Wellbeing in the Workplace: Why Employee Engagement Matters (Optimity Webinar Recap)

Posted by Tasneem Panchbhaya 


We had a great webinar in May, in honour of Global Employee Health and Fitness month. I sat down with Optimity’s CEO, Jane Wang, to talk about how to promote best practice tips in the workplace to promote employee engagement. You can watch the full webinar here. Here are a few key takeaway points from the webinar:  

Employee engagement is the number one problem to solve; with absenteeism and productivity as the second top concern for HR leaders.

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We took a quick poll at the start of the webinar to see what some of the leading issues were in the workplace, and it turns out employee engagement was a huge concern for 77% of our attendees, so our webinar topic clearly hit home with a lot of people.

With growing focus on employee health, corporate wellness programs are increasingly becoming the order of the day. Research shows, that those individuals who exercise frequently, stayed home from work on an average 2.11 days fewer annually and had 31% lower health care costs than individuals who didn’t exercise regularly. These numbers alone stress the importance of setting up corporate wellness programs.

Almost 50% of medical costs are incurred due to illnesses that can be avoided with small lifestyle changes. Corporations have begun to realize the importance of healthy employees and are working to encourage employees to lead increasingly healthier lifestyles.

One of the studies we discussed in the webinar by Aon Hewitt, established that successful employers make employee engagement a business priority. When employers care about their employees, the employees respond with a better rational and motivation. This leads to 20% increase in engaged employees. When putting this number into context, it means if an organization has 30,000 employees, then there are 6000 employees who are going above and beyond with their jobs to serve their customers and drive efficiency. The graph below reflects these stats, where there is roughly a 20% gap between “best employers” and others (employers who don’t prioritize employee engagement), and we can see the difference in how much more successful the organization is when employee engagement is at the top of the employers agenda.  

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Organizations know that wellness programs are key to addressing employee issues, which is why more than half the organizations already have wellness programs.

wb chart-2With the second poll that we took, it clearly supported the new industry norm of wellness programs being a prominent addition in majority of workplaces, with 77% stating they already incorporate a wellness program in their organization.

 

Wellness programs don’t just benefit employers, it also supports the needs of the employees, some of which are:

●  Improving their physical strength, stamina, and general well being
●  Improving their focus at work
●  Increasing job satisfaction and fostering a positive outlook on life
●  Bettering relations with co-workers and supervisors  

An effective workplace wellness programs is the backbone to improving engagement in the workplace. Gallup’s most recent global research finds only 13% of employees worldwide are engaged at work, and according to the latest State of the American Workplace report, just 33% of employed residents in the United States are engaged at work.

Here are two important facts that came about a study done by The Corporate Leadership Council on employees performance and retention:

  • Engaged companies grow profits as much as 3X faster than their competitors.
  • Highly engaged employees are 87% less likely to leave the organization.

Other key findings were that:

  • A disengaged employee costs an organization approximately $3,400 for every $10,000 in annual salary.
  • Disengaged employees cost the American economy up to $350 billion per year due to lost productivity.

All these key findings suggest that if companies want to boost productivity and profitability, customer loyalty, and bring down attrition and disengagement losses, they need to start engaging employees.

So you may be wondering, what’s the solution, especially if more than half of organizations have already incorporated a wellness program, why is engagement so low? Well the problem and the solution lie in the approach to wellness. A lot of the organizations are still relying on traditional approach to wellness programs, and that’s not to say they’re not good, they’re just not as effective in getting high participation and and sustainability. What successful organizations are doing is going digital.

Non-traditional approaches to wellness are still the most common route used by many organizations. 

wb chart-3The last poll we did during this webinar was to see how our attendees faired with using a digital wellness tool. Although a few have had the chance to implement it, more than half do not, and this just shows why only a handful of organizations have such great engagement rates, they’re implementing wellness programs the right way, the digital way.

One of the main reason’s why a digital wellness program is so effective is with their use of a dynamic and innovative health risk assessment (HRA).

An effective HRA allows the wellness program to understand the nuances of an individual’s statistical situation by collecting their key biometric data and health information. With the rise of artificial intelligence (AI) we’ve now been able to integrate a wellness system to take information from the HRA and use it to automatically create a tailored program for the individual. This approach customizes, and tailors the program to the individuals needs which is a huge leap forward from traditional approaches that focuses solely on fitness and nutrition, and requires on site attendance for wellness programs. The digital approach gives the individual the power to create true and meaningful change. 

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To learn more about implementing a successful wellness program that increases engagement, be sure to check out our webinar, where we also go over our top 3 best practice tips that you can implement in your workplace, even if you don’t (yet) have Optimity.  

A comprehensive corporate wellness programs have proven to be beneficial and cost effective to the employer as well as the employee in the long run. If you’d like more information on implementing a successful wellness program, please reach out to us at engage@myoptimity.com.  

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5 Ways to Build Positive Work Relationships

Posted by Abena Osei-Kwabena
TIME STAMP: 3 MINUTE READ
Developing a positive and motivating work environment is a top priority to make your workplace more enjoyable and less stressful. A positive work environment not only helps professionals physically, mentally and emotionally, but also influences their overall productivity.
Building relationships isn’t always easy and they can take time to develop and foster. A lot of companies now promote social gatherings, friendly contests, entertaining events and humour enhancing strategies for light-hearted fun and as a form of breaking the ice. There is also a direct correlation between a positive work environment and increased employee satisfaction.

Here are a few ways you can build a positive work relationship:

1. Be polite

Simply exchanging a smile or a friendly greeting is a great first step in developing a productive workplace. Maintaining eye contact and referring to colleagues by their names are effective conversation starters that build an opportunity to socially interact with teammates and develop a rapport with them. For a positive environment to flourish say no to “blame games” or gossip as they are foster a toxic workplace culture and diminish the sense of community.

2. Appreciate diversity

Everyone is different. We each have different viewpoints, approaches, potency and limitations so it’s important to listen, share and appreciate the differences between each of your co-workers. Being unbiased and celebrating diversity will help you become a good leader while enabling others to share their thoughts within the organisation. Everyone has value and something that they can bring to the table!

3. Exercise efficient communication

To practise effective and clear communication, you should be able to express the right emotion behind your message. Communication not only includes clear expression of thought but also includes complimenting others for their contributions, ideas or thoughts.  This can immensely help in building a pleasant and reliable relationship in your workplace.

4. Placing the right person in the right place

Before hiring a new employee, learn their skills, interests, passions, knowledge, culture and work style. This can help in placing the right person in the right place. Friction can occur among employees if a less qualified individual is hired to manage more qualified employees. Looking at the status-quo, the manager should act accordingly to avoid blame games, competition and negative workflow.

5. Incorporate incentives

The most important step towards building a healthy work environment and positive relationships is to be appreciative. Appreciation can be shown in the form of money, like a bonus or raise, or non-monetary in the form of public appreciation or a thank-you email. This can help to boost the morale of employees, potentially increase their productivity moving froward, increase their loyalty towards the organisation and reduce the turnover.
While these tips are pretty straightforward, they can definitely improve your workplace environment and culture.  Occasionally you will have to work with someone that you just don’t click with, but for the sake of your work it is important for you to maintain your professionalism and be civil. Just remember: you don’t need to be best friends and you can’t control others, but you can do your part and approach your workplace relationships with a positive attitude.
Share a bit of #Health and #Joy with colleagues, friends and family – download Optimity

 

Abena is a Client Services Associate at Optimity. She graduated from the University of Toronto with a BSc in Global Health. She is passionate about human rights and health education, and hopes to develop tailored interventions to combat health inequities around the globe. Her interests include story writing, camping and exploring different cultures on her travels.

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Employers Turn to Workplace Wellness to Help Reduce Health Care Costs

Posted by Trista Chan

Employees are the assets of any organization, and to sustain these assets and benefit from their long term service, it’s vital to maintain their wellbeing. With the increase in awareness around living a healthy lifestyle, many employers now offer workplace wellness programs to their employees. These programs help in reducing healthcare costs and providing long term benefits to employees and their families. These programs also provide knowledge on eating a healthy diet, the benefits of a healthy lifestyle, regular exercise and leading a happy and healthy life.

According to the reports of the Society for Human Resource Management, more than 70% of employers offer wellness programs to their employees, which is almost a 10-15% increase compared to previous years.

It’s expected that everyone, during some stage of their life will face some sort of health issue, whether it be due to an unhealthy diet, sleep deprivation, alcohol, or hereditary causes.  So by utilising the benefits from wellness programs employees can make positive changes in their health and overall productivity by reducing absenteeism, stress and increasing their performance and efficiency.
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So, why do employers offer wellness programs to employees?

Employers understand the fact that a healthy employee will fetch far better outcomes than an unhealthy employee. A wellness program can offer regular health checks of employees and their families, guide them on health risks and how to prevent them, provide regular medication and provide information on the importance of exercising. When an organization emphasizes how important it is that their employees are a part of the wellness program, the employees become more aware about leading a healthy life by following healthy habits.  This can also have a domino effect on the employees’ work lives. By providing your employees with a robust wellness program, you enable them to get more out of their life and become a happier person at work, which leads to more enjoyment at work, and better results for the company.

How do wellness programs help employers reduce healthcare cost?

Wellness programs help employees identify any health risks they have and provide information on how to live a healthy life. Participating in a wellness program can help in reducing an organization’s healthcare costs due to a decrease in absenteeism, reduction in medical claims, reduction in employee stress, boosted performance and increased social interaction with family and friends. When the employees are satisfied with their health and life in general, they are more likely to put in maximum efforts at work.

Basic services that are offered under a general wellness program includes stress management, obesity reduction, healthy diet plans, blood pressure checks, cholesterol level checks, fitness guides, time management sessions etc.  Although the initial outlay of implementing a wellness program can sometimes be costly, the overall healthcare costs are reduced significantly for both employers and employees.  For example, clients of Optimity see an ROI of $1.80 to $6.93 back for every $1 spent on wellness.

 

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Trista Chan is a Wellness Strategy Advisor at Optimity.  She leverages her education in nutrition and experience in corpoate health to guide organizations in building healthy, engaged employees.  Her “me-time” activities include yoga, reading health blogs, cooking….did she mention she likes wellness?  Her passion for all things health-related shines through in both her work and personal life.  

To learn more about how you can implement a strategic program to improve employee health outcomes and optimize work culture, contact me at tchan@myoptimity.com for a free consult.  I’ll be happy to support your organization in its wellness journey.

 

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Get the Most from Your Corporate HRA Programs

If you need to maximise the ROI from your corporate healthcare program, then it’s wise to adopt a step by step approach. Before anything else, an extensive and complete Health Risk Appraisal/ Assessment of your organization is an absolute must for any such program to be successful.

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 What an HRA must include?

 If you need to maximise the ROI from your corporate healthcare program, then it’s wise to adopt a step by step approach. Before anything else, an extensive and complete Health Risk Appraisal/ Assessment of your organization is an absolute must for any such program to be successful.

What an HRA must include?

Typically a HRA gives you a complete rundown about demographic characteristics, lifestyle information, personal and family medical history, height and weight, body composition analysis and blood pressure, sugar and cholesterol levels of your workforce. Specific and individual chronic conditions need to be elaborative.

 

What you must consider before designing and implementing an HRA program?

An effective HRA is one which maintains ethics, is technically sound and able to provide feedback and give space for follow ups. Providing incentives for participation and healthy mode of administration keeps the enthusiasm and eases the task. In every way, ROIs need to be calculated accurately before designing the final blueprint of the program.

What are the benefits of HRA?

HRAs give you comprehensive information about your workforce’s real age. For example, if your company have 60% of employees as obese and only 5% of are smokers, then fitness and diet programs need to have a larger focus. It also gives indications about what work or psychological conditions may be contributing to the problem.

 

How can HRAs go wrong?

If HRAs are not analysed properly, it can give you low or absolutely no ROI. HRAs can go wrong when you haven’t prepared your questionnaire properly (especially when assessing mental health related problems), by not maintaining ethics and secrecy, by making it a lengthy and time consuming process and by not explaining the process well or being unable to provide immediate, true and technical feedbacks.

 

Why you should create a momentum?

Studies show that 90% of employees say yes to the conduction of HRAs, but only 62% of them actually turn up. Most of them are disinterested and take corporate healthcare programs as an irrelevant process. Unless you are making it compulsory, corporate HRA programs need to be promoted, well explained and encouraged. You must explain how these programs can actually help each individual in maximizing their performance in both the workplace and in their personal life.

 

How you can ease the process of HRAs?

A recent study shows that more than 23% of respondents feel hesitant to open up to a corporate associated healthcare professional. However, if they are provided an online platform, they feel much more comfortable. Online HRA is also faster and the employer gets easy and immediate access to the contents and functionality. The more employees participate in the process, the better your data analysis and hence the more accurate your ROI calculations are.

 

What you must consider before designing and implementing an HRA program?

An effective HRA is one which maintains ethics, is technically sound and able to provide feedback and give space for follow ups. Providing incentives for participation and healthy mode of administration keeps the enthusiasm and eases the task. In every way, ROIs need to be calculated accurately before designing the final blueprint of the program.

 

What are the benefits of HRA?

HRAs give you comprehensive information about your workforce’s real age. For example, if your company have 60% of employees as obese and only 5% of are smokers, then fitness and diet programs need to have a larger focus. It also gives indications about what work or psychological conditions may be contributing to the problem.

 

How can HRAs go wrong?

If HRAs are not analysed properly, it can give you low or absolutely no ROI. HRAs can go wrong when you haven’t prepared your questionnaire properly (especially when assessing mental health related problems), by not maintaining ethics and secrecy, by making it a lengthy and time consuming process and by not explaining the process well or being unable to provide immediate, true and technical feedbacks.

 

Why you should create a momentum?

Studies show that 90% of employees say yes to the conduction of HRAs, but only 62% of them actually turn up. Most of them are disinterested and take corporate healthcare programs as an irrelevant process. Unless you are making it compulsory, corporate HRA programs need to be promoted, well explained and encouraged. You must explain how these programs can actually help each individual in maximizing their performance in both the workplace and in their personal life.

 

How you can ease the process of HRAs?

A recent study shows that more than 23% of respondents feel hesitant to open up to a corporate associated healthcare professional. However, if they are provided an online platform, they feel much more comfortable. Online HRA is also faster and the employer gets easy and immediate access to the contents and functionality. The more employees participate in the process, the better your data analysis and hence the more accurate your ROI calculations are.

 

 

Hilary is a Wellness Advisor at Optimity. She graduated from the University of Guelph with a B.Sc. in Human Kinetics. She aims to empower others to live their healthiest and happiest lives. Her interests are swimming, hiking and hanging out with friends and family. Wellness is a big part of her life and she hopes to make it a part of others.

 

Sign up for Optimity to start leading a healthier life and claiming rewards!

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