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How to Choose the Perfect Wellness Incentive Provider

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In today’s competitive post-pandemic world of work, HR and business leaders recognize that employee wellbeing is a must-have for a strong, successful organizational culture. This is why wellness incentives have emerged as a powerful tool to attract and retain top talent.

By enhancing employee morale and engagement, strong wellness incentives help boost retention and productivity. Ultimately, company performance improves, as well. What else should you consider about wellness incentives? Take a closer look:

Understanding the Power of Wellness Incentives

In recent years, the number of people struggling to manage mental, physical, and emotional health has risen dramatically. Naturally, these issues are spilling over into our professional lives. As a result, most employers no longer treat wellness programs as optional perks. Instead, many organizations now consider wellness programs a strategic investment that fosters employee wellbeing and organizational growth.

This isn’t just wishful thinking. Studies show that a healthy workforce is more engaged and productive. In fact, companies with carefully designed wellness programs experience lower healthcare costs, less absenteeism, and higher employee satisfaction levels.

What’s more, a holistic approach to wellness (integrating physical, mental, and emotional health), demonstrates that people are valued as individuals. This resonates deeply with employees, who increasingly place work-life balance and personal wellbeing above other priorities.

But all wellness solutions aren’t created equal. So what does it take to find a wellness incentive provider that meets your particular needs? Here are steps that lead to successful outcomes:

7 Steps to Find the Ideal Wellness Incentive Provider

1. Identify Your Organization’s Needs

As you embark on a journey to select a wellness incentive provider, it’s crucial to assess your organization’s specific challenges and requirements. Start by defining your wellness requirements based on factors such as company size, employee demographics, industry practices, and standard wellness program benchmarks.

However, it helps to dig deeper. You can pinpoint specific issues that need attention by gathering intelligence from multiple internal sources. For example, conducting surveys, analyzing health data, and gathering ongoing employee feedback, can provide the insights you need to better reflect employees’ concerns and interests.

Whether you focus on reducing stress, promoting physical activity, or supporting mental health, staff input can align your wellness initiatives with their priorities as well as your organization’s mission and values.

2. Evaluate Potential Providers

The market for wellness incentive providers has grown substantially in recent years, so the number of available choices may seem overwhelming. However, not all providers are created equal. You’ll want to thoroughly research potential partners to ensure your organization reaps all the benefits you want to gain from a wellness program.

Because first-hand experience can offer valuable insights, it’s a smart move to ask trusted peers and industry networks for recommendations. Once you have a reasonable shortlist, take the time to investigate each provider’s expertise, reputation, and track record in delivering effective employee wellness solutions.

It helps to develop a qualification scorecard mapped to your organization’s priorities. For example, consider factors such as the range of services each vendor offers, as well as their ability to customize programs, their technology capabilities, and the level of customer support they provide.

3. Tailor Your Program Offerings

Today’s workforce is increasingly diverse. Team members bring a variety of interests, backgrounds, and needs to the table. That’s why one size does not fit all when it comes to wellness incentives.

A successful program offers a menu of options that cater to these differences. For instance, while some employees might be motivated by fitness challenges and step competitions, others may benefit more from mindfulness workshops or nutrition seminars.

The right provider should be able to craft a program that resonates with your employees and encourages broad participation. By recognizing and responding to individual preferences, you create a more inclusive and effective wellness initiative that will appeal to a spectrum of employees.

4. Consider Technology and User Experience

In today’s digital age, technology plays a pivotal role in the success of wellness programs. In fact, a highly accessible, user-friendly platform can make or break program adoption, engagement, and momentum. The wellness incentive provider you choose should offer a seamless digital experience that simplifies program enrollment, participation, and progress tracking.

Whatever technologies are at the heart of your program — mobile apps, wearable devices, online platforms — should be intuitive and easy to navigate. This helps employees develop a sense of empowerment and motivates them to integrate wellness activities into their lives. A provider with robust, well-designed technology can ensure that wellness becomes an integral part of employees’ daily routine, rather than a chore.

5. Prioritize Culture Fit and Communication

A wellness incentive program should seamlessly integrate with your organizational culture and values. Look for a provider that understands your company’s ethos and is prepared to design initiatives that resonate with your workforce.

Effective communication is a linchpin of these programs. The provider you choose should help you craft compelling communication strategies to raise awareness, engage employees, and drive participation. Working hand-in-hand, you can develop and deliver regular updates, newsletters, and workshops that create a sense of community and enthusiasm around wellness, fostering an environment where people feel fully supported and valued.

6. Measure and Demonstrate ROI

To secure buy-in from stakeholders and justify your investment in wellness incentives, it’s imperative to measure and demonstrate return on investment (ROI). Establish clear goals and key performance indicators (KPIs) that align with your organization’s objectives.

Be prepared to track metrics such as increased productivity, reduced healthcare costs, decreased absenteeism, and improved employee morale. The right wellness incentive provider will assist you in collecting and analyzing data, offering insights into the tangible benefits your organization reaps from the program. Effective data-driven reporting not only showcases your program’s success but also guides future adjustments for even better outcomes.

7. Don’t Forget Contract Terms and Pricing

When finalizing your partnership with any wellness solution provider, pay careful attention to the contract terms and pricing structure they offer. A fair, transparent contract ensures a fruitful relationship that benefits both parties. Focus on these factors:

  • Negotiate agreements that align with your budget and long-term goals. Inquire about any hidden costs that might arise during program implementation or expansion.
  • Also, keep scalability in mind. As your organization grows, your wellness program should have the flexibility to adapt and accommodate a larger workforce without disproportionately increasing costs.

A Final Note on Wellness Solution Providers

In the evolving landscape of workplace trends, wellness programs have become a cornerstone of employee satisfaction and organizational success. By understanding the power of wellness incentives, identifying your organization’s specific needs, and carefully evaluating potential partners, you set the stage for a program that will enhance employee wellbeing and elevate business performance.

Through tailored wellness programs that cater to diverse employee preferences and effectively leverage digital technology, you can create an environment where wellbeing is not just a buzzword but a shared commitment. In addition, by ensuring a strong cultural fit, incorporating ongoing communication, and measuring ROI, you will strengthen your program’s foundation, so your organization can successfully foster employee wellbeing now and in the future.

Grind Culture Isn’t Working. How Can Wellness Win?

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TalentCulture Content Impact Award Winner - 2023

The Problem With Grind Culture

In recent years, “hustle” and “grind” culture have become equated with drive, ambition, and success. The logic is that if you are not incessantly working, you won’t meet your goals. Grind culture also ties a person’s worth to the product they produce. However, it comes at the expense of individual wellbeing.

The fact is, hustle and grind culture can seriously damage long-term physical and mental health. Often, people don’t even recognize how toxic grind culture can be until it directly erodes their own wellbeing.

Grind culture is especially prevalent in the corporate world. For example, a Deloitte study found that employees and C-suite executives, alike, feel exhausted and stressed. Specifically, about 1 in 3 people say they constantly struggle with fatigue and poor mental health.

Regardless, leaders are far more optimistic than employees about how their organizations are managing this challenge. For example, while only 56% of employees think executives care about their wellbeing, a whopping 91% of leaders say employees know they care.

This gap is causing companies to perpetuate grind culture at the expense of everyone’s health and wellbeing. Over time, overwhelming work-at-all-costs environments lead to multiple unwanted outcomes:

  • Increased stress, absenteeism, and burnout
  • Decreased productivity, quality, and job performance
  • Higher turnover rates

How can employers reverse this kind of toxic spiral — or avoid it altogether? First, let’s look at why workplace wellness is so powerful. Then, we’ll explore some ways that business and HR leaders can take proactive steps to squash toxic grind culture.

Benefits of Prioritizing Wellness

What is Wellness?

The terms wellbeing and wellness are often used interchangeably to describe a person’s overall physical, emotional, and mental health. But these concepts aren’t synonymous. Gallup explains the difference:

  • Wellness is “a healthy lifestyle beyond acute illness” that is shaped by cumulative lifestyle choices and habits.
  • Wellbeing, on the other hand, “encompasses the broader holistic dimensions of a well-lived life.” This includes physical, career, financial, social, and community wellbeing.

So, wellness is only one element of wellbeing — but it is a vital element. It’s also important to recognize that the various aspects of wellness are interconnected. In other words, if our mental, physical, or emotional health deteriorates in some way, other aspects of our health will be affected. Ultimately, this jeopardizes overall wellbeing.

The habits we adopt inside and outside of work directly influence our ability to feel good and perform at our best each day. And because most of us spend our waking hours on the job, employers need to prioritize workplace wellness and wellbeing.

The Business Case for Wellness

Employees who feel good physically, mentally, and emotionally are likely to have a positive attitude that fosters trust and collaboration – two hallmarks of a healthy work culture. But there are tangible benefits, as well. Primarily:

1. Decreased Health-Related Costs

Stress and burnout aren’t constant threats when you structure and manage work in a reasonable way. This helps employees find the necessary mental and physical energy to show up, concentrate, and contribute on a consistent basis. Certainly, it’s essential to offer healthcare support and personal time off. But happy, healthy, engaged employees don’t rely as heavily on these benefits. As a result, you’re likely to see fewer sick days, leaves of absence, and chronic conditions.

2. Increased Productivity

Employees who feel healthy, safe, and supported are significantly more productive. When people don’t feel overscheduled, overwhelmed, or micromanaged, they’re free to focus on doing their best during work hours. This improves efficiency, effectiveness, and quality — which together can elevate your bottom line.

3. Reduced Recruiting Costs

A healthier work culture leads to lower turnover. This translates into lower recruiting and training expenses that would otherwise be spent on replacing and onboarding lost talent. A culture of wellness also elevates your employer brand, which means you can attract and hire new talent more quickly, easily, and cost-effectively when the need arises.

How to Promote Workforce Wellness

Managers and HR leaders play a key role in guiding “grind culture” employees toward a culture of wellness. Whether your organization is big or small, everyone will need to be willing to help foster an environment where employees feel supported.

Here are 5 ways to replace grind culture with a healthier work environment:

1. Sufficient Paid Time Off

Taking time away from work is essential for mental rejuvenation. It promotes self-care and helps prevent burnout, which can be detrimental to individuals, teams, and the organization at large. Giving employees the autonomy to use their paid time off as they see fit demonstrates trust, which in turn, builds a strong employer-employee relationship and a healthy work culture.

To determine how much time off to provide, consider multiple scenarios: sick days, vacations, flexible days for caregiving or other personal needs, and an option for unpaid days when paid time off is depleted.

2. Flexible Schedules and Breaks

Although most businesses must operate during specific hours, the traditional 9-to-5 model is not for every employee. Consider scheduling that accommodates various personal responsibilities and lifestyles.

For example, you could let people choose their preferred daily start time — such as anytime between 8-10 a.m. — as long as they work the total required daily hours. By staggering start and end times, you can support different schedules and increase productivity. At the same time, your business can extend its hours of operation, which can improve your customer experience and top-line performance.

In addition, consider flexible break times. Some employees want a 60-minute lunch break, while others may prefer multiple shorter breaks throughout the day. Letting people decide how to allocate their break time isn’t likely to hurt your business. Instead, this flexible approach can boost morale, improve productivity, and help employees feel trusted.

3. Appropriate Equipment

Providing employees with the right tools and equipment is important for wellness. Whether they are working in an office or from home, when people have everything they need to function smoothly, they’ll be more comfortable and efficient.

This can include ergonomic chairs, dual monitors, adjustable desks, specialized software, or tools. Regardless, ensuring that people have easy access to the right equipment can reduce physical strain and mental stress, while promoting productivity.

4. Embrace “Work From Anywhere” and Flexible Hours

The recent remote work trend demonstrates that many jobs can be performed from anywhere. Offering a “work from anywhere” policy can reduce commute-related stress and personal expenses while giving employees an opportunity to choose the work setting that best suits their goals and preferences.

Letting employees work from home is especially attractive for parents who want to stay close to their young children throughout the day. But this kind of flexibility appeals to others as well. Many employers are finding that it dramatically improves job satisfaction, work quality, productivity, and retention.

5. Regular 1-on-1 Check-ins

Mandated check-ins by supervisors can play a pivotal role in gauging employee wellbeing. Project updates and deliverables are important. But it’s also essential to gather feedback about employee mental and physical wellness and work concerns.

By ensuring that managers regularly communicate with team members in a relaxed setting, you can help them identify issues earlier and address concerns head-on. It’s helpful to let employees determine the meeting agenda and remind managers that their mission is to listen and follow up on a timely basis.

Embed Priorities In a Wellness Policy

To demonstrate your company’s commitment, you’ll want to document your workforce wellbeing agenda and procedures in a formal policy. This gives the HR team responsibility for enforcement, support, and guidance as managers and employees navigate things such as time off requests.

Also, when these recommendations are formally documented, it ensures that employees won’t be reprimanded by managers or leaders who may want to choose short-term project deadlines or deliverables over employee wellness.

Lead by Example

Above all, for a culture of wellness to take hold, managers at all levels of the organization need to lead by example. It sets a positive precedent if managers take vacations, take sick days when needed, and show compassion towards team members.

Also, understanding that employee wellness isn’t a one-size-fits-all endeavor, it’s important to remain open to suggestions. By welcoming novel ideas and exhibiting genuine interest in collaborating with team members, managers create an environment where wellness is not just encouraged but actively practiced.

By implementing clear policies and fostering open communication, you can ensure that your most valuable asset — your employees — are happier, healthier, and more engaged. It’s an investment that’s well worth the effort.

Menopause at Work: What We All Should Know

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Sponsored by Peppy Health

When you think of menopause, what comes to mind? If you’ve already experienced this transition, you know the symptoms can disrupt your work life in unexpected ways. (Imagine a hot flash suddenly coming on when you’re leading an important team meeting. Didn’t your body get the memo?)

Concerns like these are causing far too many mid-career women to leave their jobs at a critical stage in their work journey. In fact, research says 1 in 4 menopausal women consider resigning, while 1 in 10 actually do walk away.

This is a double whammy for the world of work. It damages the earnings potential of women in their prime, while simultaneously jeopardizing business momentum for employers. After all, replacing experienced talent is tough — especially in today’s competitive market.

What to do? Let’s dig deeper…

Meet Our Guest: Barb Dehn

Please join me in welcoming Barb Dehn, VP of Menopause and Women’s Health Services at Peppy Health — specialists in gender-inclusive healthcare. Barb is a practicing nurse practitioner, award-winning author and nationally recognized health educator. She is certified by the North American Menopause Society (NAMS), and is also a Fellow of the American Association of Nurse Practitioners (FAANP).

We’re so fortunate Barb is bringing her expertise to us today, so we can learn about the all-too-often underestimated impact of menopause on today’s workforce. So let’s dive in!

The Stigma of Menopause

Welcome, Barb. Why don’t we start by discussing the stigma surrounding women and menopause. Do you think this is a byproduct of ageism?

Absolutely, there’s a stigma. And it directly affects a lot of women for several reasons:

First, we don’t want to let our biology telegraph that we’re getting older. So if you’re having a hot flash or a night sweat, or maybe you’ve noticed a little chin hair, you may feel like you’re not in control of your biology.

Also, you may wonder if others notice you’re not as young as you used to be. You may suddenly go blank in a presentation because you’re one of the 67% of menopausal women who experience brain fog.

We want to be part of a team and we want to be super productive. But that can be difficult if we’re not sleeping well. And sleep issues can last for 3-7 years before menopause even begins.

Linking Menopause With Wellbeing

Since the pandemic, wellness has taken center stage at work. What kind of menopause support can employers provide?

There’s so much companies can do. They may offer health insurance, but it can be difficult to get an appointment with a specialist about menopause-related issues. Even then, specialists sometimes dismiss people or minimize their symptoms.

So employers are stepping up and offering easy access to specialized health-related services for women, men and the LGBTQ community.

The Impact on Midlife Careers

I was surprised to see that 25% of menopausal women have considered leaving the workforce. Why is that?

Women may struggle because they’re juggling other stressors. Perhaps they’re caring for family members — elderly parents or maybe teenagers at home.

But then if their sleep cycles are disrupted by hot flashes or night sweats, they’re up all night. So it’s not surprising when they feel they can’t function.

Resources for HR

So, what kind of resources are available to managers and HR?

Well, listening to this podcast is a start. We need to be open and more curious about this.

Also, an anonymous survey might help you find out what people are experiencing so you can respond to their needs, rather than making assumptions.

Plus, you don’t need to be an expert to offer a safe, open door policy and give people some flexibility when they need it.

And of course, I invite everyone to visit Peppy.Health online, because we have all sorts of free resources, from anonymous surveys to downloadable PDFs you can use to help people talk with their managers about this…

For more insights from Barb about how to help people manage menopause at work, listen to the full podcast episode. And be sure to subscribe to the #WorkTrends Podcast on Apple Podcasts or Stitcher.

Also, to continue this conversation on social media anytime, follow our #WorkTrends hashtag on Twitter, LinkedIn, and Instagram.

Photo by Tero Vesalainen

How The Best Employers Will Support Employee Health in 2021

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As 2021 begins, human resources professionals are well-positioned to consider the actions they can take this year to help employees stay healthy. Here are five excellent ways employers will support employee health in 2021…

1. Investigate Opportunities to Relieve Stress

Keeping stress levels down at work can go a long way in helping people stay healthy. Some of the go-to stress-relieving activities include having on-site yoga and meditation sessions. While those can be beneficial, experts clarify that such activities alone are not sufficient.

It’s time for an all-encompassing approach concerning managing organizational changes, ensuring employees have what they need to excel in their roles and that they can adequately handle their workloads. Such aspects can keep stress levels low without sacrificing output. As people feel less stressed, their productivity will often rise, too.

Creating an atmosphere where people feel comfortable enough to admit feeling stressed is equally vital. For example, in a workplace where managers value high performance, people may worry that speaking up about feeling stressed due to their workload may lead to accusations that they are falling behind compared to colleagues.

2. Show Support During Mental Health Struggles

The COVID-19 pandemic called more attention to mental health struggles. Even for those who didn’t contract the virus, the worry and extra responsibilities associated with the global health threat caused additional burdens. Women bore the brunt of these societal issues.

A recent global Deloitte poll of working women showed that 39% noticed worsened mental health during the pandemic. Moreover, 75% said they experienced increased caregiving responsibilities, and a third reported a heavier general workload.

Regardless of a person’s gender and situation, employers should strive to stay sensitive to and aware of any possible mental health difficulties. They can support employees by modeling good self-care and encouraging workers to take breaks when overwhelmed, for example. Educating employees about the diversity and prevalence of mental health difficulties also helps decrease associated stigmas.

3. Help Employees Understand the Specifics of Their Health Coverage

Usually, people who receive health insurance through their employees either participate in traditionally fully insured or self-funded plans. Research shows that, of the approximately 150 million Americans who receive health insurance through employers, 61% do so through self-funded or partially self-funded plans. One of the main differences in the types is that self-funded plans involve paying the employer for coverage instead of a carrier.

Regardless of how an employee receives coverage, they may not understand the extent of associated benefits — especially newly available perks. During the pandemic, AXA Asia — part of a global insurance brand — expanded its free telehealth service to help approximately 6.5 million people. Some providers also have specialty content that helps people learn more about diagnoses, treatments, and preventive measures.

Human resources professionals should consider sending weekly tips about policy features or suggestions to help them get more out of the coverage. A company-wide email could be one effective option.

4. Cultivate a Workplace Wellness Culture

Many company decision-makers mistakenly believe that implementing a few minor changes is enough to create and maintain a workplace wellness culture. However, getting genuine, lasting results requires a more concentrated effort that relies on employee input.

Asking employees what they need and want will likely get better results than providing them with packaged, one-size-fits-all health solutions. For example, giving a gym membership to someone who’s intensely uncomfortable with the thought of exercising in public. Aske what they need, and you will probably get the desired results.

People responsible for improving or starting an employee wellness program should explore ways to reach people where they are, which means understanding that everyone has different goals and definitions of wellness.

5. Teach Employees to Avoid Health Scams

Learning to spot phishing scams is often part of workplace cybersecurity training. It’s indispensable now, since many scammers ramped up their efforts to take advantage of the unusual circumstances caused by COVID-19. Most people living through the pandemic have never dealt with something like this before. The associated uncertainty, coupled with the desire to stay well during these challenging times, makes some people more likely to fall for health-related scams.

In one recent example, cybercriminals created a fake version of the United Kingdom’s National Health Service website. It explained that people had to provide bank details for COVID-19 vaccine eligibility. To make matters worse, many older and vulnerable people living in the United Kingdom can get vaccinated soon and were likely not surprised to get emailed details about applying for a vaccination date. Health authorities confirmed they would never ask for residents’ bank details, however.

Employers should consider how incorporating health scam awareness into employee education could boost wellness. Suppose a person gets their bank account depleted after falling for a scam. In that case, they could go through extraordinary anxiety, periods of depression, and difficulties in getting essential items.

Employee Health: Input Must Guide Changes

These five tips encourage employers to think about how they can help employees stay healthier in 2021. However, it’s ideal if employee feedback shapes change to existing wellness efforts or entirely new initiatives.

Once employers see what workers need, want, and are likely to participate in, they increase their likelihood of bringing meaningful and sustainable results to support employee health. Moreover, workers will see organizational leaders consider their values. When that happens, they feel heard and appreciated, positively impacting morale and overall participation rates.

Open Enrollment: A Flexible Guide to Healthcare Benefits for Freelancers

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The global health crisis sparked by the pandemic has shown people, no matter their job status, need effective and reliable healthcare benefits. Employees often have an HR team to help them with healthcare education and to sort through their options. Freelancers, though, know the responsibility to remain informed – and then secure comprehensive coverage – lies entirely with them.

Indeed, during open enrollment freelancers are in a unique situation. True: When it comes to health benefits providers freelancers enjoy a greater amount of choice. However, there is less access to full coverage with comprehensive care and decision support tools. Throw in the changes in healthcare brought about by the pandemic, and it has never been more difficult to make strategic healthcare decisions.

When sick or hurt, we’re often advised not to give in to our worst impulses by Googling our symptoms and searching for medical advice. But when researching insurance coverage, that is where we tend to start. However, we need to modernize our thinking. Because, just as a Google isn’t the best way to obtain medical advice, not all of the best answers about healthcare come from internet searches.

Open Enrollment 101: Benefits Plan Customization for Freelancers

To help us begin to look at insurance coverage options differently, let’s use the choosing of a cable television plan as an example. In the recent past, we would purchase a basic cable subscription, then pay for additional add-ons and special channels. But today, the right combination of streaming subscriptions offers similar content and more on-demand convenience than basic cable service. Those streaming services also provide solid recommendations based upon our preferences and behaviors. For many subscribers, this customization ultimately means more options, better value and better service.

Freelancers can apply a similar line of thinking when securing healthcare benefits. Traditional plans, like a Preferred Provider Organization (PPO) or high-deductible health plans (HDHP), may not be the best option for freelancers. Instead, look for ways to tailor coverage through products and resources like a HealthSherpa and Transamerica. These highly regarded providers can help you create a benefits plan that best fits your needs – at the best price and at the highest possible level of service.

Building Your Benefits Plan

When building your benefits plan, start with the core components: medical, dental, and vision. Next, perform a self-assessment of specific health care needs. For example, consider any chronic conditions that might be considered pre-existing or medication prescriptions that require a comprehensive pharmacy benefit option. Your goal: Determine the factors driving your plan and where more coverage or voluntary benefits are needed.

Next, determine your budget (and appetite for financial risk) by asking yourself three questions:

  1. How much coverage is my plan going to provide?
  2. Within the plan as designed, how much must I pay in out-of-pocket expenses when receiving care?
  3. What is the amount of your total monthly payments or premiums?

With the answers to these questions, you’ll know how much you’ll be paying – and for what combination of services.

Should You Add Voluntary or Supplementary Benefits?

What voluntary benefits should you take advantage of when personalizing benefits?

Typically, those are the supplemental insurance plans that provide a financial safety net. This is especially true in the event of a critical illness, accident, or hospital stay. Also, freelancers – just like everyone else – should look into enrolling in other lifestyle benefits such as personal protection plans. After all, as we continue to live online, it is important to protect yourself from the growing threat of fraud and identity theft.

On the positive side of supplemental benefits, consider joining those who have leveraged virtual wellness options. Also, with more and more people working from home, we’re likely to see an increase in off-the-shelf voluntary benefits that meet the unique needs of freelancers. Those plans include coverage of ongoing education, childcare options, and set-up of in-home office ergonomics.

Community and Freelancing: Find Your Emotional Support System

While most everyone is experiencing feelings of isolation and disconnection, freelancers – without an organization to call home base – might be feeling it just that much more.

To combat these feelings, consider getting involved in industry-focused communities. Today, there are thousands of options available online to connect. Social media groups and online communities often organize virtual coffee breaks and happy hours. During these events, they cover various topics and based on shared interests and hobbies. So, find like-minded solidarity that serves an important source of support throughout your career. Those groups also foster a a greater sense of wellbeing through emotional engagement.

Freelancers: Take Control of Your Open Enrollment

At a time when all aspects of our health, wealth, and wellbeing need protection, there are more resources and support available than you may have previously realized. And you don’t have to figure it all out on your own.

The realities of our new world of work will continue to impact our lives. But freelancers can meet those challenges head on by being strategic and thoughtful about their benefits plan designs. Ultimately, the key to success during this open enrollment period means careful evaluation and proactive planning for future life events – both expected and unexpected.

We will eventually move forward to a post-pandemic world.

Between now and then, set yourself – and your freelance business – up for success.

 

Edward Jenner

#WorkTrends: Transforming the Healthcare Benefits Experience

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Now more than ever, employers feel a mandate to take good care of their people. And that responsibility is bigger than how best to empower a remote workforce. It is more complex than deciding the right time to bring them back on-site. Today, how we enable our employees to take care of themselves, and their loved ones, is a front and center issue.

You don’t want to miss a single episode of #WorkTrends… subscribe to the podcast now!

Are we providing the wellness benefits our employees need? Do they have access to the right providers? Is preventative care and testing available? How are employees making the decision on what plan to pick — and who is helping them make those decisions? And what kind of experience do we want our employees to have while choosing the right health plan, and providers, for them?

Healthcare Benefits: A Timely Conversation

This period just before open enrollment is not a great time for employees to be left without answers to these questions. So for this episode of @WorkTrends, I invited Justin Holland, CEO and Founder of Healthjoy, to shed some much-needed light on healthcare benefits.

In speaking with Justin, I learned how much healthcare has changed over the last few decades. I also discovered just how important it is to properly educate and enable employees before asking them to choose health benefits. “It’s really easy to run through an open enrollment presentation and forget about the impact of the decisions being made,” Justin said. “So our goal is to give employees the tools and framework they need to make the right decisions for them.”

Justin also confirmed how I have felt about open enrollment: That having a day or two to make major decisions just isn’t enough. “Open enrollment is obviously a very important time to educate employees on benefits. But there’s 364 other days a year they’re utilizing those benefits,” Justin said. “Our vision is that healthcare education be available at the right place at the right time. Because when a kid is sick at 2:00am and you’re going to the ER, chances are slim you’re going to remember what was said in that open enrollment meeting six months ago.”

Healthcare Education and Empowerment

Justin added: “Healthcare education and empowerment needs to be relevant during those touchpoints. At that moment, we’re all accountable — employee and employer, provider and platform — for the health and wellness of the family.”

During our conversation, Justin and I also talked about the rising cost of healthcare. We discussed how employers can provide healthcare benefits to freelancers and independent contractors. And we touched on how healthcare might look after the COVID-19 crisis is behind us. The timing of our conversation couldn’t be better. After all, chances are good your company is about to start an open enrollment period, or is considering a change to employee benefits for 2021. So please listen in!

Healthjoy sponsored this episode of #WorkTrends℠. And I’m so glad they did. I’m sure you’ll learn a lot from our 20 minutes or so together. I did!

 

Find Justin on Linkedin and Twitter.

 

Editor’s note: Have you heard about how #WorkTrends podcasts and Twitter chats are changing to better meet your needs? For details check the new FAQ page. Also, to see upcoming event topics and guests, check the new calendar listing on the #WorkTrends Podcast page.

 

Employee Engagement: Say It Like You Mean It #TChat Recap

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(Editor’s Note: Looking for details of this week’s #TChat Events? See the Storify slideshow and resource links at the end of this post.)

Dearest Employee:

How do I love thee? Let me count the ways.

I give you a fair wage. I give you competitive benefits. I give you a safe workspace. I give you freedom to work at home, and innovative tools to communicate. I give you beer bashes and company events. I give you a professional title. I give you a team, a staff, a department. I give you the work you love.

But it’s just not enough, is it? It’s never enough. You just keeping taking, and taking, and taking.

What else can I do? What’s that? Oh, I see. It’s not you, it’s me — is that it?

Talk Is Cheap

Even the most gracious, modest employers can develop this kind of benevolent hubris. But competition for top talent is continuing to heat up, and people are losing interest in luke-warm relationships with their employers. Combine that with the fact that the world of work is getting more stressful for us all — from CEO to freelancer — with blurred lines between professional and personal life.

So, what more will it take to win employee hearts and minds? Workforce wellness pioneer, Virgin Pulse, has advice, based on results of a new U.S. employee survey. And that’s what the TalentCulture community discussed yesterday at #TChat Events with our guests Chris Boyce, CEO at Virgin Pulse, and Kevin Herman, Director of Worksite Wellness at The Horton Group.

Looking For Love In All The Wrong Places

Here’s the good news: Less than 2% of respondents say they hate their company and want out. Even better, 75% say they either “love” their company because it’s a great place to work, or they feel “pretty good” about it. At first blush, that looks like a win for employers. But here’s the rub — only 25% of respondents say they feel love in return.

This gap signals a major opportunity for companies to develop stronger relationships with their troops. But how? The same survey asked employees to rank what they wish mattered more to their employers:

•  44% my financial well-being
•  40% my career development
•  39% my work/life balance
•  35% my emotional health (e.g. reducing stress)
•  29% my overall well-being and quality of life.

You can see where this is going. Other recent research echoes these sentiments. We want a better life overall — and that doesn’t mean just more pay and health coverage. We want employers to invest in us as complete humans.

Two Ways To Connect

Yesterday’s #TChat conversation reinforced this understanding. The TalentCulture community got right to the heart of what motivates people in the workplace:

1) Aim Deeper: Surface perks like nap rooms, chair massages, and ice cream socials are nice, but there are more meaningful, practical options. People respond to things like flexibility to manage their schedule. They need to take care of business and family without compromising either — whether they work in a corporate office, at home, or both. They don’t want to feel guilty or take a financial hit when they’re tending to a family member’s health, or their own.

2) Aim Wider: People want to feel better about themselves while loving the work they do. They respond to programs and resources that improve their overall health and well-being — not just health club reimbursements, but onsite gyms and stress management support, healthy cafeteria options, even financial planning assistance. If they’re being asked to contribute “the total package” to their job, they want to know their employer has a similar commitment to therm.

So, Workforce Cupid, how do I love thee? Let me count the healthy ways. Happy Valentine’s Day.

#TChat Week-In-Review: Love Your Employees, They’ll Love You Back

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See Chris Boyce discuss wellness and healthcare costs

SAT 2/8:
#TChat Preview: TalentCulture Community Manager, Tim McDonald, framed the week’s topic in a post featuring a brief video with Chris Boyce. See the #TChat Preview: “Does Your Workforce Feel the Love?”

SUN 2/9:
Forbes.com Post: In her weekly Forbes column, TalentCulture CEO, Meghan M. Biro, discussed how heartfelt leadership can drive better business results. Read “Let Love Inspire Your Leadership.”

RELATED POSTS:
“Job Hunting? Look For Employers That Care About Your Future” — by Chris Boyce
“Leaders: Is Your ‘Work’ Self the Real Deal? — by Ted Coine
“Workplace Wellness: The Story Starts With Healthy Culture” — by Chris Boyce

WED 2/12:

TChatRadio_logo_020813

Listen to the #TChat Radio show replay

#TChat Radio: Our hosts Meghan M. Biro and Kevin W. Grossman talked with Chris Boyce and Kevin Herman about why and how employers should demonstrate their commitment to workforce well-being. Listen to the #TChat Radio replay now…

#TChat Twitter: Immediately following the radio show, Meghan, Kevin, Chris and Kevin guests moved over to the #TChat Twitter stream, for an open all-hands conversation with the entire TalentCulture community. This dynamic discussion focused on 5 key questions about employee engagement issues and opportunities in today’s business environment.

See highlights from the Twitter stream the Storify slideshow below:

#TChat Insights: Does Your Workforce Feel The Love?

[javascript src=”//storify.com/TalentCulture/does-your-workforce-feel-the-love.js?template=slideshow”]

Closing Notes & What’s Ahead

GRATITUDE: Thanks again to Chris Boyce and Kevin Herman for sharing your perspectives on the importance of driving employee engagement through wellness programs that serve the “whole” person. Your passion and perspectives are invaluable!

NOTE TO BLOGGERS: Did this week’s events prompt you to write about employee engagement strategies? We welcome your thoughts. Post a link on Twitter (include #TChat or @TalentCulture), or insert a comment below, and we’ll pass it along.

WHAT’S AHEAD: Next week at #TChat Events, we’ll look at how employers can be more effective at finding and hiring top talent. Our guests are Chris Mursau VP at Topgrading, and Jean Lynn, VP of HR at Home Instead Senior Care. Look for more details this weekend, and save the date: Wednesday, February 19!

Meanwhile, the TalentCulture conversation continues daily on #TChat Twitter, in our LinkedIn group, and on our NEW Google+ community. So join us anytime on your favorite social channels.

We’ll see you on the stream!

(Editor’s Note: CONGRATS to Paul Thoresen — winner of the recent Pebble smartwatch giveaway from Dice! And thanks to all the #TChat contributors who shared tech recruiting ideas and questions with Dice and #FutureofTech.)

Image Credit: Pixabay

Job Hunting? Look For Employers That Care About Your Future

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Written by Chris Boyce, CEO, Virgin Pulse

Are you pursuing new job opportunities — hoping to take the next step in your career? How do you determine if a potential employer is a wise choice? What criteria really count?

If wellness programs aren’t on your “must have” list, you may want to reconsider. The evidence is mounting. Companies committed to workforce wellness — particularly those committed to total quality of life at work and at home — are likely to be your best bet.

Unfortunately, not all companies make that kind of commitment. It’s no doubt one reason why employee engagement is so poor. Of course, engagement is influenced by multiple factors, but in general today’s workforce isn’t feeling the love. In fact, Gallup research revealed last year that 70% of U.S. employees are either disengaged or actively disengaged — and it’s costing companies over $300 billion a year.

The Workforce Wellness Difference

If you’re looking for a new gig, it makes sense to bypass organizations whose employees just aren’t dialed in to the work they’re doing, or the company’s mission, or its culture. But how do you find a great place to work?

There are some amazing companies out there that demonstrate their commitment to employees by investing directly in their health and happiness. We see them every day.

Leaders at these companies recognize that employees who are engaged in life inside and outside of their work environment are likely to be more productive and loyal over time. These types of companies support their workforce with comprehensive wellness options, like healthy food choices in the cafeteria, free group exercise classes in corporate gym facilities, paid time off to volunteer in the community, and even cold, hard cash incentives to reward healthy behavior.

Why Total Wellness Matters

By improving your health in multiple ways — physical, mental, social and financial — you’ll improve your total quality of life and maximize your potential in your job. Smart companies know this, and smart job seekers do, too. According to our own research, 87% of employees believe robust workplace wellness programs are paramount when choosing a place to work.

In recent years, with technology advances like the Internet, smartphones, teleconferencing and a variety of devices that help us work productively no matter where we’re located, the lines are blurring between work and home life. Employers recognize this, and increasingly are helping employees improve their total quality of life — not only by offering stellar benefits and workplace wellness programs, but also by extending those benefits to family and friends. This way, employees can rely on their natural support network to influence and reinforce their healthy habits.

Including family members is a no-brainer for employers, since spouses and dependents help boost wellness program participation. It should be a no-brainer for you, too. When exercising and dieting with a friend or family member, you have a 57% greater chance of losing weight than by going it alone, according to the Framingham Heart Study. Plus, getting healthy is more fun when you don’t fly solo. With innovative wellness programs that include your family and friends, you can challenge one another to simple, healthy competitions. For example, you can win bragging rights by tracking who climbs the most stairs at work, or who eats the most fruits and vegetables each week.

Employee Health Is More Than Fun and Games

But all of that fun also has serious impact. If your employer offers wellness programs you enjoy, and you take advantage of those programs, you’re more likely to adopt and sustain healthy lifestyle changes for the long-term. What’s more, the link between companies that provide robust workplace wellness programs and sustained employee engagement is strong. Our research shows that, at these organizations, 80% of employees feel their employer cares about their well-being.

So, in the long run, what can you expect? The payback of choosing a company that cares includes: fewer sick days, fewer workplace safety incidents, and an increased sense that your contributions at work have a greater overall impact, according to multiple sources. You’ll also feel a stronger connection with your employer, as you’re encouraged to stay active and healthy, and you see a similar commitment to those you love.

Bottom line: Healthier, happier employees are more engaged employees. And engaged employees perform more effectively at work. This can opening avenues to upward mobility and promotions that you might never have realized otherwise.

Factor these elements into your job search today, and I am confident that, in the future, you’ll find greater benefits both at work and in every other facet of life.

Chris-Boyce_color_web2(About the Author: Chris Boyce is CEO of Virgin Pulse. He is an accomplished technology entrepreneur who brings more than 15 years of consumer loyalty, enterprise and consumer software experience to Virgin Pulse. Leveraging Virgin’s philosophy that business should be a force for good, Chris’ leadership has been instrumental in guiding Virgin Pulse’s development of market-leading, technology-based products and services that help employers improve workforce health, boost employee engagement, and enhance corporate culture. Chris has an MBA from Harvard Business School. Connect with him on LinkedIn or Twitter.)

(Editor’s Note: Chris Boyce discussed employee engagement with the TalentCulture community this week at #TChat Events. See full highlights and resource links in the Recap: “Employee Engagement: Say It Like You Mean It.“)

Image Credit: Pixabay