Research shows a clear connection to business results, but even the best programs remain siloed, underutilized, and are often the first to get cut when budgets tighten. In this session, learn how to elevate your well-being program as a business imperative through strategic planning, bridge-building, and thoughtful analytics.

1. The opinions expressed in this webinar are those of the presenter(s). NWI assumes no responsibility for views expressed and statements made by the presenter(s).
Elevating Well-Being as a Business
Strategy
By Henry Albrecht

2. Elevating Well-
Being as a
Business Strategy

3. We invest
in our
employee
experience
So you can
elevate yours

4. Henry Albrecht
Founder, CEO

5. Meeting
agenda
1. How we got here
2. Three barriers to well-being
(and how to overcome them)
3. My challenge to you

6. How we got here

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

8. Assumptions about how work is supposed to
be…
Colquitt,2017
Adversarial and contractual
Monitoring and surveillance
Feedback isprimarily negative
Keeping score
Money motivates

9. But it’s 2020…
THE DEMANDS HAVE
CHANGED
UNDERSTANDING HAS
EVOLVED
SOLVING FOR THE
WORKFORCE OF
YESTERDAY WON’T WORK

10. Problem #1:
Well-being programs are not
viewed as strategic by the C-
suite
10

11. C-suite priorities
Profit
Market Share
Stock Price
Probably…
Great Company Awards
Attracting Great
Leaders
Attract, Engage, Retain
Top Talent
Great Culture
Maybe…
Heart Health
Home Life
Stress Management
Friendships at Work
Definitely…

12. Start by
connecting to
what the C-
suite probably
cares about

13. What happens in one part of your life
impacts all other parts
47%of employees say
problems in their
personal
lives affect their
performance
(Bensinger et al., 2013)
37%of HR professionals
agree employees
miss work due
to financial
emergencies
(SHRM, 2014)
50%of all illness in the US
has stress has a
contributor
(U.S. Department of Health and
Human Services, 2000)
By its very nature, well-being is ‘whole-
person’

14. Again, connect it to your CEO’s
priority

15. Show how engaged workforces mean better
results
There’s one more connection
to make

16. 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.

17. Problem #2:
Punitive or Pavlovian
approaches don’t move
the needle

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

19. Incentivescan
be harmful
Colquitt,2017
What really
drives
engagement
Convey lackof trust and
respect
Demoralize the behavior
Prevent internalization of
goal
Meaning
Choice
Competence
Trying something new
Less enjoyable tasks
Highly repetitive tasks
Whenincentives
are okay

20. Care > $$$
Let’s talk about the word care

21. LimeadeInstitute,2019, n=354
Care is related to well-being,
engagement and inclusion
52%
75%
94%
43%
72%
94%
14%
72%
95%
0%
20%
40%
60%
80%
100%
%Favorable
Well-being
Engagement
Inclusion
Org Does NOT Care Neutral Org Care Org DOES Care

22. 14%
28%
50%
16%
40%
56%
0%
20%
40%
60%
80%
100%
LimeadeInstitute,2019, n=354
Care is related to lower stress
and burnout
% stress is manageable
% disagree or strongly disagree to “Ifeel burnedout”
%Favorable
Org Does NOT Care Neutral Org Care Org DOES Care

23. 7%
36%
60%
9%
58%
91%
0%
20%
40%
60%
80%
100%
Care is related to intent to stay
and likelihood to recommend
Intend to stay 3+ yrs
Likelihood torecommend as a great place to
work
%Favorable
ORG Does NOT Care Neutral Org Care Org DOES Care
LimeadeInstitute,2019, n=354

24. 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.

25. Problem #3:
Well-being
programs live in
silos

26. • Treating employees with
respect
• Basic behavior standards and
expectations
• Fair policies
• Internal comms
• Manager and employee relations
• Doing what we say
we will
• Autonomy
• Enriching work
• Engagement
• Job design
• Safety measures
• Sexual harassment prevention
• Fair pay
• Health insurance
• Benefits
Ss Dr Ft Mw
SAFETY
+ SECURITY
DIGNITY
+ RESPECT
FAIRNESS
+ TRUST
MEANINGFUL
WORK
Wp Lc Ra G
• Whole person well-being
• Diversity and inclusion
• Reducing our role in causing
stress
• Flexibility
• Formal and informal listening
processes
• Employee engagement
surveys
• Transparent communication,
share why
• Recognition
• Gratitude
• Taking action on what you
heard
• Fulfilling careers
• Challenge
• Learning and development
• Individual and organizational
progress
WHOLE
PERSON
LISTEN +
CONNECT
RECOGNIZE
+ ACT
GROW
• Personal purpose
• Organizational purpose
• Inspiring leadership
• Extending care outside of the
organization
• Corporate social responsibility
• Philanthropy
Fp BwFINDING
PURPOSE
A BETTER WORLD
Care is not
retrained by
silo
boundaries

28. 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.
Care doesn’t work in
silos. Care works in
concentric circles

29. Breaking down silos requires
leaving your comfort zone
Connect to social
responsibility efforts within
your organization
Pull together siloed teams
for an activity to foster
connectivity
Incorporate whole-person
well-being in onboarding

30. • Utilized program to unite departments and create space for
collaboration and partnered with other business groups to
promote the utilization and awareness of other programs
• Used Limeade program to bring well-being to their part-time
population for the first time ever
• Implemented Ambassador Network for the first time in 2020
• “…this organization, hands down, cares more about their
employees and their well-being than any other company I have
company I have ever worked for.”
4.7/5
user satisfaction
Named Fortune 100
Best Companies to
Work For
4x
Increased participation to 78%
One example: program moves beyond
physical well-being

31. Summary
1. Connect whole-person well-being to business results
2. Care > Cash
3. Concentric circles, not silos

32. Take your CHRO to coffeeWrite down three ways to incorporate CARE into
your program
Add an engagement, turnover,
and one more new metric to your reporting
My challenge to you
Schedule five silo meetings

33. Reach out
henry@limeade.com

34. Thank You