Enjoy this presentation where three of our Wellbeing Solutions professionals discuss all facets of promoting a wellbeing program in the office. http://www.cbiz.com/wellbeing
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For more information please visit www.healthfairsdirect.com
Regards, John
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Numerous federal, state, and private agencies promote studies to address the nation’s obesity epidemic. It is well documented that this unhealthy condition can lead to chronic illnesses that increase health care costs and diminish the quality of life. These issues have a profound impact on an organization including executives, managers, and front-line staff. High incidents of employee turnover and significant mortality and morbidity rates impact productivity, revenue, and organizational growth. S
What you need to implement and take your wellness programs to the next level ...Health Fairs Direct
What you need to do to create an interactive corporate wellness program, create positive behavioral changes in your employees and maximize your ROI. This is not just another ROI presentation. We actually show you HOW to create a program that engages, motivates and changes behavior.
For more information please visit www.healthfairsdirect.com
Regards, John
How Financial Incentives/Disincentives Undermine WellnessHES
Making wellness rewarding without rewards
- Examine why paying employees to get healthy is a bad idea
- Learn 20 ways to foster intrinsic motivation, the linchpin for lasting behavior change
- Confirm your commitment to build a culture of health in your organization.
Workplace Wellness: Healthy Living for Leaderslarachellesmith
Numerous federal, state, and private agencies promote studies to address the nation’s obesity epidemic. It is well documented that this unhealthy condition can lead to chronic illnesses that increase health care costs and diminish the quality of life. These issues have a profound impact on an organization including executives, managers, and front-line staff. High incidents of employee turnover and significant mortality and morbidity rates impact productivity, revenue, and organizational growth. S
Description
This session will build especially on the Self-Leadership Pillar and how health and wellness can be expanded beyond low-risks and unhealthy behaviors. The overall objective of the session is to meld the information from session one into a fully functional organization, taking advantage of Shared Values Shared Results.
Learning Objectives:
1. The participants will see how current metrics of outliers today can be developed into the norm of tomorrow.
2. The participants will see how the concepts around Positive Health have developed and continue to develop
3. The participant will be able to list an advanced set of outcomes focus on measuring what matters.
This presentation is about health coaching and understanding the tools to create healthy lifestyle behaviors. One can learn about why health coaching is important. Further, one can understand what health coaching is designed to do and how it works best. This presentation also describes how the relationship of coach and client is meant to build motivation and social support.
WWCMA January 2012 Event: Creating the Culture of Wellness. This presentation explains the history of the culture-based approach and why a supportive culture is important. It also defines culture and its dimensions.
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It contains an overview of the wellness tools and techniques that can be incorporated in corporate wellness solutions to improve health, happiness, to boost positive emotions and maximize productivity and performance at the workplace.
It uses evidence-based positive psychology tools and the SPIRE model developed by the Wholebeing Institute USA.
Thank you ASLI Asian Strategy & Leadership Institute for this wonderful opportunity.
http://www.wellsource.com/home.html | By actively providing wellness activities and developing a culture of health at your organization, you are investing in the greatest asset in your company – the health and well-being of your staff. It will pay rich dividends in goodwill, increased productivity, and ultimately lower healthcare costs.
Learn best practices for designing wellness incentives that drive and sustain desired behaviors, benchmarks on the type and amount of incentives provided by employers, legal requirements for compliant incentives under the ACA, GINA, and ADA, and examples of effective incentive designs and evolutions to continue to drive better health and outcomes.
Description
This session will build especially on the Self-Leadership Pillar and how health and wellness can be expanded beyond low-risks and unhealthy behaviors. The overall objective of the session is to meld the information from session one into a fully functional organization, taking advantage of Shared Values Shared Results.
Learning Objectives:
1. The participants will see how current metrics of outliers today can be developed into the norm of tomorrow.
2. The participants will see how the concepts around Positive Health have developed and continue to develop
3. The participant will be able to list an advanced set of outcomes focus on measuring what matters.
This presentation is about health coaching and understanding the tools to create healthy lifestyle behaviors. One can learn about why health coaching is important. Further, one can understand what health coaching is designed to do and how it works best. This presentation also describes how the relationship of coach and client is meant to build motivation and social support.
WWCMA January 2012 Event: Creating the Culture of Wellness. This presentation explains the history of the culture-based approach and why a supportive culture is important. It also defines culture and its dimensions.
Managing Minds in Toronto, ON offers a unique consulting approach to Corporate Wellness through Yoga inspired programs and communication. Here, you'll find statistics on why Wellness Programs increase productivity and why you should incorporate them into your Corporate Culture.
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Presentation given at the Sunway Putra Hotel for the Total Rewards Management Forum in Kuala Lumpur Malaysia on 17-Sep-2015 by Mahesh Pamnani, Chief Happiness Officer of Inspire2Aspire Consulting Hong Kong.
It contains an overview of the wellness tools and techniques that can be incorporated in corporate wellness solutions to improve health, happiness, to boost positive emotions and maximize productivity and performance at the workplace.
It uses evidence-based positive psychology tools and the SPIRE model developed by the Wholebeing Institute USA.
Thank you ASLI Asian Strategy & Leadership Institute for this wonderful opportunity.
http://www.wellsource.com/home.html | By actively providing wellness activities and developing a culture of health at your organization, you are investing in the greatest asset in your company – the health and well-being of your staff. It will pay rich dividends in goodwill, increased productivity, and ultimately lower healthcare costs.
Learn best practices for designing wellness incentives that drive and sustain desired behaviors, benchmarks on the type and amount of incentives provided by employers, legal requirements for compliant incentives under the ACA, GINA, and ADA, and examples of effective incentive designs and evolutions to continue to drive better health and outcomes.
Holistic Health for Mental Health ProblemsJamies-Health
Many people do not consider holistic health as an alternative to mental health problems - see how holistic health and Jamies-Health can help you!
Contact
Web: http://jamies-health.co.uk
Facebook: http://www.facebook.com/jamieshealth
Twitter: https://twitter.com/JamiesHealth
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From Wellness to Wellbeing: Take a Healthy Look at Your Workplace
1. From Wellness to Wellbeing:
Take a Healthy Look at Your Workplace
A CBIZ Benefits & Insurance Services Program
2. TODAY’S PRESENTERS
Emily Noll
National Director
CBIZ Wellbeing Solutions
Lacey McCourt
Wellbeing Consultant
CBIZ Wellbeing Solutions
Amy Howell
Wellbeing Consultant
CBIZ Wellbeing Solutions
FROM WELLNESS TO WELLBEING2
3. EMPLOYEE SERVICES ORGANIZATION (ESO)
3
WHO IS CBIZ?
With over 100 offices and over 4,000 associates in major
metropolitan areas and suburban cities throughout the
U.S. CBIZ (NYSE: CBZ) delivers top-level financial and
employee business services to organizations of all sizes, as
well as individual clients, by providing national-caliber
expertise combined with highly personalized service
delivered at the local level.
National Presence Local Service Through Our Client-Centric Model
Apply for the Edington CBIZ Next Practice Award!
Visit Our Website to Learn More: www.cbiz.com/wellbeingFROM WELLNESS TO WELLBEING
4. WEBINAR AGENDA:
• Changing the conversation from wellness to wellbeing
• Uncovering workforce wellbeing needs
• Developing strategies to increase program adoption
• Creating a culture in which to sustain high wellbeing
4 FROM WELLNESS TO WELLBEING
6. KEY FACTORS IN IMPROVING OUTCOMES
Employee wellbeing is proving to be a stronger
predictor of health and performance than behavioral and
physical heath risks, demographics, and health care
utilization alone.
Prerequisites for improved outcomes:
Strategic plan - Roadmap to wellbeing culture
Relevant opportunities - Meet employees’ needs
6 FROM WELLNESS TO WELLBEING
7. TAKING A STEP BACK TO OUR ROOTS
7
Source: WHO
FROM WELLNESS TO WELLBEING
12. WELLBEING RATING SCALE:
Thriving Struggling Suffering
Wellbeing that is
strong, consistent
and progressing
Wellbeing that is
moderate or
inconsistent
Wellbeing that is
very low and at
high risk
Source: Gallup
12 FROM WELLNESS TO WELLBEING
13. Interactions Meaning Energy
Interactions are 80% positive
Encourages and praises others
Builds in social time at work
Engages in intentional
conversations
Practices listening skills regularly
Gives more than receives
Spends free time on activities that
are meaningful
Finds purpose in his/her work
Prioritizes life on what matters
most
Applies talents and strengths daily
Serves in community
Lives for more than self
Puts health and safety first
Good health care consumer
Gets preventive screenings
Eats nutritiously
Sleeps 7‐8 hours
Moves throughout the day
and is physically active
HOW DOES A THRIVING PERSON BEHAVE?
13
Source: Tom Rath
FROM WELLNESS TO WELLBEING
15. IMPACT OF WELLBEING ON COSTS:
$9,370
$7,457
$6,361
$5,387
$4,570
$3,539
$0
$2,000
$4,000
$6,000
$8,000
$10,000
$12,000
None One Two Three Four Five
Number of Elements Thriving at Baseline (2010)
Annual Health‐Related Cost to Employer
(Disease Burden and Unhealthy Days)
Total Age: 44 and younger Age: 45 and older
Source: Gallup
15 FROM WELLNESS TO WELLBEING
16. IMPACT OF LOW WELLBEING:
A five-point decline in wellbeing is associated
with:
• 18.6% higher risk of sleep-disorder diagnosis
• 15% higher risk of anxiety/depression
• 14.6% higher risk of diabetes
• 5.9% higher risk of hypertension
• 6.3% higher risk of obesity
• .59 more unhealthy days in the past 30 days
16
Source: NBGH
FROM WELLNESS TO WELLBEING
17. OUTCOME OF HIGH WELLBEING:
When employees believe their employer cares about their
health and wellbeing, they are:
– 38% more engaged in their job (employees with high
wellbeing are 6x more likely to be engaged!)
– 18% more likely to go the extra mile
– 17% more likely to be working there in 1 year
– 28% more likely to recommend their workplace
17
Source: Benz Communications & Gallup
FROM WELLNESS TO WELLBEING
19. ENGAGED EMPLOYEE WITH HIGH WELLBEING
(4 OF THE 5 ELEMENTS):
42% more likely to evaluate
their overall lives highly
42% more likely to report
high levels of adaptability in
the presence of change
27% more likely to report
“excellent” performance in
their own job at work
27% more likely to report
“excellent” performance by
their organization
59% less likely to look for a
another job in the next 12
months
17% more likely to volunteer
their time
Source: Gallup
19 FROM WELLNESS TO WELLBEING
23. WELLBEING PROGRAM EXAMPLES:
23
1. Physical Wellbeing: Identify and promote opportunities for employees to engage in healthy
and safe behaviors (e.g., lunch-and-learn sessions, healthy snacks, cooking classes, fitness
challenges, screenings, nicotine replacement therapy, onsite fitness classes, safety videos and
self-defense, etc.) - INCLUDE STRESS/RESILIENCY AND SLEEP!
2. Financial Wellbeing: Identify and promote opportunities to assist employees in achieving
financial stability (e.g., financial workshops, personal financial counseling, retirement planning,
calculators, apps and other budgeting tools, educational loans, holiday savings club, etc.)
3. Purpose/Career Wellbeing: Identify and promote opportunities for professional
development/education (e.g., seminars, expanding training offerings, assessment and team-
building opportunities, mentoring, books, etc.)
4. Social Wellbeing: Identify and promote opportunities for employees to engage with each
other outside of work (e.g., holiday and birthday celebrations, group outings, fantasy football
leagues, book clubs, etc.)
5. Community Wellbeing: Identify and promote opportunities for employees to engage in the
community (e.g., Day of Caring sponsorship/participation, mission-based 5K training and
fundraising, paid time off (PTO) to volunteer, etc.)
FROM WELLNESS TO WELLBEING
25. WELLNESS PROGRAM ENGAGEMENT IS LOW
%
of employees at
companies that offer a
wellness program
participate in it.
25 FROM WELLNESS TO WELLBEING
Source: Rand
26. STRATEGIES TO INCREASE ENGAGEMENT
1. Incentives
2. Gamification
3. Manager Training
26 FROM WELLNESS TO WELLBEING
28. COMMON INCENTIVES USED
• Raffles and random acts
• Trophies/certificates
• Company swag (water bottles,
reusable lunch bags, T-shirts)
• Activity devices (Garmin, Fitbit)
• Cash/gift cards/mall
• Plan contributions/plan
access/co-pay waivers
• Recognition/ success
stories/videos/ healthie selfies
• Charitable donations or time off
to volunteer
• Fitness or wellness subsidy
• Well day off/PTO
• Celebrations/meals
• Experiences/vacations
28 FROM WELLNESS TO WELLBEING
29. Personally meaningful
Autonomy
Social connectedness
Enjoyment/pleasure
Instant gratification
Mastery
Self-determination
Self-actualization
Trust and cooperation
Irrelevant/unimportant
Requirement
Isolation
Boring/distressing/inconvenient
Delayed gratification
Unattainable outcomes
Discouraging
Privacy concerns and lack of trust
WORK TOWARD FOSTERING
INTERNAL MOTIVATION
29 FROM WELLNESS TO WELLBEING
31. USE GAMIFICATION TO INCREASE
ENGAGEMENT
Gamification is the use of game-like features in nongame
situations as a way to engage and motivate people to change
behaviors, develop skills, or solve problems through an online
or mobile platform.
31 FROM WELLNESS TO WELLBEING
Competence
Relatedness
Autonomy
Self-determination
theory
34. TRAIN AND EMPOWER MANAGERS
34
• Keep managers informed
– Provide reports of wellbeing program regularly
– Separate manager wellbeing communications
• Help managers understand their influence on employee engagement and
wellbeing
– Manager training
– Incorporate feedback in wellbeing initiatives
• Educate on the importance of emphasizing strengths
– Professional development trainings that involve strengths analysis
– Provide resources that help managers identify and leverage strengths
• Set expectations and hold managers accountable
– Challenge managers to participate by hosting competitions
– Encourage managers to be held accountable through performance
reviews
FROM WELLNESS TO WELLBEING
36. CREATING A THRIVING CULTURE
• Mission Alignment
• Wellbeing Team
• Environment
• Community
FROM WELLNESS TO WELLBEING36
37. CULTURE BUILDING: MISSION ALIGNMENT
• Integrate wellness goals with corporate goals to drive
results and sustainability
• Communicate the connection of wellbeing and job
performance to employees
• Wellbeing is the way you do business
• Create a sense of corporate caring
FROM WELLNESS TO WELLBEING37
38. CULTURE BUILDING: WELLBEING TEAM
• Network of wellbeing champions
– Serve as ambassadors to support health initiatives
– Shared ownership
– Reinforce networks and social bonds
• Dedicated internal resources
– Organization and implementation
– Promotion and communication
– Relay vision of employer
– Evaluate ongoing needs, interests and feedback
– Support employees in their efforts
FROM WELLNESS TO WELLBEING38
39. CULTURE BUILDING: WELLBEING TEAM
• Vendor and carrier partners
– Participation and engagement
– Communication of program
– Protect privacy
• Advisory group of experts
– Vendor selection and evaluation
– Measurement of impact and
outcomes
– Compliance with federal and
state regulations
FROM WELLNESS TO WELLBEING39
40. CULTURE BUILDING: ENVIRONMENT
FROM WELLNESS TO WELLBEING40
Physical Environment
• Healthy food options
• Space for physical activity
• Ergonomic
• Natural light and plants
• Remove cues for unhealthy
habits and add prompts for
healthier alternatives
Social Environment
• Create social opportunities
• Encourage open communication
• Sense of belonging
Organizational culture
• Embrace values of different
generations and backgrounds
• Avoid a culture of long hours and
high stress
• Conduct an organization culture
audit
Policies
• Smoke‐free policies
• Substance‐abuse protocol
• Healthy meeting guidelines
• Injury‐prevention policies
• Flextime
• Support for nursing mothers
41. CULTURE BUILDING: COMMUNITY
• Including spouses and families
• Group volunteering, partner with local charities
• PTO hours for volunteering
• Participate in local farmers markets or sports leagues
• Community gardens
• Sponsor local events like 5Ks
FROM WELLNESS TO WELLBEING41
42. TELL YOUR STORY!
• Storytelling is a powerful strategy to motivate others
• Regularly highlight individuals’ success stories (e.g., company
newsletter, video clips)
• Allow employees to share why wellbeing is important to them
(e.g., “What Moves You” campaign)
• Seek “Best Place to Work” awards
Next Practices of Award-winning Companies:
https://www.cbiz.com/insights-
resources/details/articleid/2582/wellness-at-work-cbiz-and-
edington-associates-celebrate-employers-with-top-wellness-
programs
FROM WELLNESS TO WELLBEING42