To create a healthier and more productive workforce, organizations have begun to expand their traditional view of wellness programs to focus on overall employee well-being. This new view extends beyond physical health to include emotional/mental, spiritual and financial well-being. Additionally, well-being takes a “holistic” view of the employee and incorporates other elements such as social well-being that includes relationships both in and outside of the workplace. Managing the “whole employee” means acknowledging that everyone is multidimensional and has numerous roles to balance in life — all of which affect job performance. The “whole employee” concept is also about allowing the employee to bring their “whole” self to work. This means that physical well-being is not just about offering health screenings and assessments to your employees but also making real cultural changes in the workplace that allow employees to truly shut down when they clock out at the end of the day. In this webinar, you will learn: What the difference is between wellness and well-being. What role well-being plays in the engagement of an organization’s employees. How to embed well-being into the culture of your organization.

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Frequently
Asked
Ques6ons

7. How to Create a Culture of
Organizational Wellbeing
Sponsored by:

8. 15+ years in HR: practitioner, analyst, and academic
Industry Experience:
• Analyst: Research Director, Aberdeen Group; Senior HCM Researcher, i4cp
• HR Practitioner: Thomson Reuters, Raytheon, John Hancock, Vistaprint, Fleet
Bank (now Bank of America)
ü Talent & Development, OD, HR Analytics, HRIS, HR Management, and
L&D
Education and Certifications:
• PhD, Human Capital Management: Bellevue University
• Master of Science, Human Resources: Suffolk University
• Master of Music, Musical Theatre: Boston Conservatory
• Bachelor of Science, Theatre: Eckerd College
• Memberships/Certifications: SHRM, NEHRA, AOM, Actor’s Equity; PHR (HRCI)
Dr. Michael M. Moon
Founder & Principal
Consultant, MMM &
Associates
@mikemmoon
www.linkedin.com/in/mikemmoon
mmm@michaelmoonhcm.com

9. Brought to you by:
USE CODE “WORKFORCE”
FOR $150 OFF CONFERENCE REGISTRATION
www.ThriveSummit.com
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10. Objectives
In this webinar you will learn:
v The difference between wellness and wellbeing
v The role that wellbeing plays in the engagement of
an organization’s employees
v How to embed wellbeing into the culture of your
organization

11. Agenda
v The State of Workplace Wellness
v Wellness vs. Wellbeing: A Comparison
v Organizational Culture: Values, Leadership
Actions, Norms and Behaviors
v The 5 Components of Employee Well-Being
v Special Topics: Work-life Balance, Stress, Breaks
v Technologies Role in Well-Being
v Final Remarks
v Q&A

12. State of Workplace Wellness
Risk factors include:
ü High blood cholesterol and
triglyceride levels
ü High blood pressure
ü Diabetes and prediabetes
ü Being overweight/obesity
ü Stress
ü An unhealthy diet
Leading Cause of Death Costs
ü Lost Productivity
ü Increased Healthcare
Premiums (employee/er)
ü Absenteeism/Presenteeism
Studies:
ü $390 and $580 million - Obesity &
lost productivity (2011)
ü 61% all costs related to lost
productivity due to presenteeism
(2004)

13. Source: Gallup (2014), http://www.gallup.com/poll/175286/hour-workweek-actually-longer-seven-hours.aspx
47 hour workweek
Where are Workers Spending Their Time?
55% of awake time at work
Source: BLS (2014), http://www.bls.gov/tus/charts/
39%
44.5 hour
workweek

14. Well-Being? Wait, What Happened to Wellness?
Wellness
• Two-dimensional
• Primary focus has historically been physical
and mental health
• Avoidance or prevention from becoming ill
• Absence of something
• Reduce costs
Well-being
• Multi-faceted and complex
• Physical, mental/emotional, social, financial,
spiritual, etc. (whole-employee approach)
• Emphasis on living a life “well-lived”
• Presence of something
• Improve employee experience and engagement
Research findings on the effects of improved workplace well-being:
• Increase the well-being of other employees
• Result in employees staying in their jobs longer
• Increase an organization’s stock market value.

15. v We have a well-being program in place already and we want to expand.
v Implementing a well-being program is definitely a focus this year and we plan to have one in place
before year-end.
v We know we need one, but still getting buy-in from leadership.
v We know we need one, but not sure how to get started.
v A well-being program would be nice to have, we just don’t have the time or
resources right now.
Polling Question
What are your plans for implementing a well-being program at your
organization this year?

16. Well-Being: What’s Culture Got to Do With It?
Leadership
Actions
Performance
Measures
People
Practices
Vision, Purpose,
& Strategy
Org. Structure
Competitive
Context
Shapers
Values
Norms
Beliefs
Philosophy
Symbols
Manifestations
Behaviors
Decisions
Impact
Performance
Results
… shared understanding of the
values and beliefs in an
organization that provide the
guidelines and rules for
behavior (norms).

17. Well-Being: What’s Culture Got to Do With It?:
Deeper Dive
v Leadership Actions
v Values - deeply rooted and visible
v Norms (of behavior)
v People Practices

18. The 5 Components
of Employee Well-
Being

19. The 5 Components of Employee Well-Being
Organization/Work
Social
Physical
Financial
Mental
Three Aspects:
• Hedonic
• Eudaimonic
• Evaluative

20. Organizational Well-Being
ü Feedback - positively related to well-being at work.
ü Control over work environment - higher job satisfaction, fewer health problems, and less stress.
ü Goal setting (clarity) - increased job satisfaction and greater sense of competence and achievement.

21. Financial Well-Being
v Education programs - make better spending decisions, how
to save money and minimize risk
v Implement technology that allow employees build healthy
habits around managing their finances
v Utilize a multi-pronged approach to communicating the
existence of financial wellness programs
v Automatically opt employees into retirement plans
Financial Stress
#1 Stressor in U.S.
Source: American Psychological Association,2015:
Stress in America, Paying with our Health.

22. Mental Well-Being
• Positive Psychology (Happiness, strength of
character)
• Psychological Capital (high self-efficacy, optimism,
hope and resiliency)
• Flourishing - mental health approach (emotional,
psychological and social well-being)
“Mental (or emotional health) refers to an individual’s overall psychological well-being”
Actions you can take:
• Consider a strengths-based approach to
assessing performance
• Train employees to improve their own
psychological capital
• Recognition and support of employee
accomplishments

23. Social Well-Being
! 7X more likely to be
engaged
“Social well-being - a subjective measure of well-being that is evidenced for an individual by having
strong and loving relationships; a sense of involvement with other people and with our communities.

24. Social Well-Being
! Social recommendations:
ü Encourage group participation in fitness challenges to
increase accountability among participants
ü Implement wellness champions to create reinforced
networks and social bonds
ü Co-contribution opportunities/volunteering programs• Social Contagion & Health
• Social Support

25. Physical Well-Being
Physical Activity:
ü Organized activities/
challenges
ü Encouraging staff to take
breaks
ü Active workstations
ü Secure bike racks
ü A state of physical well-being is not just the absence of disease
ü It includes a focus on both physical fitness, eating healthy and
getting the proper amount of rest
Eating Healthy:
ü Healthy choices – at cost
ü Provide cooking utensils/
appropriate food storage
ü Weight-loss challenges

26. Physical Well-Being
Oristand
Cubii

27. The Pivotal Role that Technology Plays in
Behavior Change
v Provide real-time feedback
v Well-suited to disrupt undesired
habits and increase the
chances of durable, lasting
behavior change.
v Health-mashups create
sustained use of technology
v Mobile access is key

28. Work-Life Balance/Blending
v Work from home
v Flexibility and individuality
v Avoid a culture of long hours
and overwork from emerging
Source: Abdallah, S., and Shah, S. (2012). Well-being patterns uncovered: An analysis of UK data. London: NEF.

29. Take a Fika Break

30. Stress Isn’t Really About Stress & Relationships Really Do
Matter
Source: http://www.fastcompany.com/3056310/work-smart/theres-no-such-thing-as-stress-heres-whats-really-bothering-you?partner=themost&utm_source=themost&utm_medium=link

31. Whole-Employee Approach to Well-Being
Organization/Work
Social
Physical
Financial
Mental

32. Final Remarks
v Wellness cannot be centered around “one” time
activities
v Well-being needs to be about the “whole-
employee”
v Focus on the value not on the ROI
v Embed well-being in your culture

33. Thanks!
Any questions?
You can find me on Twitter @mikemmon &
mmm@michaelmoonhcm.com

34. Appendix: Source
Abdallah, S., and Shah, S. (2012). Well-being patterns uncovered: An analysis of UK data. London: NEF.
Bentley, F., Tollmar, K., Stephenson, P., Levy, L., Jones, B., Robertson, S., ... & Wilson, J. (2013). Health Mashups: Presenting statistical patterns between wellbeing
data and context in natural language to promote behavior change. ACM Transactions on Computer-Human Interaction (TOCHI), 20(5), 30.
Christakis, N. A., & Fowler, J. H. (2009). Connected: The surprising power of our social networks and how they shape our lives. Little, Brown.
Goetzel, R. Z., Long, S. R., Ozminkowski, R. J., Hawkins, K., Wang, S., & Lynch, W. (2004). Health, absence, disability, and presenteeism cost estimates of certain
physical and mental health conditions affecting US employers. Journal of Occupational and Environmental Medicine, 46(4), 398-412.
Haidt, J., & Keyes, C. L. (Eds.). (2003). Flourishing: Positive psychology and the life well-lived. American Psychological Association.
Harter, J. K., Schmidt, F. L., & Keyes, C. L. (2003). Well-being in the workplace and its relationship to business outcomes: A review of the Gallup studies. Flourishing:
Positive psychology and the life well-lived, 2, 205-224.
Hermsen, S., Frost, J., Renes, R. J., & Kerkhof, P. (2016). Using feedback through digital technology to disrupt and change habitual behavior: A critical review of
current literature. Computers in Human Behavior, 57, 61-74.
Lynch, Shana. February 23, 2015. Why Your Workplace Might Be Killing You. Retrieved, March 9, 2016 from https://www.gsb.stanford.edu/insights/why-your-
workplace-might-be-killing-you
Wang, Y. C., McPherson, K., Marsh, T., Gortmaker, S. L., & Brown, M. (2011). Health and economic burden of the projected obesity trends in the USA and the
UK. The Lancet, 378(9793), 815-825.

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