5 Strategies you can use in your workplace to enhance employee well-being and engagement.

1. Strategies to
Enhance
Employee
Well-Being &
Engagement
Mindy Pierce
Director, LifeWork Strategies

2. Webster on Well-Being
noun well–be·ing ˈwel-ˈbē-iŋ
The state of being happy, healthy,
or prosperous
First Known Use: 1582

3. AHC Employee Benefit & Health Plan
Three aims:
High
Quality
Outcomes
Satisfying
Experience
Low Cost
Well-Being & Health
Mental Health: A state of
well-being; every individual
realizes his or her own
potential, can cope with the
normal stresses of life
A healthy organization is
defined as one that has low
rates of illness, injury, and
disability in its workforce
and is also competitive in
the marketplace.

4. It’s not just what we do, it’s why we do it.
Well-Being &
Engagement
Wellness
Life-
Work
EAP

5. Your Roadmap: 5 Strategies

6. Craft Your Company Culture
• Research has identified organizational characteristics
associated with both healthy, low-stress work and
high levels of productivity.
• Examples of these characteristics:
– Recognition of employees for good work performance
– Opportunities for career development
– An organizational culture that values the individual worker
– Management actions that are consistent with
organizational values

7. Craft Your Company Culture
What Engages Your Culture?
• The work itself
• The management environment
• The flexibility and inclusion of the workplace
• Ability to learn and grow
• Trust & meaning from leadership

8. Leadership Commitment
• Do you care? Do they know?
• Your message: We want you to be healthier,
happier, and feel like we’re listening.
• Do you design programs based on
what the employees are telling you?
• Do you walk the talk?
• Do you listen? In person?
• Do you survey with the intent of using the results?

9. Pay Attention to Data
• Quality Care; Good Outcomes
• Risk Stratification
• Manage the Cost to the Organization
• Shift the cost – Reinvest the savings
• Disease Management
• Keep your Healthy People Healthy

10. Pay Attention to Data
Risk Stratification
– Managing population
health and risk
stratification has become
more important than ever.
– Design interventions that
target high-risk, high-cost
participants who need to
be managed carefully and
proactively.
– Keep your healthy people
healthy!

11. Integrate EAP & Wellness
• When EAP and wellness are
implemented together for an organization, the
result will be a well-rounded life-work combination,
emphasizing both the emotional and physical well-
being of each employee.
• Stress Management
• Behavior Modification
• Support & Motivation

12. Today’s Employees: Overwhelmed, Stressed
65% of business
leaders rate
stress as an
urgent challenge
Fewer than
10% know
what to do
about it

13. Stress, Work & Health
• One-fourth of employees view their jobs as the
number one stressor in their lives.-Northwestern National Life
• Three-fourths of employees believe the worker has
more on-the-job stress than a generation ago.-Princeton
Survey Research Associates
• Problems at work are more strongly associated with
health complaints than are any other life stressor-
more so than even financial problems or family
problems.-St. Paul Fire and Marine Innsuance Co.

14. Stress, Work & Health
• Evidence is rapidly accumulating to suggest that stress
plays an important role in several types of chronic
health problems-especially cardiovascular disease,
musculoskeletal disorders, and psychological
disorders.
• Health care expenditures are nearly 50% greater for
workers who report high levels of stress.
-Journal of Occupational and Environmental Medicine

15. What can be done about Stress?
• Wellness Integration
• Stress Management
• Organizational Change
• Management Support
Services
• Consultations on
Workplace Policies

16. ROI of EAP & Wellness
• Tangible ROI
– Tardiness, Absenteeism
– Lower Insurance Premiums
– Increased Retention
• Avoided Costs
– Prevention of incidents that would
normally result in financial ramification
 Depression-related costs
 Avoided diseases
 Avoided lawsuit due to management
training & support
The cost of hiring a
new employee now
averages $3,479*.
With the average
yearly EAP cost of
$12-$40 per
member, the value
is clearly seen
*According to human-resources consulting firm Bersin & Associates, 2012

17. Make it Visual
Craft a clear, specific vision and achievable
goals for the year.
• Transparency
• See the Change; See the Options; See the
Future
• Improve the Experience

18. Make it Visual
• Environment
• Recognition
• Benchmarks
• Put it in front of everyone
• Meet them where they are

19. Find Your Own Healthy

20. Find Your Own Healthy
• Utilize energy and passion in all you do
• Nurture your employees as you do your customers
• Show them the future – let them see what is
possible.
• Be forward-thinking, out of the box and driven to
create the culture needed for business success.
• Develop your why.

21. A little fun:
W • Walk the Talk
E • Empower
L • Life-Work Balance
L • Leadership Commitment
B • Break down the stigma
E • Encourage
I • Integrate
N • Numbers
G • Give it time, Guidance, Growth

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