Mercer PeoplePro Wellness to Wellbeing

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

© MERCER 2015 1Options, 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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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 PEOPLEPROTM

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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)

Ph

ysic

al

Healt

h

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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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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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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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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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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

MeasurementReview &

Iterate

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CT

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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

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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.

https://mercerpeoplepro.com/wellbeing

Mercer PeoplePro Wellness to Wellbeing

Recruiting & HR

Transcript of Mercer PeoplePro Wellness to Wellbeing