Posts

Photo: Christina @ wocintechchat.com

WFH Employees: How to Keep Them Safe

/ /by

In some countries, as lockdown measures continue to ease, businesses are opening and employees are heading back to work. But some of us are still working from home — a policy that has become the ‘new normal‘ and may continue for millions of people, even in the wake of the pandemic.

Companies need to make sure their employees still feel safe and connected at home to avoid WFH burnout. Here are some effective ways to make physical and mental safety and employee well-being a top priority:

Let’s dive in!

1. Keep the Lines of Communication Open

When it comes to working remotely or working from home, communication is key. According to a Buffer survey, 20% of remote workers struggle with communication.

Providing several communication channels can enable the company and employees to stay in touch. An HR manager can run conference calls (both video or audio) to help bring teams together and keep them aligned on projects. One-on-one calls are more personal and can give employees a way to reveal any struggles or concerns.

Not only does communicating make employees feel safe and connected, but it also helps them feel valued — even when they can’t draw on the support of an office or workplace environment.

2. Adjust Company Policies

With the pandemic still raging, we’re not quite at “business as usual” yet. So, it’s crucial to adjust or revise company policies and continuity plans to better protect your employees and meet their needs. Flexibility is key: more than two-thirds of employees say at a loss of flexibility would convince them to find another job. WFH security guidelines can ensure that employees can use their own devices without worrying about their data getting leaked or hacked.

As you anticipate your business demands, use workforce management software to unlock your workforce’s potential and keep employees from feeling overwhelmed. Adjust your policies regarding benefits, pay, sick leave, and paid time off to fit the circumstances.

3. Provide Team Building Activities

Since working from home isn’t the easiest task for some employees, it’s important to help them manage stress levels and feel connected to each other. One effective approach is to strengthen teamwork at the same time with team building activities, such as icebreaker or informal video conference calls. Consider movie nights, or get-togethers to just talk about life.

 Such activities can help employees not only decompress, but build their sense of personal connection and trust. 75% of employers rate teamwork and collaboration as “very crucial” to strengthen employees’ work relationships and overall efficiency.

4. Promote Fair Workplace Practices

Make sure your WFH policy aligns with the company’s principles and maintains fair treatment for all employees. 54% of employees rank fair treatment as the second most valuable employer attribute, a strong factor in a decision to stay or leave.

Double-check that all employees have equal access to the company’s services, such as the devices they need to work remotely, such as laptops, internet connection, and cybersecurity. And extend sick or paid leave policies to employees even when they’re working from home. 

5. Reward and Recognize Employees

When remote employees feel valued and safe, they are free to be productive, and get their projects done effectively and efficiently. They may be working remotely, but they feel appreciated and acknowledged. Over 79% of employees who feel under-appreciated consider quitting their job — and this is going to extend to employees working from home as well. 

Build employee engagement with rewards and recognition — even just a note recognizing their efforts can go a long way.  

Whether your employees work from home occasionally or exclusively, it’s always important to make them feel safe. Support them, engage them, and you’ll see the results.

Must-Read Highlights from SAP #SAPPHIRENOW

/ /by

Best week ever? Best week ever.

My week was an all-time highlight because I was in Orlando for SAP’s #SAPPHIRENOW. I’ve been to a lot of conferences, but this one was incredible. I won’t bury the lede: It was mostly such a high for me because I got to see former President Barack Obama speak on Monday. Being in the room with someone I respect so deeply was incredibly moving for me. His message was about the power of great teams and how you can’t really fake or easily recreate that special sauce known as culture. I cried when he wrapped up. For reals…

His message was one of hope. Why is he so hopeful, even in such divisive times? Because of the young people he meets. He believes in the power of people, and he called on everyone in the room to find ways to use technology to train the next generation of leaders, bring them together, create organic networks, remove the isolation we’re all battling and encourage them.

But wait, there’s more! I was also encouraged by the many other leaders and speakers I talked to this week. Here’s a sampling of what they taught me.

Making Work More Human

Human resources is about humans, and that’s what Thrive Global and SAP want to remind people about. I talked to Ruslan Tovbulatov and Kristi Sanders about the partnership between SAP and Thrive Global. Ruslan described the Thrive Global mission as being to end stress and burnout, help people find purpose and meaning and guide people on how to manage their relationship with technology.

Thrive Global is partnering with SAP to make an impact on how people work. “There’s a culture of being always on that’s really impacting people’s ability to create,” Kristi says. So, the two companies are creating a new model to proactively support employees and encourage them to bring their whole selves to work. That “whole self” model includes all aspects of wellness, including body, mind and purpose.

The new program, called Well-Being at Work, is powered by SAP SuccessFactors Work-Life. The tech brings the vision to life, providing real-time insights into employees’ well-being, and making targeted recommendations to improve employee satisfaction and engagement.

Making Well-Being a Priority

I also talked to Sophie Leguillette, head of global marketing at SAP SuccessFactors. She described her recent experience training for a marathon, which helped her manage the stress of her career. She was focused on personal well-being, and gave herself permission to train for the marathon even though she worried she might lag at work. Her team at SAP was completely supportive, actively encouraging her to succeed. That’s the secret sauce, people — purpose-driven cultures create better outcomes.

Delivering a Better Experience

In marketing, “experience” is a hot buzzword. A company’s success rests on how well it can build a positive customer experience. Stefan Ries, CHRO at SAP, is also bullish on experience — the employee experience.

HR leaders have a “golden opportunity to change the paradigm,” he says. He watches B2C companies and studies how they create great experiences for customers. Then he tries to use the same principles to create great experiences for employees. “It’s all about the experience,” he says. “If I can’t deliver that, I need to change how HR works as a function.”

 

What I’ll Be Watching at #SHRM18: Health and Well-Being

/ /by

Are you planning your calendar for #SHRM18 in Chicago? I’m making my packing list, getting excited to see some of my favorite people in the HR world, and taking a close look at the packed SHRM agenda.

This year, I’ve been focused on health and well-being — both personally and professionally. Loyal TalentCulture readers know that I recently started using a standing desk and I’ve upped my wellness routine. I’m also very interested in how vendors are making it easier for employers to create healthy workplaces.

If you’re interested in making work healthier, here are the sessions I recommend at SHRM18:

Sunday

Benefits Boot Camp: Health & Welfare Plan Basics

Sunday 06/17/2018 08:00 AM – 12:00 PM

Jay M. Kirschbaum, vice president at Lockton Companies, will help you think about the rules and regulations behind health and welfare plans. If you need help understanding compliance as it relates to health benefits, flag this session.

Monday

Sit/Stand Desks, Fancy Chairs, Treadmill Desks? Ergonomics Myth Versus Fact

Monday 06/18/2018 10:45 AM – 12:00 PM

Naomi Abrams, president of Worksite Health & Safety Consultants, LLC, will be busting myths about workplace health. Is sitting really the new smoking? Do you need a lot of expensive, fancy equipment to keep your people happy and healthy? Naomi will tell you what you need to know.

Looking Under the Hood: What’s Driving AutoZone’s Culture of Health and Wellness?

Monday 06/18/2018 02:00 PM – 03:15 PM

I love a good case study. Find out how the team at AutoZone built a single wellness platform to give employees ownership of their own health. There are sure to be lots of good ideas to borrow in this session with AutoZone VP Matt Harmon and Green Circle Health Founder & CEO Dinesh Sheth.

Starting the Dialogue: Depression in the Workplace

Monday 06/18/2018 02:00 PM – 03:15 PM

When we talk about health and well-being, it’s also important to think about the flip side: What do you do when employees aren’t feeling their best? The number one cause of adult disability worldwide is psychiatric disease, and Carol Kivler, president of Kivler Communications, will walk you through how employers can make a difference.

Tuesday

Managing Mental Health Conditions in the Workplace

Tuesday 06/19/2018 04:00 PM – 05:15 PM

When you’re working to help employees with their mental health, what factors do you need to consider? Employers are often unsure about how to respond to requests for accommodations. Janet Hendrick, partner at Fisher Phillips, will share best practices to help employees and stay compliant.

Meaningful Wellness: Developing an Employee Wellness Strategy That Matters

Tuesday 06/19/2018 04:00 PM – 05:15 PM

Your wellness program might look great on paper, but is it really moving the needle? Get practical tips from Brad Cooper, CEO of US Corporate Wellness Inc. and Suzanna Barnett Cooper, co-founder and chief learning officer at Catalyst Coaching Institute.

Wednesday

Low-Cost Wellness Programs You Can Start at Your Organization

Wednesday 06/20/2018 10:45 AM – 11:03 AM

Every team wants to save money and stay on budget, and this session will give you affordable ideas to boost your employees’ well-being. Get simple, creative ideas from fitness consultant Walter Lewis.

What to Expect When You Are Expecting: Protections for Pregnant Workers

Wednesday 06/20/2018 11:30 AM – 12:45 PM

Have you been watching the conversation around Sen. Tammy Duckworth? She’s the first U.S. Senator to give birth while in office. Following her story has made me think more about how employers work with pregnant women and new parents. In this session, learn about the latest developments, court rulings and best practices for accommodating pregnant workers from Lara de Leon of Ogletree, Deakins, Nash, Smoak & Stewart, P.C.

8 Creative Ways Leadership Can Jumpstart Workplace Well-being

/ /by

Actions speak louder than words. It’s something we all can agree on. And yet, when it comes to workplace well-being initiatives, few organizations fully realize the culture of health and experience the participation and engagement rates they anticipate. From my experience working with organizations of wide-ranging industries and sizes, there often is a disconnect between the program’s strategy and plan, and the follow-through.

Employees recognize the same—in a recent HealthFitness study , we found that 60 percent of employees who do not participate in well-being initiatives at their organization are willing to, but choose not to for a variety of reasons, including lack of information or awareness, an unsupportive company culture, and/or trust and privacy concerns.

While there are a number of ways to address these barriers, we must recognize that each of these issues traces directly back to leadership actions. If well-being programs are going to succeed and reach their true potential for lowering healthcare costs and reducing health risks and enhancing company culture, top leadership needs to be involved. Not through fiscal sponsorship and support alone, but through upfront participation. Actions speak louder than words—this applies to everyone, but especially those in leadership.

Changing employee perception and engagement in well-being takes time and requires coordination of an entire organization’s teams, tools and processes. But nothing can spark interest quite like a senior leader. That’s why I’ve rounded up some of the most creative ways I’ve seen company leaders at all levels of the company get involved in well-being programs within their organizations, and set the tone for the rest of the team to follow suit.

  1. Create a beat the boss competition. Senior leaders at one health plan are often called upon to lead health-related competitions. One is a weekly step competition—

employees track their total daily steps and those who beat the boss for the week are entered into a raffle to win a prize. And earn bragging rights.

  1. Take a tour. Leaders at one manufacturing company serve as well-being tour guides for their departments, taking employees on a tour of the company’s new corporate fitness facility. Not only does this spread the word about the facility; it also encourages them to participate in the full offerings of the company program.
  2. Walk (or run) it out. Stilettos are the running shoe of choice for this CEO to help raise awareness for the 5K charity race at a leading financial services company. Employees raise money and participate in the race just for the chance to see their CEO (who happens to be male) strut his stuff in red stiletto heels. This fun approach to well-being has a lasting impact on employees—they are already planning next year’s race with more leaders wearing heels!
  3. Be a walking billboard. Senior leaders at one leading technology company become walking billboards—they encourage healthy eating by dressing up in fruit-patterned leggings, wearing sandwich boards and walking around the campus to encourage employees to eat more fruits and vegetables. You can also lead the way by ordering healthy options for team meetings and off-sites.
  4. Make a splash. Sign up for the dunk tank—employees at one leading financial services company compete in fun fitness challenges and get the opportunity to dunk senior leaders at the annual “Fitness Field Day.”
  5. Integrate well-being into your meetings. Some managers lead walking meetings, and some have taken the next step to invite well-being practitioners into meetings to lead energy breaks with their employees.
  6. Let your voice be heard. At one technology firm, video interviews of company leaders describing what being healthy means to them play on video monitors throughout campus. The videos are also shared with remote employees as part of the company’s well-being communication initiatives. Using these videos in company emails and newsletters can also help engage remote or global employees.
  7. Share your moves and your tunes. A leading insurance company hosts weekly “flash mob”-style dance parties on Fridays, with leaders taking center stage for 15 minutes to help everyone get up and move around. And employees at one leading financial services company often take spin class in their onsite fitness center with their CEO—as the instructor. He breaks a sweat with employees and shares his favorite workout music throughout the class.

Photo Credit: urban.shake Flickr via Compfight cc

Three Ways Health Coaches Can Jumpstart Corporate Wellness

/ /by

Amazon. Netflix. Zappos. Today’s consumer culture is increasingly dominated by brands that thrive on facilitating a personalized experience. So, when it comes to your corporate wellness program, why should your employees expect anything different?

They shouldn’t, and in reality, they don’t. In fact, according to recent research, almost 75 percent of wellness program participants say a personal touch is important in their health, wellness and fitness program.

In our industry, health coaches help put this personalized experience into practice. Coaches guide employees on their journey to help them reach their health goals, providing expertise, structure, encouragement, accountability and human connection along the way. In many of our client programs, health coaches are available to meet with participants at their choosing, allowing employees to select the mode, pace, duration and frequency of their coaching sessions. This helps employees feel like a person, not an appointment, and gives them peace-of-mind knowing they have the flexibility and freedom to access support when they need it most.

Coaches deliver benefits far beyond fulfilling employees’ desires for personalized wellness. Here are three ways personal health coaches can jumpstart and significantly impact corporate wellness programs: 

  1. Coaches can help facilitate healthy behaviors

In a survey among our own clients, we found that coached participants gained 70 percent less weight than non-coached participants. Nearly 20 percent of coached participants lost around 8 pounds each year (versus just 2 pounds per year for non-coached participants). Coached participants were also 29 percent more likely to quit using tobacco versus non-coached participants. Across the board, coaches made a significant difference when it came to encouraging those essential, healthy behaviors.

  1. Coaches can help improve employee productivity

Accountability gets results: Employees who were supported by a coach completed more sessions and stayed enrolled in corporate wellness programs longer. Seventy-one percent of coached employees remained in their program past three months, while only 35 percent of those who were self-directed achieved the same. The results aren’t limited to health benefits either: 84 percent of employees who worked with a coach reported improved productivity.

  1. Coaches can help employers save bottom-line health care dollars

When it comes to cost savings and health coaching, I’ve found the 70:30 rule usually applies. In other words, 70 percent of employers’ medical and pharmacy cost savings are coming from the 30 percent of their wellness program participants who enroll in coaching. Employees who participate in company wellness programs save an average of $261 in medical costs per year. However, those who work directly with a personal health coach save an average of $586 annually—more than double the savings!

Personal health coaches provide far-reaching benefits to employees and employers alike. Coaches help employees gain momentum on their wellness journeys and provide support in achieving their health goals, while realizing greater program engagement, productivity and health care cost savings for employers. When combined with the right technology and resources, a coach-driven approach can create new levels of improvement and program results for all.

Photo Credit: garibalde.neto Flickr via Compfight cc

Corporate Perks: A Thinly Veiled Disguise

/ /by

It’s no secret that there is a war going on… a tug of war to be exact. Companies are scrambling to find the best and brightest talent and many are failing miserably. One of the tactics used by many companies is to seduce candidates with profound and presumably attractive perks as a lure for employment. Further, these same tactics can be used as a retention tool with existing employees. In the short-term, perks are novel and with that may be considered interesting, but in the long-run, they are not the enduring enticement employers believe them to be.

Perks come in many shapes and forms and offer varying benefits. Some companies believe that free food, paid travel, and other offerings of the like are exactly what it takes to attract new talent and to keep the talent they have. Simply, this is not a solid long-term solution. What’s worse is when one company attempts to mimic a competitor’s perks in the hopes that they, too, can enjoy the same presumed successes and much to their chagrin it goes sideways and for good reason.

Company perks should be a reflection of the company’s culture and match the values of that specific organization. Since no two companies are alike, it’s an erroneous assumption to believe that what works for one company should work for another.

Give the people what they want

According to a survey conducted by Gallup, a sample population of job seekers were asked what matters most to them about a potential employer. The results of the survey revealed that the respondents were interested in a company’s mission, culture, growth, advancement opportunities, compensation and compelling statements as to why they should consider employment with one organization over another. Not a mention of free food, ping-pong tables or free haircuts was cited by anyone in this survey.

An article on Careertopia, supports the findings revealed by the Gallup survey. The articles goes on to state that the five things job seekers want from an employer are: career growth; work-life balance; fair compensation; great leadership; and alignment with a company’s mission, vision and values. Once again, perks were not mentioned as being an attraction factor.

The Millennials speak

In a different survey conducted by Gallup, they queried 1,700 U.S. workers to determine the attraction factors that appeal to the three employed generations. What the results of this survey revealed is that Millennials, who are presumed to be job hopping know-it-alls, are in actuality seeking out employers that cater to a generation thirsty for opportunities to learn and grow, to be managed by great leadership, to be engrossed in work that is interesting and which offers challenges, along with opportunities to advance their careers. Additionally, the survey results disclosed that a workplace with an informal and “fun” environment was not a high-attraction factor highly coveted by this generation.

Independent of the Gallup survey, Deloitte conducted a Millennial survey which revealed that compensation along with interesting work and work-life balance rose to the top of the results and what is most in demand by Millennials.

The Sandwich generation

For people born between 1965 and 1978, also known as Generation X, they too have stated what is important for them in the workplace. For this group, work-life balance rises to the top of the results. For this generation, the realities of managing parenthood along with taking care of a parent is becoming more commonplace with each passing year. To that end, having a flexible schedule that allows for care-giving is a big attraction factor. Further, Gen X has developed a reputation for being results oriented, problem solvers who seek out work opportunities where their feedback and opinions are welcomed. Free food, indoor putting greens and other perks of this nature were not mentioned.

The thing that really matters

As leadership scrambles around seeking out the next best shiny object to use in their recruitment and retention arsenal, they need to stop and revisit that which is already in front of them: their company culture. This one item is the biggest and best perk any organization can offer to potential and existing employees. This is what attracts and keeps needed talent. People seek out a culture that aligns with their personal beliefs. Servant leadership, 360 feedback, companies that take an interest in their employees’ well-being, opportunities to learn, good communication, respectful interactions, work-life balance, fair pay, and for job seekers, a shortened hiring processes and timely follow-through with communications all matter. All of these are indicative of an organization’s culture and what is being researched by job seekers and responded to by employees.

The irony is that the bells and whistles that many companies buy into are actually not what they need. People place more value on a relationship and a good work opportunity than they do a ping-pong table or free haircut. I guess the old expression is correct… sometimes people can’t see the forest through the trees.

Photo Credit: ExpressTaylorsville Flickr via Compfight cc

The Road to Well-Being Begins With “Getting” Your Employees

/ /by

New research from the National Business Group on Health reinforces what we’ve been observing for quite some time—that a growing number of employers are broadening their definition of wellness to include dimensions of well-being beyond physical health. Employers are increasingly looking at employee health from a whole-person view, recognizing its physical, social, emotional, financial and environmental dimensions.

Recognizing that the definition of employee health has expanded, we must look at all dimensions when we consider the health of an employee. For example, people might be facing a challenge in a part of their life that is preventing them from regularly exercising or eating well.

At HealthFitness, we adapt the way we work with each participant and client community, which leads to sustainable healthy actions for more of our clients’ employee populations. We refer to this as Well-doingsm for more people.

We don’t limit ourselves to the physical dimensions of health. When we develop a health management program, we do it so we can engage individuals where they want support—whether it’s social, emotional, environmental and/or the financial dimensions. And we recognize that while the dimensions of well-being are critical, a key component is the delivery—how you empower employees to pay attention and ultimately take action.

Demonstrating the engagement value

The Consumer Health Mindset Report also notes the emphasis employees place on the engagement value. This is when an employee feels respected and appreciated by their employer. The employees think to themselves—and hopefully say to their colleagues—“this place gets me.”

Yet, when it comes to engaging employees in their health—actually “getting” them—employers still need help and must recognize the obstacles in engaging employees. The reality is that exercise is hard and we need to acknowledge this upfront. You can design a great wellness program—foster what we refer to as a culture of health—but at the end of the day the employees will be the ones who need to lace up their sneakers and take that first step.

When we partner with our clients, we ask them to consider the following questions about their employees: What drives them? What are their risk factors?

Then we start digging deeper, looking at specific risk factors and how this varies within the employee population. Having this information enables us to develop a wellness program with the aim of keeping employees healthy.

Tips for increasing employee education and communication

The best thing you as an employer can do to maintain a healthy workforce is to increase education and communication efforts with your employees about your wellness program. For example:

  • Don’t let the perfect be the enemy of the good. Time and resources are limited. Focus on where you can make an impact.
  • Be flexible; be willing to adjust an approach if it isn’t generating the results you want.
  • Remember that lasting change takes time and requires people, tools and processes working in concert.
  • Take a strategic approach—begin with the end in mind.

It’s ultimately very rewarding to think that our work can have a positive impact on employees—not just on their physical health, but their emotional health and how they interact with their co-workers, family and friends.

We can essentially help change how employees go about their lives. But we first need to gain a sense of where the employees want to go, so we can show them the most effective way to get there.

A version of this post was first published on the HealthFitness blog.

Image credit: StockSnap.io

Workplace Wellness: The Story Starts With Healthy Culture

/ /by

(Editor’s Note: Chris Boyce is one of our featured guests at #TChat Events Wednesday, Feb 12, 2014. Join us to discuss employee engagement issues! See details in the preview post: “Does Your Workforce Feel the Love?“)

Written by Chris Boyce, CEO, Virgin Pulse

Headlines are a funny thing. They often do a terrible job of telling a story. Earlier this year, the RAND Corporation published what headlines described as a sobering report on the state of workplace wellness.

At first glance, these initiatives appeared to be falling far short of the mark. But (as is so often the case) headlines only tell a tiny slice of the story. To find the truth, we must look beneath the surface.

Wellness 1.0: A Flawed Model

It’s correct that the traditional concept of wellness is broken. Employers have been overly prescriptive with wellness strategies — relying far too heavily on specific programs, health risk assessments (HRAs) and biometric screenings. These tactics typically produce short-term gains, but they lose on long-term impact. This “Wellness 1.0” approach clearly has failed.

The Power Of Wellness 2.0

Traditional wellness has struggled because it overlooks a critical issue — telling employees how to act is not the same thing as empowering employees to make their own healthy behavioral choices, and supporting them along the way. In short, for workforce wellness to gain a meaningful foothold and make a lasting impact, culture must come first.

How can companies accomplish this mission? In theory, it’s simple. But in reality, it can be a challenge. Developing a culture-first mentality means focusing on employees’ Total Quality of Life — including physical, mental, social, emotional, and financial health. It’s not just about convincing them to join a weight loss program or complete an annual HRA. It’s about connecting with them in ways that put lifestyle changes within easy reach, and encouraging them support one another through the process of transformation.

Creating a culture geared toward Total Quality of Life requires solutions that are engaging, social and fun, so employees naturally weave them into daily activity. It means moving beyond traditional wellness boundaries by connecting participants with a highly available online platform. It means providing “anytime” access to smart tools and resources that comfortably fit into an employee’s world — making it simple, interactive and rewarding to choose healthier options on a continuous basis.

Success Factors: Walking The Walk

Virgin Pulse Total Quality of Life Employee Engagement whitepaper cover

Download the related Pulse Paper now

Every Total Quality of Life strategy should incorporate healthy goals as foundational elements. For example, it’s essential to encourage nutritious eating habits and regular physical activity. But it’s also important for employers to demonstrate commitment to those goals by offering things like healthy cafeteria options and access to onsite workout facilities, so employees can easily integrate these choices into their daily routine.

Other elements can take Total Quality of Life even further. For example, classes that help employees establish and manage a 401k, or learn smart retirement savings strategies demonstrate an even deeper commitment to workforce well-being. The result? The more employers invest in employees’ personal and professional growth, the more committed, engaged and productive those employees will be. In short, a holistic approach is a wise investment in future business performance.

Measurable Improvement: It’s A Matter Of Time

Of course, cultural shifts take time. But they’re far more effective if employees believe you care about them — not just as “human resources,” but as whole humans. Employer commitment is key. Once employees move forward with wellness objectives, and begin to reach early milestones, they’ll start feeling better about themselves. Soon, personal achievements like weight loss or community volunteer involvement begin translating into direct payoffs at work. You’ll see more passion, creativity, and focus on the job. And when you reinforce these positive outcomes, it will lead to even more ambitious objectives.

Rewriting The Wellness Story

What headlines you should expect for Wellness 2.0? This next-generation approach to wellness, focused on Total Quality of Life, is helping companies shift their approach to a culture of continuous engagement. So keep looking for stories of individual and business transformation, fueled by more productive, loyal employees. Those stories are real, and ready to be told.

(Editor’s Note: Looking for more details about how to engage and support your workforce? Download the latest Virgin Pulse Paper, “Total Quality of Life: A Roadmap for Employee Engagement” by TalentCulture CEO, Meghan M. Biro.)

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.)

Image Credit: Stock.xchng