Organizational Wellbeing: The Pulse of Your Business · Start with Why The reasons why employers...

© 2018 ARTHUR J. GALLAGHER & CO. | AJG.COM

Organizational Wellbeing:

The Pulse of Your Business


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Agenda

• The importance of an integrated approach to organizational wellbeing

• Gallagher’s National Benchmarking Survey Highlights…How do you measure up?

• Assessing your organization’s pulse through a workplace culture assessment

Today’s Discussion

The Importance of an

Integrated Approach


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Organizational Wellbeing Modela holistic, employee-centric view of

people management

How do you measure up?


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About Our Survey

No matter how a worker’s role is

defined, it’s the preferred experience

of a desirable workplace that attracts

talent, motivates productivity,

empowers wellbeing, inspires

employee engagement, and defines a

destination employer.


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Culture Behavior Risk Outcomes

Individual

Organizational

Stronger. Smarter. Better.

It’s all connected!

2018 Gallagher National Benchmarking Survey

Wellbeing & Engagement

Start with Why

The reasons why employers are investing in wellbeing are shifting…

1. Reducing healthcare costs (54%)

2. Improving employee experience and satisfaction (47%)

3. Creating a desirable culture (21%)

4. Do the right thing (20%)

5. Becoming a destination employer (18%)

66%

h10%

622%

h10%

Increasing awareness of the importance of a holistic Wellbeing & Engagement strategy in driving HR/Operational Priorities

What’s Your Strategy?

What best describes your

organization’s wellbeing strategy?

Strategies are lagging or not in place to

meet new “Why” objectives

45%OF EMPLOYERS

No Strategy

36%OF EMPLOYERS

Traditional

18%OF EMPLOYERS

Total Wellbeing


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Tactics & Solutions


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Physical & Emotional Wellbeing


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NBS Survey Results

Physical Wellbeing

Solution 2018

Flu Shots 89%

Tobacco Cessation 57%

Tobacco Surcharge 17%

Weight Management 52%

Physical Activity

Programs

53%

Biometrics 55%

Disease Management 42%

Onsite Fitness Center 28%

Onsite Health Clinic 9%

Healthy Vending 40%

• Technology based targeted interventions are

on the rise, both in terms of client demand,

and availability of vendor options.

• Programs that offer choice while promoting

social wellbeing are on the rise

• Greater focus on the culture and environment

and less on screenings and incentives.

• Flexibility/Choice for how employees use

incentives

What’s

Trending


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• Family benefits (parental leave, adoption

assistance, infertility navigation, RTW

support)

• Review/revision of recognition programs to

drive loyalty and support company values

• Mentoring & Affinity Group development to

support retention, engagement and support

business goals

• Flexibility to provide more integration

between work and home

• Programs (onsite and digital) to reduce

stress and help build resiliency

NBS Survey Results

Social/Emotional Wellbeing

What’s

Trending

*First Time Question

Solution 2018

EAP 84%

Co. Sponsored Gatherings 79%

Lactation Space 54%

Classes to promote

emotional wellbeing

(mindfulness, stress

management, etc.)

33%

Flexible Work

Arrangements*

46%

Adoption Assistance 9%

Onsite Meditation Rooms 7%

Affinity Groups /Employee

Resources Groups*

4%


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Stressed over work & money

Stressed over personal health concerns

Adults feel they do not do enough to manage their stress well

Stress and Employee Assistance

Programs (EAPs)

64%

63%

20%

APA Stress In America: Generation Z report, October 2018


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EAP Outcomes and Impact

ALCOHOL USE After EAP treatment, 89% of employees who used or abused alcohol were considered low risk.

PRODUCTIVITYOver 70% of employees reported improved productivity after using the employee assistance program (EAP).

DEPRESSIONOver three-fourths of employees with moderate to severe depression migrated to minimal or mild depression after EAP treatment.

ABSENTEEISMThe average time missed due to the employee’s presenting issue dropped from 12.4 hours to 3.7 after using the EAP.

Data from 2019 Case Study, ‘EAP Outcomes and Impact’ (www.eapoutcomes.com)


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Impact of ACEs on Risk

Connectivity between physical and emotional wellbeing

(Infographic Source: Robert Wood Johnson Foundation, rwjf.org/aces)CDC-Kaiser Adverse Childhood Experiences Study

People with an

ACE score of 4

are 2x as likely to

be smokers

People with an

ACE score of 4

are 7x more likely

to be alcoholic.

http://www.cdc.gov/violenceprevention/acestudy/


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Financial Wellbeing


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NBS Survey Results

Financial Wellbeing

Type %

Financial

advisors62%

Discounts

(products,

services, events)

58%

Gym subsidies 48%

Financial

literacy47%

Debt counseling 23%

Student loan

forgiveness13%

• Tools/resources to help employees improve

financial literacy and reduce stress

• Organizational evaluation of retirement

readiness

• Auto enrollment in savings plans, auto

escalators

• Student loan forgiveness programs continue

to grow as a powerful attraction and

retention benefit

• Retention bonuses expanding

What’s

Trending


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Student Loan

Student Loan Debt

Average debt per graduate

Millennials have student loan debt

$1.5T

$39k

42%

Source: 2018 John Hancock Financial Stress Survey

Source: Federal Reserve & New York Federal Reserve as of 4Q 2018,


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Evolving Vendor Space

Source: Gallagher Whitepaper Student Loan Benefits. September 2018

*Vendors discussed are not necessarily vetted or endorsed by Gallagher.


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Financial Literacy

Unable to cover an unexpected expense of $400

Unproductive hours per week

Interested in getting professional advise

40%

5

71%

Source: Economic Well-Being of U.S. Households report

https://www.federalreserve.gov/publications/files/2017-report-economic-well-being-us-households-201805.pdf


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Gym Subsidies

Annual Reimbursement

Lower drop out rate

Less likely to develop depression

38%

8.2x

25%


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Career Wellbeing


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NBS Survey Results

Career Wellbeing

Type %

Performance

Review

89%

Employee

Recognition

75%

Training &

Development

63%

Leadership

Training

59%

Mentoring 14%

CSR Policy 14%

• Understanding the impact of culture on

wellbeing

• Leveraging strategic recognition as a

wellbeing and engagement accelerator

• Training and development on cultural

differences, managing change and building

resiliency

• Increased focus on employee engagement

measurement and action planning

• Growing sustainability efforts around

people

What’s

Trending


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Rewards & Recognition

Lower voluntary turnover

Improved Relationship with Manager

Increase in customer satisfaction

31%

50%

41%

Source: "Turning Thank You into Performance.”- Deloitte

Source: The Effect of Performance Recognition on Employee Engagement- CIcero

http://marketing.bersin.com/Recognition.html

Your Organization’s Pulse


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Breaking down individual &

organizational wellbeing


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Start with your organization’s Core Values

•

•

•

•

Is there alignment?

Where is there

missed opportunity?

Do you know what your organization stands for?


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• Do you know all of your carrier resources available to your

organization? Do your employees?

• How are you currently supporting the physical

activity/fitness of your workforce?

• What assessments do you offer your employees? How

are you promoting awareness and prevention?

• Do your policies support your organization’s core values

as it relates to physical and emotional wellbeing?

• Is your work environment supportive of physical and

emotional wellbeing? Are people smiling and laughing?

Do they have the ability to move and stretch?

What resources do you currently have in place to support your workforce?


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Financial Wellbeing

• Do you know all of your carrier resources available to your organization? Retirement? FSA?HSA? STD/LTD? EAP? Life/AD&D? Commuter benefits? Perks?

• Do you employees know about these resources and how and when to access them?

• Are you equipping your workforce to change their behavior as it relates to finances through coaching, workshops or advisor sessions?

• Have you recently done a compensation analysis and would your workforce say they are compensated fairly?

• When was the last time you provided a total rewards statement to your talent?



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Career Wellbeing

• What is your approach to career pathing? Is it a ladder or

lattice approach? Is there mobility within the organization?

• Do you currently offer any mentorship opportunities? Are they

formal or informal?

• What is your strategy for rewards and recognition?

Promotions and merit increases?

• How would your workforce describe your current

communication strategy?

• Do your employees feel they have a sense of purpose when

they come to work? Do they believe what they do matters to

the organization? And do they understand how their work

supports the organization’s core values?



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Community Wellbeing

• What sustainability efforts do you have in place?

• Do you offer volunteer days or promote company-wide

volunteer opportunities?

• Is there a balanced focus on your internal brand as much as

your brand awareness in the community?

• What do you do from a corporate social responsibility

standpoint?

• What are your initiatives around inclusion and diversity?



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Conducting a Workplace Culture Audit

Key tips

• Make sure all departments and decision makers are involved

• Identify your goals- what are you hoping to achieve and why?

• Establish a realistic timeline

• Identify how deep you are willing to go

• Keep going back to your core values.

• Remember… wellbeing should be fun!


Thank you!


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Gallagher Benefit Services, Inc., a subsidiary of Arthur J. Gallagher & Co., (Gallagher) is a non-investment firm that provides employee benefit and retirement plan consulting services to employers. Securities may be offered through Kestra Investment Services, LLC, (Kestra IS), member FINRA/SIPC. Gallagher’s Investment advisory services may be offered through Kestra Advisory Services, LLC (Kestra AS), an affiliate of Kestra IS. Gallagher Fiduciary Advisors, LLC’s (GFA) investment advisory, named and independent fiduciary services may be offered through Gallagher Fiduciary Advisors, LLC, an SEC Registered Investment Advisor (GFA) which is a single-member, limited liability company with Gallagher Benefit Services, Inc. as its single member. No employees of GFA are registered to offer securities or investment advisory services through Kestra IS or Kestra AS. GFA may pay referral fees or other remuneration to employees of AJG or its affiliates or to independent contractors; such payments do not change our fee. Some of the individuals employed by Gallagher are registered to offer securities through Kestra IS or investment advisory services through Kestra AS. Neither Kestra IS, nor Kestra AS is affiliated with Gallagher or GFA. Neither Kestra IS, Kestra AS, Gallagher, GFA, their affiliates nor representatives provide accounting, legal or tax advice.

Organizational Wellbeing: The Pulse of Your Business · Start with Why The reasons why employers...

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