A presentation from a 11/9 webinar with work experts at Limeade and Quantum Workplace on what our new research reveals about the connection between individual well-being and employee engagement.

1. | © 2016 Limeade1
THE MISSING
LINK IN YOUR
EMPLOYEE
ENGAGEMENT
STRATEGY

2. | © 2016 Limeade2
TODAY’S SPONSORS
An employee feedback software
company that helps organizations
retain top talent, motivate
performance, understand turnover,
and build magnetic workplace
cultures.
A corporate wellness technology
company that drives real
employee engagement.

3. | © 2016 Limeade3
SPEAKERS TODAY
Dr. Laura Hamill
Chief People Officer
Limeade Institute Director
Limeade
Dan Harris
Workplace Insights Analyst
Quantum Workplace

4. | © 2016 Limeade4 | © 2016 Limeade4
WHAT WE’LL
COVER
• Survey overview
–Well-being & employee engagement
–Organizational support for well-being
–What this means for your business
• How to put this in action

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SURVEY
OVERVIEW &
METHODOLOGY

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METHODOLOGY
• The 2016 Well-Being and
Engagement Report highlights
findings from an online study
conducted by Limeade and
Quantum Workplace
• 1,276 employees participated,
representing 45 U.S. markets

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WHAT WE
LEARNED

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WELL-BEING & ENGAGEMENT
ARE RELATED

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WELL-BEING, ENGAGEMENT &
BUSINESS RESULTS ARE RELATED

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WELL-BEING REQUIRES
ORG SUPPORT
have high organizational support
72%
Employees are more likely to feel
higher levels of well-being when
they feel higher levels of
organizational support
OF THOSE EMPLOYEES WITH HIGH
WELL-BEING:

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WHAT ORG SUPPORT
LOOKS LIKE
To improve well-being,
organizations must support
employees in their
improvement
WELL-BEING

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ORGANIZATIONAL SUPPORT
CURRENT PERCEPTIONS

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ORG SUPPORT:
WHAT ARE THE MOST
IMPORTANT COMPONENTS?
1. Manager
2. Well-being tools & programs
3. Leaders

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WHAT THIS
MEANS FOR
YOUR
BUSINESS

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INTENTION TO STAY
* Note that there are small n sizes for both Low/High groups

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99% OF
EMPLOYEES
who feel they have higher
well-being & organizational
support recommend their
company as a great
place to work
GREAT PLACE TO WORK
* Note that there are small n sizes for both Low/High groups

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CULTURE

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• The culture of the organization
impacts everything that happens
• Organizations need an intentional
culture where well-being &
engagement can thrive
ORGANIZATIONAL
SUPPORT: CULTURE

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MOST
IMPORTANT
CULTURAL
ATTRIBUTES
FOR WELL-
BEING
SUPPORT
20% One that values the whole person
16% Trustworthy
12% One that invests in its employees
10% One that trusts employees
7% Transparent
Resilient7%
7%
7%
7%
7%
Optimistic
One that focuses on learning & dev
Flexible
One that has a long-term focus (not just
focused on short-term goals)

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CULTURES THAT
SUPPORT WELL-BEING:
1. Value the whole person – physical, emotional,
financial and work well-being
2. Are trustworthy
3. Invest in their employees with well-being
tools and resources
4. Trust their employees

21. HOW TO BUILD
A CULTURE THAT
SUPPORTS
EMPLOYEE
WELL-BEING
Dan Harris
Workplace Insights Analyst
Quantum Workplace

22. GAIN TRUST

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1. Acknowledge that building
trust takes a lot of time and
effort
HOW TO GAIN
EMPLOYEE TRUST

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1. Acknowledge that building trust
takes a lot of time and effort
2. Maximize honest and
transparent communication
HOW TO GAIN
EMPLOYEE TRUST

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1. Acknowledge that building trust
takes a lot of time and effort
2. Maximize honest and
transparent communication
3. Embrace an open-door policy
HOW TO GAIN
EMPLOYEE TRUST

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1. Acknowledge that building trust
takes a lot of time and effort
2. Maximize honest and
transparent communication
3. Embrace an open-door policy
4. Demonstrate consistency
HOW TO GAIN
EMPLOYEE TRUST

27. TRUST
EMPLOYEES

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1. Let them make mistakes &
learn
HOW TO TRUST
EMPLOYEES

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1. Let them make mistakes & learn
2. Let them innovate
HOW TO TRUST
EMPLOYEES

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1. Let them make mistakes & learn
2. Let them innovate
3. Let them make their own
well-being choices
HOW TO TRUST
EMPLOYEES

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1. Encourage them to make
mistakes & learn
2. Encourage them innovate
3. Encourage them make their
own well-being choices
HOW TO TRUST
EMPLOYEES

32. VALUE THE
WHOLE
PERSON

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1. Acknowledge that people
are complex
HOW TO VALUE THE
WHOLE PERSON

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1. Acknowledge that people
are complex
2. Think about employees as
whole people
HOW TO VALUE THE
WHOLE PERSON

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1. Acknowledge that people are
complex
2. Think about employees as
whole people
3. Strive for work-life balance
HOW TO VALUE THE
WHOLE PERSON

36. INVEST IN
EMPLOYEES

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1. Provide
HOW TO INVEST IN
EMPLOYEES

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1. Provide
2. Educate
HOW TO INVEST IN
EMPLOYEES

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1. Provide
2. Educate
3. Promote
HOW TO INVEST IN
EMPLOYEES

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1. Provide
2. Educate
3. Promote
4. Measure
HOW TO INVEST IN
EMPLOYEES

41. | © 2016 Limeade41
TAKEAWAYS
1. When employees feel they have higher well-being,
they’re more likely to be engaged in their work
2. Help employees improve with manager support &
well-being tools and programs
3. Employees who feel they have higher well-being and
feel supported are more likely to recommend their
company as a great place to work and to stay
4. Be intentional in how your culture supports well-being

42. | © 2016 Limeade42
Q&A
DR. LAURA HAMILL
laura.hamill@limeade.com
DAN HARRIS
dan.harris@quantumworkplace.com
Download report and watch animated video:
limeade.com/engagementreport/
Learn more:
limeade.com
quantumworkplace.com