 17. If you havewell-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)
- 18. Future of wellness: 2fundamental shifts
- 19. 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
- 20. Employee engagement Well-being virtuous cycle Business outcomes Best places towork 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
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- 22. limeade.com | marketingteam@limeade.com Downloadour e-book or reach out: http://sip.limeade.com/evolution- of-wellness