Leading metrics to predict outcomes
Productivity, health care costs, and workplace resilience are big ROIs of workplace wellbeing. But they are also end-stage outcomes of highly effective wellbeing programs. To get here, companies need to reach a tipping point of employee engagement where lifestyle risks are being reduced and health improvements are being made.
And What Employers Can Do
Lifestyle change for the sake of achieving better health and a longer life requires commitments.
Even when change is in our own best interest, humans must overcome hurdles to follow through, including our own biology. Human biology favors energy conservation and wires us toward routine.
Companies want it. Vendors claim to do it. What is it?
Personalization is certainly the buzz in employer-wellbeing. But what does it mean for capabilities, offerings, and experiences? Does setting your own goals or picking activities equal personalization?
Health cultures take more than knowing your workforce’s risks
Employees want workplaces to prioritize their health, yet engagement continues to lag in many employer-sponsored wellbeing programs.
Wellbeing technology that supports leaders to accelerate change.
There is little debate on the impacts of workforce engagement on organizational viability and effectiveness.
A framework to support workforce resiliency
It is no overstatement to say that America, along with the rest of the world, is in the midst of a workforce resiliency crisis.