Employee wellness programs, designed primarily to support physical health, have become a mainstay in overall benefit offerings. While certainly important, physical health is just one component enabling employees to function productively at work. A new trend has emerged in the area of Wellness. It’s called “Well-Being.” A state of Well-Being causes us to think more holistically about our employees’ health, and address not only physical wellness but overall well-being, including financial and mental well-being.

1. H E A L T H W E A L T H C A R E E R
F R O M W E L L N E S S
T O W E L L - B E I N G :
W H Y P H Y S I C A L H E A L T H I S
N O L O N G E R G O O D
E N O U G H
Presented by:
Amit Loungani, Mercer PeoplePro
Nancy Kingsland, Mercer PeoplePro

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Options, approvals
W H A T Y O U W I L L E N J O Y T O D A Y
• The importance of employee well-being
programs as a strategic tool
• The power of a well-being program to
attract and retain top talent
• The impact they have on employee
engagement and the overall employee
value proposition
• How well-being programs provide a
training & development,
communication opportunity
• How creating a culture that promotes well-
being is not only affordable but saves
your company money

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Options, approvals
T O D A Y ’ S F E A T U R E D S P E A K E R S
Nancy has over 25 years of employee
health and wellness benefits experience,
including 11 years at Mercer, several years
as a partner at another major global HR
consulting firm, key leadership at a
wellness start-up, wholly-owned by a major
health system and leading global wellness
at a F500 company.
Nancy Kingsland
Health and Wellness
PRO
Prior to his role, Amit was a Health and
Benefits consultant where he helped clients
on various topics such as the Affordable
Care Act (ACA) Regulations, annual market
trends and benefit strategies.
Amit Loungani
Mercer PeoplePro
Principal and
Business Leader.

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W H O I S M E R C E R P E O P L E P R O ?
Mercer PeoplePro is the most powerful and affordable virtual
marketplace for HR consulting and solutions. Designed to bring
Mercer’s trusted brand and expertise to the small business segment,
Mercer PeoplePro will power the HR engine needed by companies to
grow fast, and attract and retain the best talent.
MERCER PEOPLEPRO
TM

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W H Y C O M P A N I E S I N V E S T I N W E L L - B E I N G
• Improve the health of employees and their families
• Manage health care cost—for employees as well as employers
• Attract and retain employees—especially Millennials
• Improve work performance
• Happier, more engaged employees
• Maximize business results

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W E L L N E S S V S . W E L L - B E I N G :
W H A T ’ S T H E D I F F E R E N C E ?
Physical Health (Health Status, Prevention, Chronic Illness)
Emotional (Life Balance, Support, Stress Management)
Financial (Financial Planning, Debt Management)
Social (Family, Friends, Connection)
Culture (Work, Manager/Supervisor, Leadership)
PhysicalHealth

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S T A T E - O F - T H E - M A R K E T:
I M P A C T O F W E L L - B E I N G P R O G R A M S
Several recent studies have found a sizable positive impact on the stock price of
publicly-traded companies that embrace well-being:
• HERO/Mercer study:
– Companies that report substantial well-being programs in place outperformed
the S&P 500 with 235% stock price appreciation vs. 159% appreciation over six
years
• C. Everett Koop Award-winning companies outperformed S&P 500 stock price
appreciation 325% vs. 105% over fourteen years
• American College of Occupational and Environmental Medicine Corporate
Achievement Award winners outperformed S&P stock price appreciation 333% vs.
105% over fourteen years

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S T A T E - O F - T H E - M A R K E T:
W E L L - B E I N G P R E V A L E N C E
According to Mercer’s National Survey of Employer-Sponsored Health Plans 2015,
employers with 50-500 employees are focused on policies in lieu of programs
• 89% of employers this size have policies related to well-being:
– 31% allow work time for physical activity or stress management
– 35% have healthy eating initiatives
– 74% have tobacco-free workplaces/campuses
– 32% offer work/life balance benefits (flex-time, job-sharing, etc.)
• Only 29% provide programs to drive well-being
– 33% have health assessments
– 29% offer sleep improvement programs
– 23% provide stress management programs
• 29% use incentives to drive participation and engagement
• 23% use technology (wearables, apps, etc.)

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P O T E N T I A L I M P A C T O N T H E P E R S O N A N D T H E
B U S I N E S S
Improvement in… Person Business
Physical Health More energy for living
Alertness
Lower medical expenses
Improved productivity
Better work performance
Fewer accidents/injuries
Lower medical expense
Emotional Health Living a full life
Resiliency with challenges
Ability to manage stress
Improved focus on the job
Financial Health Improved security Improved focus on the job
Social Health Stronger relationships
Sense of belonging
Happier, more engaged
employees
Cultural/Workplace
Health
Feeling valued/respected
Ability to have an impact
Happier, more engaged
employees
Lower turnover/better attraction

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W E L L - B E I N G P R O G R A M S O U R C E S
In-House EAP Health Plan
3rd Party
Wellness
Vendor
Physical
Emotional
Financial *
Social
Cultural
Cost $ $ $$ $$$
* Also can use 401(k) vendor and other outside sources

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P R O G R A M D E S I G N E L E M E N T S :
P H Y S I C A L H E A L T H
• Biometric and health assessments
– Snapshot of physical (and some behavioral) health
– Expensive, but can be included for fully-insured
• Health challenges
– Through third-party vendor (can be expensive)
– Community events (free/low-cost)
– Home grown (low-cost)
• Targeted chronic illness programs
• Individual results (tracked vs. self-reported)
– Wearables
– Online/data input
• Aggregate results
– Participation
– Engagement
– Overall health improvement

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P R O G R A M D E S I G N E L E M E N T S :
E M O T I O N A L H E A L T H
• Stress management and resiliency
• EAPs as a resource
– Often overlooked benefit
– Often underutilized
– Often can have a substantial impact
• Life events, focused stress programs, short-term counseling, leadership training

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P R O G R A M D E S I G N E L E M E N T S :
F I N A N C I A L H E A L T H
Financial issues Stress Impacts Everything
• Debt management programs
• Debt assistance (student loans)
• Retirement planning
• Financial planning
• Budget development
• Counseling

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P R O G R A M D E S I G N E L E M E N T S :
S O C I A L H E A L T H
• Social connection: Family, friends, community, co-workers
• Create opportunities to engage with employees
• Enable consistent employee engagement with others
– Community events
– Employer social outings/family-friendly events
– Leverage EAP

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P R O G R A M D E S I G N E L E M E N T S :
C U L T U R A L H E A L T H
• Newest thinking around well-being
– Pro: Everyone wants a great culture
– Con: It’s tough to address
• Some ideas:
– Identify what’s working well. Is there:
- A great manager/supervisor who’s widely respected?
- A positive, well-respected employee?
– Get employee feedback on what’s great, or has potential to be made great
– Initiate culture with senior leadership as part of your overall conversation about
well-being
- Are we leveraging all we can?
- Where are our opportunities?

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E X E C U T I N G A W E L L - B E I N G P R O G R A M
HR/Leadership/Employee Collaboration
Cultural Support
Iterative Feedback
Great Communications
Vendors
(where
needed)
Programs/
Design
Executive
Sponsorship
Measurement
Review &
Iterate

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A
CLIENT
PROJECTRESULTC A S E S T U D Y : E A R L Y - S T A G E P H A R M A C E U T I C A L C O M P A N Y
• Eight-year-old pharmaceutical company
• Wanted a well-being initiative to address high-stress environment and be part of
employment brand
• Had made several attempts on their own and had a million ideas
• Needed help focusing and executing on a manageable scope
• Form a diverse committee for program strategy and design
• Create a leadership advisory board for insight and leadership engagement
• Led planning process to focus on “just one thing”:
• Led employee research via survey and remote focus groups, and interviewed
business leaders; created strategy and execution plan
• Stress management was clearly the largest need
• Designed a program that:
• Included access to a health-system based resiliency program,
• Better engaged their EAP for intensive support with day-to-day needs, and
• Provided small local budgets to drive locally-based solutions.
• Longer-term: rollout expanded time-off policies and expand leadership training

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C U L T U R E S H I F T T O W E L L - B E I N G :
F R O M W E L L N E S S T O W E L L - B E I N G
How to do it:
1. Create benefits that are meaningful, meet real needs,
and have a purpose
2. Talk to employees—identify key needs
3. Design best-fit solutions
4. Evolve/iterate offerings
5. Integrate programs into everyday life, not buried on an intranet

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K E Y S T O S U C C E S S
Socialization—find passionate employees
Employee feedback/engagement channel
Quick wins (and quick fixes, where needed!)
Leadership endorsement and sponsorship
Solid communications
Simple strategy + a good plan + flexibility

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W H E N Y O U S H O U L D G E T O U T S I D E H E L P
• Address declining participation/lack of measurable results
• Help with program design
• Health plan/wellness vendor performance
• Incentive plan design and compliance
• Leadership business case development
• Benchmarks/market research to understand what other companies are doing
• Effective employee communications
• Improving employee engagement
Enjoy 2 free hours of Mercer PeoplePro consulting on these topics, or other HR hot
issues at https://mercerpeoplepro.com/wellbeing compliments of Mercer PeoplePro.

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