Location via proxy:   [ UP ]  
[Report a bug]   [Manage cookies]                
SlideShare a Scribd company logo

How to Create a Culture of Organizational Well-being

•
•
Human Capital Media
Human Capital Media

To create a healthier and more productive workforce, organizations have begun to expand their traditional view of wellness programs to focus on overall employee well-being. This new view extends beyond physical health to include emotional/mental, spiritual and financial well-being. Additionally, well-being takes a “holistic” view of the employee and incorporates other elements such as social well-being that includes relationships both in and outside of the workplace. Managing the “whole employee” means acknowledging that everyone is multidimensional and has numerous roles to balance in life — all of which affect job performance. The “whole employee” concept is also about allowing the employee to bring their “whole” self to work. This means that physical well-being is not just about offering health screenings and assessments to your employees but also making real cultural changes in the workplace that allow employees to truly shut down when they clock out at the end of the day. In this webinar, you will learn: What the difference is between wellness and well-being. What role well-being plays in the engagement of an organization’s employees. How to embed well-being into the culture of your organization.

Related slideshows

Personal excellence
Personal excellencePersonal excellence
Personal excellence
 
The Future of Health Leadership and Management
The Future of Health Leadership and ManagementThe Future of Health Leadership and Management
The Future of Health Leadership and Management
 
Employees Motivation
Employees MotivationEmployees Motivation
Employees Motivation
 
1 of 36
Download to read offline
#WFwebinar Sponsored by: The presentation will begin at the top of the hour. A dial in number will not be provided. Listen to today’s webinar using your computer’s speakers or headphones. Welcome to the webinar!
#WFwebinar Sponsored by:         Tools You Can Use Audio Control –  A dial in number will not be provided. –  Adjust the volume by sliding the indicator in the Media Player box to the right. –  Also check your computer’s volume for external speakers or headsets.
#WFwebinar Sponsored by: Tools  You  Can  Use   Speaker Bios Resources Media Player Q&A Slides Twitter Help Post Event EvaluationShare This Group Chat HRCI & SHRM WF Webinars
#WFwebinar Sponsored by:         Tools You Can Use Q&A and Live Group Chat –  Enter your first name and initial and join the live discussion with other webinar attendees –  Enter technical or content-related questions into the Q&A box –  Type your question in the space at the bottom. –  Click “Submit.”        Q&A Group Chat
#WFwebinar Sponsored by:         Tools You Can Use Twitter -  Click “Post” in the Twitter widget. #WFwebinar @WorkforceNews
#WFwebinar Sponsored by:         1. May I receive a copy of the slides? YES! Click on the resource list located on the top right portion of your screen. 2. May I review the webinar recording at a later date? YES! You may log in again using today’s link to review the presentation on-demand. 3. Is this webinar HRCI or SHRM certified? YES! The HRCI certification code will appear in the box to the right of the slides after the required watch-time has elapsed. Frequently  Asked  Ques6ons  
How to Create a Culture of Organizational Wellbeing Sponsored by:
15+ years in HR: practitioner, analyst, and academic Industry Experience: •  Analyst: Research Director, Aberdeen Group; Senior HCM Researcher, i4cp •  HR Practitioner: Thomson Reuters, Raytheon, John Hancock, Vistaprint, Fleet Bank (now Bank of America) ü  Talent & Development, OD, HR Analytics, HRIS, HR Management, and L&D Education and Certifications: •  PhD, Human Capital Management: Bellevue University •  Master of Science, Human Resources: Suffolk University •  Master of Music, Musical Theatre: Boston Conservatory •  Bachelor of Science, Theatre: Eckerd College •  Memberships/Certifications: SHRM, NEHRA, AOM, Actor’s Equity; PHR (HRCI) Dr. Michael M. Moon Founder & Principal Consultant, MMM & Associates @mikemmoon www.linkedin.com/in/mikemmoon mmm@michaelmoonhcm.com
Brought to you by: USE CODE “WORKFORCE” FOR $150 OFF CONFERENCE REGISTRATION www.ThriveSummit.com _______________________________________________
Objectives In this webinar you will learn: v The difference between wellness and wellbeing v The role that wellbeing plays in the engagement of an organization’s employees v How to embed wellbeing into the culture of your organization
Agenda v The State of Workplace Wellness v Wellness vs. Wellbeing: A Comparison v Organizational Culture: Values, Leadership Actions, Norms and Behaviors v The 5 Components of Employee Well-Being v Special Topics: Work-life Balance, Stress, Breaks v Technologies Role in Well-Being v Final Remarks v Q&A
State of Workplace Wellness Risk factors include: ü  High blood cholesterol and triglyceride levels ü  High blood pressure ü  Diabetes and prediabetes ü  Being overweight/obesity ü  Stress ü  An unhealthy diet Leading Cause of Death Costs ü  Lost Productivity ü  Increased Healthcare Premiums (employee/er) ü  Absenteeism/Presenteeism Studies: ü  $390 and $580 million - Obesity & lost productivity (2011) ü  61% all costs related to lost productivity due to presenteeism (2004)
Source: Gallup (2014), http://www.gallup.com/poll/175286/hour-workweek-actually-longer-seven-hours.aspx 47 hour workweek Where are Workers Spending Their Time? 55% of awake time at work Source: BLS (2014), http://www.bls.gov/tus/charts/ 39% 44.5 hour workweek
Well-Being? Wait, What Happened to Wellness? Wellness •  Two-dimensional •  Primary focus has historically been physical and mental health •  Avoidance or prevention from becoming ill •  Absence of something •  Reduce costs Well-being •  Multi-faceted and complex •  Physical, mental/emotional, social, financial, spiritual, etc. (whole-employee approach) •  Emphasis on living a life “well-lived” •  Presence of something •  Improve employee experience and engagement Research findings on the effects of improved workplace well-being: •  Increase the well-being of other employees •  Result in employees staying in their jobs longer •  Increase an organization’s stock market value.
v  We have a well-being program in place already and we want to expand. v  Implementing a well-being program is definitely a focus this year and we plan to have one in place before year-end. v  We know we need one, but still getting buy-in from leadership. v  We know we need one, but not sure how to get started. v  A well-being program would be nice to have, we just don’t have the time or resources right now. Polling Question What are your plans for implementing a well-being program at your organization this year?
Well-Being: What’s Culture Got to Do With It? Leadership Actions Performance Measures People Practices Vision, Purpose, & Strategy Org. Structure Competitive Context Shapers Values Norms Beliefs Philosophy Symbols Manifestations Behaviors Decisions Impact Performance Results … shared understanding of the values and beliefs in an organization that provide the guidelines and rules for behavior (norms).
Well-Being: What’s Culture Got to Do With It?: Deeper Dive v Leadership Actions v Values - deeply rooted and visible v Norms (of behavior) v People Practices
The 5 Components of Employee Well- Being
The 5 Components of Employee Well-Being Organization/Work Social Physical Financial Mental Three Aspects: •  Hedonic •  Eudaimonic •  Evaluative
Organizational Well-Being ü  Feedback - positively related to well-being at work. ü  Control over work environment - higher job satisfaction, fewer health problems, and less stress. ü  Goal setting (clarity) - increased job satisfaction and greater sense of competence and achievement.
Financial Well-Being v  Education programs - make better spending decisions, how to save money and minimize risk v  Implement technology that allow employees build healthy habits around managing their finances v  Utilize a multi-pronged approach to communicating the existence of financial wellness programs v  Automatically opt employees into retirement plans Financial Stress #1 Stressor in U.S. Source: American Psychological Association,2015: Stress in America, Paying with our Health.
Mental Well-Being •  Positive Psychology (Happiness, strength of character) •  Psychological Capital (high self-efficacy, optimism, hope and resiliency) •  Flourishing - mental health approach (emotional, psychological and social well-being) “Mental (or emotional health) refers to an individual’s overall psychological well-being” Actions you can take: •  Consider a strengths-based approach to assessing performance •  Train employees to improve their own psychological capital •  Recognition and support of employee accomplishments
Social Well-Being ! 7X more likely to be engaged “Social well-being - a subjective measure of well-being that is evidenced for an individual by having strong and loving relationships; a sense of involvement with other people and with our communities.
Social Well-Being ! Social recommendations: ü  Encourage group participation in fitness challenges to increase accountability among participants ü  Implement wellness champions to create reinforced networks and social bonds ü  Co-contribution opportunities/volunteering programs•  Social Contagion & Health •  Social Support
Physical Well-Being Physical Activity: ü  Organized activities/ challenges ü  Encouraging staff to take breaks ü  Active workstations ü  Secure bike racks ü  A state of physical well-being is not just the absence of disease ü  It includes a focus on both physical fitness, eating healthy and getting the proper amount of rest Eating Healthy: ü  Healthy choices – at cost ü  Provide cooking utensils/ appropriate food storage ü  Weight-loss challenges
Physical Well-Being Oristand Cubii
The Pivotal Role that Technology Plays in Behavior Change v Provide real-time feedback v Well-suited to disrupt undesired habits and increase the chances of durable, lasting behavior change. v Health-mashups create sustained use of technology v Mobile access is key
Work-Life Balance/Blending v Work from home v Flexibility and individuality v Avoid a culture of long hours and overwork from emerging Source: Abdallah, S., and Shah, S. (2012). Well-being patterns uncovered: An analysis of UK data. London: NEF.
Take a Fika Break
Stress Isn’t Really About Stress & Relationships Really Do Matter Source: http://www.fastcompany.com/3056310/work-smart/theres-no-such-thing-as-stress-heres-whats-really-bothering-you?partner=themost&utm_source=themost&utm_medium=link
Whole-Employee Approach to Well-Being Organization/Work Social Physical Financial Mental
Final Remarks v Wellness cannot be centered around “one” time activities v Well-being needs to be about the “whole- employee” v Focus on the value not on the ROI v Embed well-being in your culture
Thanks! Any questions? You can find me on Twitter @mikemmon & mmm@michaelmoonhcm.com
Appendix: Source Abdallah, S., and Shah, S. (2012). Well-being patterns uncovered: An analysis of UK data. London: NEF. Bentley, F., Tollmar, K., Stephenson, P., Levy, L., Jones, B., Robertson, S., ... & Wilson, J. (2013). Health Mashups: Presenting statistical patterns between wellbeing data and context in natural language to promote behavior change. ACM Transactions on Computer-Human Interaction (TOCHI), 20(5), 30. Christakis, N. A., & Fowler, J. H. (2009). Connected: The surprising power of our social networks and how they shape our lives. Little, Brown. Goetzel, R. Z., Long, S. R., Ozminkowski, R. J., Hawkins, K., Wang, S., & Lynch, W. (2004). Health, absence, disability, and presenteeism cost estimates of certain physical and mental health conditions affecting US employers. Journal of Occupational and Environmental Medicine, 46(4), 398-412. Haidt, J., & Keyes, C. L. (Eds.). (2003). Flourishing: Positive psychology and the life well-lived. American Psychological Association. Harter, J. K., Schmidt, F. L., & Keyes, C. L. (2003). Well-being in the workplace and its relationship to business outcomes: A review of the Gallup studies. Flourishing: Positive psychology and the life well-lived, 2, 205-224. Hermsen, S., Frost, J., Renes, R. J., & Kerkhof, P. (2016). Using feedback through digital technology to disrupt and change habitual behavior: A critical review of current literature. Computers in Human Behavior, 57, 61-74. Lynch, Shana. February 23, 2015. Why Your Workplace Might Be Killing You. Retrieved, March 9, 2016 from https://www.gsb.stanford.edu/insights/why-your- workplace-might-be-killing-you Wang, Y. C., McPherson, K., Marsh, T., Gortmaker, S. L., & Brown, M. (2011). Health and economic burden of the projected obesity trends in the USA and the UK. The Lancet, 378(9793), 815-825.
#WFwebinar Sponsored by:         Please complete the webinar evaluation.
#WFwebinar Sponsored by:         Register for the next Webinar! HR and the Challenge of Agile Talent Wednesday, March 23, 2016 Webinars start at 2 p.m. Eastern / 11 a.m. Pacific Register for all upcoming Workforce Webinars at events.workforce.com/webinars OR click the icon on the widget bar!

More Related Content

How to Create a Culture of Organizational Well-being

  • 1. #WFwebinar Sponsored by: The presentation will begin at the top of the hour. A dial in number will not be provided. Listen to today’s webinar using your computer’s speakers or headphones. Welcome to the webinar!
  • 2. #WFwebinar Sponsored by:         Tools You Can Use Audio Control –  A dial in number will not be provided. –  Adjust the volume by sliding the indicator in the Media Player box to the right. –  Also check your computer’s volume for external speakers or headsets.
  • 3. #WFwebinar Sponsored by: Tools  You  Can  Use   Speaker Bios Resources Media Player Q&A Slides Twitter Help Post Event EvaluationShare This Group Chat HRCI & SHRM WF Webinars
  • 4. #WFwebinar Sponsored by:         Tools You Can Use Q&A and Live Group Chat –  Enter your first name and initial and join the live discussion with other webinar attendees –  Enter technical or content-related questions into the Q&A box –  Type your question in the space at the bottom. –  Click “Submit.”        Q&A Group Chat
  • 5. #WFwebinar Sponsored by:         Tools You Can Use Twitter -  Click “Post” in the Twitter widget. #WFwebinar @WorkforceNews
  • 6. #WFwebinar Sponsored by:         1. May I receive a copy of the slides? YES! Click on the resource list located on the top right portion of your screen. 2. May I review the webinar recording at a later date? YES! You may log in again using today’s link to review the presentation on-demand. 3. Is this webinar HRCI or SHRM certified? YES! The HRCI certification code will appear in the box to the right of the slides after the required watch-time has elapsed. Frequently  Asked  Ques6ons  
  • 7. How to Create a Culture of Organizational Wellbeing Sponsored by:
  • 8. 15+ years in HR: practitioner, analyst, and academic Industry Experience: •  Analyst: Research Director, Aberdeen Group; Senior HCM Researcher, i4cp •  HR Practitioner: Thomson Reuters, Raytheon, John Hancock, Vistaprint, Fleet Bank (now Bank of America) ü  Talent & Development, OD, HR Analytics, HRIS, HR Management, and L&D Education and Certifications: •  PhD, Human Capital Management: Bellevue University •  Master of Science, Human Resources: Suffolk University •  Master of Music, Musical Theatre: Boston Conservatory •  Bachelor of Science, Theatre: Eckerd College •  Memberships/Certifications: SHRM, NEHRA, AOM, Actor’s Equity; PHR (HRCI) Dr. Michael M. Moon Founder & Principal Consultant, MMM & Associates @mikemmoon www.linkedin.com/in/mikemmoon mmm@michaelmoonhcm.com
  • 9. Brought to you by: USE CODE “WORKFORCE” FOR $150 OFF CONFERENCE REGISTRATION www.ThriveSummit.com _______________________________________________
  • 10. Objectives In this webinar you will learn: v The difference between wellness and wellbeing v The role that wellbeing plays in the engagement of an organization’s employees v How to embed wellbeing into the culture of your organization
  • 11. Agenda v The State of Workplace Wellness v Wellness vs. Wellbeing: A Comparison v Organizational Culture: Values, Leadership Actions, Norms and Behaviors v The 5 Components of Employee Well-Being v Special Topics: Work-life Balance, Stress, Breaks v Technologies Role in Well-Being v Final Remarks v Q&A
  • 12. State of Workplace Wellness Risk factors include: ü  High blood cholesterol and triglyceride levels ü  High blood pressure ü  Diabetes and prediabetes ü  Being overweight/obesity ü  Stress ü  An unhealthy diet Leading Cause of Death Costs ü  Lost Productivity ü  Increased Healthcare Premiums (employee/er) ü  Absenteeism/Presenteeism Studies: ü  $390 and $580 million - Obesity & lost productivity (2011) ü  61% all costs related to lost productivity due to presenteeism (2004)
  • 13. Source: Gallup (2014), http://www.gallup.com/poll/175286/hour-workweek-actually-longer-seven-hours.aspx 47 hour workweek Where are Workers Spending Their Time? 55% of awake time at work Source: BLS (2014), http://www.bls.gov/tus/charts/ 39% 44.5 hour workweek
  • 14. Well-Being? Wait, What Happened to Wellness? Wellness •  Two-dimensional •  Primary focus has historically been physical and mental health •  Avoidance or prevention from becoming ill •  Absence of something •  Reduce costs Well-being •  Multi-faceted and complex •  Physical, mental/emotional, social, financial, spiritual, etc. (whole-employee approach) •  Emphasis on living a life “well-lived” •  Presence of something •  Improve employee experience and engagement Research findings on the effects of improved workplace well-being: •  Increase the well-being of other employees •  Result in employees staying in their jobs longer •  Increase an organization’s stock market value.
  • 15. v  We have a well-being program in place already and we want to expand. v  Implementing a well-being program is definitely a focus this year and we plan to have one in place before year-end. v  We know we need one, but still getting buy-in from leadership. v  We know we need one, but not sure how to get started. v  A well-being program would be nice to have, we just don’t have the time or resources right now. Polling Question What are your plans for implementing a well-being program at your organization this year?
  • 16. Well-Being: What’s Culture Got to Do With It? Leadership Actions Performance Measures People Practices Vision, Purpose, & Strategy Org. Structure Competitive Context Shapers Values Norms Beliefs Philosophy Symbols Manifestations Behaviors Decisions Impact Performance Results … shared understanding of the values and beliefs in an organization that provide the guidelines and rules for behavior (norms).
  • 17. Well-Being: What’s Culture Got to Do With It?: Deeper Dive v Leadership Actions v Values - deeply rooted and visible v Norms (of behavior) v People Practices
  • 18. The 5 Components of Employee Well- Being
  • 19. The 5 Components of Employee Well-Being Organization/Work Social Physical Financial Mental Three Aspects: •  Hedonic •  Eudaimonic •  Evaluative
  • 20. Organizational Well-Being ü  Feedback - positively related to well-being at work. ü  Control over work environment - higher job satisfaction, fewer health problems, and less stress. ü  Goal setting (clarity) - increased job satisfaction and greater sense of competence and achievement.
  • 21. Financial Well-Being v  Education programs - make better spending decisions, how to save money and minimize risk v  Implement technology that allow employees build healthy habits around managing their finances v  Utilize a multi-pronged approach to communicating the existence of financial wellness programs v  Automatically opt employees into retirement plans Financial Stress #1 Stressor in U.S. Source: American Psychological Association,2015: Stress in America, Paying with our Health.
  • 22. Mental Well-Being •  Positive Psychology (Happiness, strength of character) •  Psychological Capital (high self-efficacy, optimism, hope and resiliency) •  Flourishing - mental health approach (emotional, psychological and social well-being) “Mental (or emotional health) refers to an individual’s overall psychological well-being” Actions you can take: •  Consider a strengths-based approach to assessing performance •  Train employees to improve their own psychological capital •  Recognition and support of employee accomplishments
  • 23. Social Well-Being ! 7X more likely to be engaged “Social well-being - a subjective measure of well-being that is evidenced for an individual by having strong and loving relationships; a sense of involvement with other people and with our communities.
  • 24. Social Well-Being ! Social recommendations: ü  Encourage group participation in fitness challenges to increase accountability among participants ü  Implement wellness champions to create reinforced networks and social bonds ü  Co-contribution opportunities/volunteering programs•  Social Contagion & Health •  Social Support
  • 25. Physical Well-Being Physical Activity: ü  Organized activities/ challenges ü  Encouraging staff to take breaks ü  Active workstations ü  Secure bike racks ü  A state of physical well-being is not just the absence of disease ü  It includes a focus on both physical fitness, eating healthy and getting the proper amount of rest Eating Healthy: ü  Healthy choices – at cost ü  Provide cooking utensils/ appropriate food storage ü  Weight-loss challenges
  • 27. The Pivotal Role that Technology Plays in Behavior Change v Provide real-time feedback v Well-suited to disrupt undesired habits and increase the chances of durable, lasting behavior change. v Health-mashups create sustained use of technology v Mobile access is key
  • 28. Work-Life Balance/Blending v Work from home v Flexibility and individuality v Avoid a culture of long hours and overwork from emerging Source: Abdallah, S., and Shah, S. (2012). Well-being patterns uncovered: An analysis of UK data. London: NEF.
  • 29. Take a Fika Break
  • 30. Stress Isn’t Really About Stress & Relationships Really Do Matter Source: http://www.fastcompany.com/3056310/work-smart/theres-no-such-thing-as-stress-heres-whats-really-bothering-you?partner=themost&utm_source=themost&utm_medium=link
  • 31. Whole-Employee Approach to Well-Being Organization/Work Social Physical Financial Mental
  • 32. Final Remarks v Wellness cannot be centered around “one” time activities v Well-being needs to be about the “whole- employee” v Focus on the value not on the ROI v Embed well-being in your culture
  • 33. Thanks! Any questions? You can find me on Twitter @mikemmon & mmm@michaelmoonhcm.com
  • 34. Appendix: Source Abdallah, S., and Shah, S. (2012). Well-being patterns uncovered: An analysis of UK data. London: NEF. Bentley, F., Tollmar, K., Stephenson, P., Levy, L., Jones, B., Robertson, S., ... & Wilson, J. (2013). Health Mashups: Presenting statistical patterns between wellbeing data and context in natural language to promote behavior change. ACM Transactions on Computer-Human Interaction (TOCHI), 20(5), 30. Christakis, N. A., & Fowler, J. H. (2009). Connected: The surprising power of our social networks and how they shape our lives. Little, Brown. Goetzel, R. Z., Long, S. R., Ozminkowski, R. J., Hawkins, K., Wang, S., & Lynch, W. (2004). Health, absence, disability, and presenteeism cost estimates of certain physical and mental health conditions affecting US employers. Journal of Occupational and Environmental Medicine, 46(4), 398-412. Haidt, J., & Keyes, C. L. (Eds.). (2003). Flourishing: Positive psychology and the life well-lived. American Psychological Association. Harter, J. K., Schmidt, F. L., & Keyes, C. L. (2003). Well-being in the workplace and its relationship to business outcomes: A review of the Gallup studies. Flourishing: Positive psychology and the life well-lived, 2, 205-224. Hermsen, S., Frost, J., Renes, R. J., & Kerkhof, P. (2016). Using feedback through digital technology to disrupt and change habitual behavior: A critical review of current literature. Computers in Human Behavior, 57, 61-74. Lynch, Shana. February 23, 2015. Why Your Workplace Might Be Killing You. Retrieved, March 9, 2016 from https://www.gsb.stanford.edu/insights/why-your- workplace-might-be-killing-you Wang, Y. C., McPherson, K., Marsh, T., Gortmaker, S. L., & Brown, M. (2011). Health and economic burden of the projected obesity trends in the USA and the UK. The Lancet, 378(9793), 815-825.
  • 35. #WFwebinar Sponsored by:         Please complete the webinar evaluation.
  • 36. #WFwebinar Sponsored by:         Register for the next Webinar! HR and the Challenge of Agile Talent Wednesday, March 23, 2016 Webinars start at 2 p.m. Eastern / 11 a.m. Pacific Register for all upcoming Workforce Webinars at events.workforce.com/webinars OR click the icon on the widget bar!