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17CORP______
© 2017 ARTHUR J. GALLAGHER & CO. | AJG.COM
Evolution to Wellbeing: Graduating from Traditional Wellness to Viewing
Employee Wellbeing as an Organizational Solution
Rebecca Kruske | September 2018
NHRMA
© 2018 ARTHUR J. GALLAGHER & CO. | AJG.COM
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• I grew up in a little town, with one stop sign-
in San Diego County!
• I’ve learned to never say, “I’ll never…”
• Since Jan. 2018 I’ve taken over 100 flights!
About me…
© 2018 ARTHUR J. GALLAGHER & CO. | AJG.COM
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The reasons employers are investing in wellbeing are shifting…
1. Reducing healthcare costs (60%)
2. Creating a desirable culture (43%)
3. Improving employee experience and satisfaction (37%)
62
41
34
60
4337
2016 2017
Cost Culture Experience
Increasing awareness of the
importance of culture and employee
experience on organizational
objectives
Start with Why
© 2018 ARTHUR J. GALLAGHER & CO. | AJG.COM
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JOBLESS CLAIMSLowest in 45 years
1 The Washington Post, “U.S. economy added 103,000 jobs in March; unemployment rate stays at 4.1 percent,” April 2018
2 New Hampshire Union Leader, “Jobless claims dip to more than 45-year low,” March 2018
4.1%UNEMPLOYMENT
Major trends contributing to a labor
market shift
© 2018 ARTHUR J. GALLAGHER & CO. | AJG.COM
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Times are changing….
Financial advisor sessions (61%)
Employee discounts (67%)
Employee recognition (81%)
Training & development (68%)
Volunteer opportunities (82%)
© 2018 ARTHUR J. GALLAGHER & CO. | AJG.COM
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Total Wellbeing
© 2018 ARTHUR J. GALLAGHER & CO. | AJG.COM
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Everything is connected
More employers are recognizing that employees’ physical and
emotional wellbeing affects job performance.
1 Arthur J. Gallagher & Co., “Benefits Strategy & Benchmarking Survey — Executive Summary,” 2017
© 2018 ARTHUR J. GALLAGHER & CO. | AJG.COM
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LONG HOURS JOB INSECURITYINJUSTICE/
FAIRNESS
WORK/FAMILY
CONFLICT
Blood
PressureStress Migraines
Sleep
Disorders
Obesity
Risk
Heart AttackBlood
Pressure
Sickness
related absence
DiabetesOpinion
of HealthBurn Out
Risk
Heart Attack
Injury DepressionOpinion
of health
Engagement Derailers & Health Risks
© 2018 ARTHUR J. GALLAGHER & CO. | AJG.COM
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What We’re Aspiring To….
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Engaged, thriving
employees are more
likely to…
The opportunity…
• Be agile and resilient
• Volunteer their time
• Recover quicker
• Report excellent performance
• Stay with their employer
• Have fewer health problems & lower health costs
• Participate in workplace wellness efforts
Simultaneously address wellbeing & engagement to
build a culture that supports the behaviors leading to
a healthy and engaged workforce and supports your
employer value proposition.
The Impact: Wellbeing & Employee
Engagement are Strongly Linked
© 2018 ARTHUR J. GALLAGHER & CO. | AJG.COM
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Applying 3 C’s across
key career dimensions
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© 2017 ARTHUR J. GALLAGHER & CO. | AJG.COM
Something is missing…
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• Use purposeful, trained attention to decrease
the negative thoughts in your mind and bring
greater focus on the most meaningful aspect of
an experience. (Mayo Clinic 7/4/14)
Resilience:toughness; the capacity to recover quickly from
difficulties
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Perception is everything!
15©2018 ARTHUR J. GALLAGHER & CO. | AJG.COM
Creating a resilient workplace
Individual resilience builds organizational resilience.
2 American Heart Association, “Resilience in the Workplace: An Evidence Review and Implications for Practice,” October 2017
RESILIENCE
Stress
Job satisfaction
Work happiness
Organizational commitment
Employee engagement
16©2018 ARTHUR J. GALLAGHER & CO. | AJG.COM
Managerial influence
5 Cable News Network, “A bad work environment can be bad for your health,” August 2017
Culture Breakers
• No development plan
for managers
• Stressful working
conditions
• Negative work
environment
• Poor health
outcomes
• Being closed to
feedback
Culture Makers
• Allow employees to
have a voice
• Define clear
performance goals
• Give timely and
constructive feedback
• Communicate in a way
that fosters trust and
confidence
• Offer support in
developing a career path
Workforce managers can make or break workplace culture.
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• Caring and supportive relationships within and outside the family
• Role models - encouragement & reassurance
• Capacity to make realistic plans & carry them out
• Positive view of self & confidence in strengths/abilities
• Communication skills & problem solving
• The capacity to manage strong feelings and impulses
Source: American Psychological Association (2018)
Factors in resilience
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✓ Start with leading by example and build your own personal
resilience… remember positivity counts!
6 ways to build resilience
Sources: American Psychological Association (2018) and UC Berkley, Greater Good Science Center (2016)
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✓ Identify your sense of purpose and have team members find meaning in
what they do
Sources: American Psychological Association (2018) and UC Berkley, Greater Good Science Center (2016)
6 ways to build resilience
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✓ Accept change in inevitable
Sources: American Psychological Association (2018) and UC Berkley, Greater Good Science Center (2016)
6 ways to build resilience
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✓ Foster an environment that encourages social dynamics- build a
workplace support network
Sources: American Psychological Association (2018) and UC Berkley, Greater Good Science Center (2016)
6 ways to build resilience
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✓ Encourage problem-solving skills and case scenarios
Sources: American Psychological Association (2018) and UC Berkley, Greater Good Science Center (2016)
6 ways to build resilience
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• Expect team members to be flexible and adaptable and hold them to it.
Sources: American Psychological Association (2018) and UC Berkley, Greater Good Science Center (2016)
6 ways to build resilience
Thoughts
Feelings
Disposition
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© 2017 ARTHUR J. GALLAGHER & CO. | AJG.COM
Tying it together….
© 2018 ARTHUR J. GALLAGHER & CO. | AJG.COM
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Everything is connected!
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Wellbeing & Engagement
Assess your unique culture, strategic business model and
organizational objectives
Understand your workforce and talent strategy to develop
initiatives that are relevant by career stage and support
destination employer efforts
Identify prevailing population health risks through analyzing
biometric, claims, and utilization data in conjunction with
employee focus group/survey information to assess readiness
to change.
Build a long-range philosophic vision focused on total
wellbeing and engagement that enhances culture and improves
You need to understanding your organization’s culture
through a broad integrated approach!
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Customizing Your Plan
A wellbeing assessment should provide useful insights.
• Understand the needs and wants of employees
• Identify any silos to dismantle
• Determine the value of currently offered resources
1. Do they support and foster both organization and employee wellbeing?
2. Do they include support for all areas of wellbeing?
3. Do they especially support the areas of wellbeing that matter most to your employees?
4. Did you ask your employees which areas of wellbeing matter most?
5. Are you being fiscally responsibility in selecting the programs/ resources that will make
the greatest impact?
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Resources
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© 2017 ARTHUR J. GALLAGHER & CO. | AJG.COM
Thank you!