34
HEALTH WEALTH CAREER FROM WELLNESS TO WELL-BEING: WHY PHYSICAL HEALTH IS NO LONGER GOOD ENOUGH Presented by: Amit Loungani, Mercer PeoplePro Nancy Kingsland, Mercer PeoplePro
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
H E A L T H W E A L T H C A R E E R
B R O U G H T T O Y O U B Y :
© MERCER 2015 2Options, approvals
H O U S E K E E P I N G
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
Credit Questions Topic
© MERCER 2015 3Options, approvals
H O U S E K E E P I N G
Be watching using YOUR unique URL
for login
Stay on the webinar, online for the full 60
minutes.
Certificates delivered by
email no later than 9/9/16
© MERCER 2015 4Options, approvals
T O D AY ’ 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.
© MERCER 2015 5Options, approvals
W H A T Y O U W I L L E N J O Y T O D AY
• 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
© MERCER 2015 6
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 PEOPLEPROTM
© MERCER 2015 7
Broad
7
© MERCER 2015 8Sm
okin
g
August 8, 2016
Broad
Cen
ters
of
Excelle
nce
Narro
w
Netw
ork
s
© MERCER 2015 9Sm
okin
g
August 8, 2016
Broad
Cen
ters
of
Excelle
nce
Narro
w
Netw
ork
s
© MERCER 2015 10
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
© MERCER 2015 11
W E L L N E S S V S . W E L L - B E I N G :
W H AT ’ 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)
Ph
ysic
al
Healt
h
© MERCER 2015 12
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
© MERCER 2015 13
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.)
© MERCER 2015 14
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
© MERCER 2015 15
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
© MERCER 2015 16
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
© MERCER 2015 17
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
© MERCER 2015 18
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
© MERCER 2015 19
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
© MERCER 2015 20
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?
© MERCER 2015 21
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
MeasurementReview &
Iterate
© MERCER 2015 22
A
CL
IEN
TP
RO
JE
CT
RE
SU
LT
C 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
© MERCER 2015 23
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
© MERCER 2015 24
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
© MERCER 2015 25
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 http://mercerpeoplepro.com/wellbeing compliments of Mercer PeoplePro.
© MERCER 2015 26
© MERCER 2015 27
Q & A
© MERCER 2015 28
H C M S O F T W A R E T O B O O S T P R O D U C T I V I T Y .
S A V E T I M E A N D M O N E Y . S I M P L I F Y P R O C E S S E S .
28
Full HCM suite to manage employee lifecycle
HRIS and ESS manages HR programs, benefits, ACA, and
HR compliance
Talent Management to develop current and future leaders
Automate the source-to-hire process with greater efficacy
Benchmarking keeps users competitive in attracting
high-performing talent
Analytics for a deeper, more meaningful insight into
employee data
Cost effective subscription pricing
Save time and money!
© MERCER 2015 29Options, approvals
H O U S E K E E P I N G
Be watching using YOUR unique URL
for login
Stay on the webinar, online for the full 60
minutes.
Certificates delivered by
email no later than 9/9/16 The use of this seal confirms that this activity
has met HR Certification Institute's® (HRCI®)
criteria for recertification credit pre-approval.
Recertification Credit Hours Awarded: 1 Specified Credit Hours: HR (General)
recertification credit hours toward aPHR™,
PHR®, PHRca®, SPHR®, GPHR®, PHRi™, SPHRi™ recertification through HR
Certification Institute's® (HRCI®). For more
information about certification or recertification, please visit the HR Certification
Institute website at www.hrci.org.
© MERCER 2015 30
O N - D E M A N D W E B I N A R S
W A T C H F R O M A N Y W H E R E , A T A N Y T I M E , A T N O C O S T
30
© MERCER 2015 31
D O W N L O A D S L I D E S ? W A T C H A G A I N ?
31
© MERCER 2015 32
D O W N L O A D S L I D E S ? W A T C H A G A I N ?
32
