Delivering a Personalized Employee Health and Well-being Experience
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Presentation slides from a 6/14 HRE-sponsored webinar from Accolade and Limeade.
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Delivering a Personalized Employee Health and Well-being Experience
- 1. Delivering a Personalized Employee Health and Well-being Experience +
- 2. Accolade and Limeade partnership: a unique approach High stakes of your health and well-being programs The missing link: a personalized experience for employees Five ways to deliver a personalized employee experience Benefits of personalization Q&A Today’s agenda 1. 2. 3. 4. 5. 6.
- 3. Umair Khan Vice President, Product Management Leading the development of new technology tools to help families more quickly and easily manage their health and tap into healthcare benefits and services. Today’s speakers Lee Rossini Vice President, Product and Marketing Guiding all product and go-to-market innovation for Limeade to drive more engaged employees and better business results.
- 4. Solving an urgent need together The perfect union to solve for whole person well-being through a personalized experience that drives: • Higher utilization of benefits • Optimal care decisions • Greater employee satisfaction +
- 5. Accolade is seamlessly integrated into Limeade Single sign-on for Accolade and Limeade Personalized approach and recommendations from Accolade health assistant
- 6. We are currently in the midst of a health crisis…
- 7. of employees feel their company does not care about their well-being. Global Wellness Institute, 2016 63% annual cost per employee due to productivity losses from absenteeism. CDC Foundation: Worker Illness and Injury Costs, 2015 $1,685 $250 billion per year is the economic impact of heavy drinking in the U.S. Surgeon General 2016 Annual Report of U.S. adults are obese, and obesity in adults has risen every single year since 2001. CDC/NCHS, national health and nutrition examination ~40%
- 8. …and traditional approaches are not working.
- 9. Employee engagement with healthcare & wellness programs isn’t increasing of employees don’t understand their benefits. Harris Poll, Accolade, 2016 50%? of employees lack knowledge of their care options. Harris Poll, Accolade, 2016 32% of employer-sponsored health programs are unused because they’re irrelevant, confusing, or time-consuming. Harris Poll, Accolade, 2016 43% of employers that use incentives to promote health programs are re-evaluating their approach. NBGH, Topics, Incentives 2017 90%
- 10. Health and wellness programs can change the game Healthier, more engaged employees drive: When employees feel their employer cares about their well-being, they are 38% more engaged at work more Productivity* 21% less absenteeism* 37% more Profitability* 22% greater revenue growth over 3 years* 2.3x *Gallup, How Employee Engagement Drives Growth, 2013 Limeade and Quantum Workplace Study, 2015
- 11. An integrated, personalized experience for employees The missing link
- 12. Before personalization One size fits all Lack of choice Condition-focused Difficult to find and access Hard to understand Unrelated to company culture No capacity to learn Disconnected
- 13. After personalization Right information, right time, right place, right technology Flexible, adaptable Whole-person health and well-being Simple to find and use Relevant and clear Tied to company values and culture Intelligent and always learning Fully integrated, seamless
- 14. 5 Ways to Deliver a Personalized Employee Health and Well-being Experience +
- 15. of employees do not trust their health plan. Pepper & Rogers, Measuring the Value of Trust in Healthcare, 2012 38% of employees don’t trust their employers at all. 25% Without trust, employees are more likely to be disengaged from their work and leave their job. Trust is critical to fostering an emotional connection to work. Trust1 APA 2014 Work and Well-Being Survey
- 16. 30% Whole-person support2 The current healthcare delivery model focuses on the condition and not the whole person and is missing critical elements of the consumer’s story. of employees say emotions, finances, and other responsibilities negatively impact their healthcare decisions
- 17. Flexibility and choice3 Accommodate everyone and incorporate options that cater to their health and well-being needs.
- 18. Meeting people where they are4
- 19. Complete data profile5 Data drives intelligence and intelligent workflow. Tailor communications, recommendations, suggestions, offers and actions to individuals and populations. With more data, the system gets smarter about people and their needs every day.
- 20. Complete data profile5 Meeting people where they are4 Flexibility and choice3 Whole person support2 Trust1
- 22. Benefits of an integrated, personalized experience Individualized feedback Greater attention Perceived more positively Better HR program adoption Trust and influence 2-10x increase of the use of health/ well-being solutions
- 23. Better together End-to-end Engagement Solution Ultimate personalized healthcare, benefits and well-being experience Improve employee outcomes with deep synchronization between technology and on-demand healthcare concierge Drive higher resource utilization with cross-platform recommendations Personalized well-being experience Flexible incentives and rewards Technology platform: connected, simplified, intelligent Whole person, whole population Technology platform: whole-person well-being Personalized healthcare and benefits experience
- 24. Are you ready for change?
- 25. Umair Khan Lee Rossini Q&A inquiries@accolade.com marketingteam@limeade.com
Notas del editor
- HRE
- Jori
- Jori
- Umair Together, Accolade and Limeade are focused on creating an entirely different health and benefits experience for employees and employers We’re proving that a truly integrated and personalized approach to health and well-being can make a huge impact – on benefits usage, on decision making and on employee satisfaction It’s a unique approach – and it’s why we’re here today to share our perspective with you.
- Lee What integrated, personalized experience can look like
- Lee Traditional Wellness is under attack in corporations. Programs that make employees feel like it's being done TO them just to save the company money are actually DISENGAGING those employees. But some business executives think the only ROI of wellness is cost reduction. As a community committed to improving well-being in the world, driving real employee engagement, and building great places to work, we have an opportunity to LEAD with something different, something that will really make a difference, and give this group a competitive advantage.
- Lee These are just a few statistics that demonstrate the scope of the healthcare crisis we’re facing – and the impact on business and the economy. Nearly half of US adults are obese and it’s getting worse every year Heavy drinking costs our country $250 billion each year Well more than half of employees don’t feel you care about their well-being And the cost of absenteeism in the form of lost productivity is huge – close to $2000 per employee
- Umair Unfortunately, while health and wellness programs are high-stakes, they aren’t working. . .
- Umair . . . Half of healthcare consumers say they don’t even understand their benefits About a third lack knowledge of their healthcare options Almost half of employer health solutions are going unused And even the incentives to use resources aren’t working – because the problem isn’t the employee, it’s the system.
- Lee For the health of your employees and the health of your business, it’s critical to change the game. Healthy employees are more engaged and more productive – which improves productivity, revenue and profitability
- Lee Health and well-being solutions have been a disconnected, one-size-fits-all experience But everyone is different – each person is on their own health journey with unique challenges And employees – as consumers – expect a better experience
- Umair So what is the typical employee experience of a traditional health and wellness program? It’s hard to find and I can never remember my password It’s a system that doesn’t know who I am Or what I struggle with And it doesn’t get to know me any better even after I use it
- Umair And what could your health and wellness program look like to your employees? A solution that’s simple to find, access, understand and use A solution that lets me engage my way A solution that focuses on my whole self, not just my condition And a solution that learns more about me with every interaction
- Lee So how do you get there? How do you create a personalized employee health and well-being experience? We think there are five strategies that are pivotal to your effort.
- Speaker: Lee / Umair Lee: Trust is critical to building influence and helping people make better decisions for their health and well-being It’s also critical for employee engagement, productivity and commitment How you can build trust: Program is for their benefit – a privilege - designed to help them meet their individual goals/overcome their unique challenges Create a positive health program experience that inspires physical, emotional, financial and work well-being. Designing a program that feels authentic and attainable for your employees is crucial. Umair: Listening implies your presence – you are present for the other person The best listening experiences are emphatic in which the listener places him or herself in the shoes of their conversation partner and uses emotional, reflective statements to facilitate dialogue Empathic listening communicates that one understands problems in a non-judgmental way – this leads to trust and an openness to receive help This trust can be used to facilitate a conversation regarding good healthcare decision making
- Umair To provide the most effective/personalized healthcare support, it’s critical to understand and address the whole person — not just their condition – and engage early and often to keep people healthy/well. A person’s emotional state, access to care, financial situation, cultural and spiritual issues and many other factors play a significant role in their journey to health and well-being If a person can’t find affordable transportation to follow-up appointments, for instance, their ability to get back to health and well-being will be compromised.
- Lee With Limeade, employees start their journey in the platform by completing our vision page. Individuals are prompted to select a personal goal, which sets them on a path to improve the areas they care about most. And it evokes intrinsic motivation — behavior driven by internal reinforcement (not external rewards). Some people strive to earn points through micro-motion activities, while others prefer to volunteer or read a career development book. Another group of serious competitors might focus their energy on racing to the top of a leaderboard while others are looking to find a social outlet. It’s important to accommodate everyone and incorporate options that cater to their well-being needs.
- Umair Health and well-being is a 24x7 experience. We need to support people where they live, learn, work, play and pray – outside of the walls of healthcare system. In a similar vein, we need to take care of the entire employee population – not just the sickest 5% or even everyone that is ill or struggling with a condition. We need to proactively engage everyone, including the healthy, to make sure they stay on the right track to health and well-being. And last, we need to meet people where they are with solutions that fit their lives.
- Lee and Umair Lee Data is fundamental to providing a personalized employee health & well-being experience This could be data points through HR/payroll systems like tenure, gender, role or full-time vs. part-time. The goal is to leverage the information to target specific populations in an intentional way. Tailoring communication to certain people about benefits/programs/options Umair To provide personalized healthcare experience, it’s critical to build and use a 360 degree profile of a person using a wide range of personal health data from across the healthcare system Claims data is not enough. We also use biometrics, utilization management, benefits data, risk scoring, data from point solutions like Limeade AND information gleaned from every personal interaction/encounter. And by gathering this data we’re able to create a rich data asset that can be used to target populations – like pre-diabetics – with healthcare recommendations But we also get to know individuals deeply – which allows us to provide them with a highly personalized experience – making recommendations that are specifically relevant to that person. Using machine learning and artificial intelligence, the system gets smarter about individuals and their needs with every interaction – improving personalized support
- Lee Trust, whole-person support, flexibility and choice, meeting people where they are and a complete data profile – these are all part of delivering a personalized employee health and well-being experience.
- Lee So what does delivering a personalized employee experience bring your organization?
- Lee and Umair Lee (The notes below were simply pulled from the e-book – feel free to rework as needed) Research shows that personalization enables individualized feedback, commands greater attention, is processed more intensively, contains less redundant information and is perceived more positively by health consumers. Better HR program adoption: In a study looking at the effects of standardized self-help manuals and personalized methods on smoking cessation, individuals in the personalized group had more favorable results than those in the standardized group on abstinence measures. Umair Personalized care is critical to getting people the right care at the right time We’re seeing 2-10x usage of health and well-being solutions because the experience makes sense to individuals
- Lee It’s a completely new approach to health and well-being programs that’s fully integrated and centered around the unique, personal needs of each individual – not the disconnected processes of the healthcare system.
- Umair and Lee Umair To make an impact, have to be willing to do things differently Traditional approaches not working – disconnected, hard to use, one-size fits all Need to put the individual at the center of care – make processes, systems and solutions work for each person – fit their unique circumstances Lee – add inspirational comments
- Jori