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Do your leaders understand the business imperative of wellbeing?

April 09 2018 / by Mari Ryan posted in Personal health, Worksite Wellness, Wellbeing, Community, Culture, Worksite Culture, worksite wellbeing, workplace wellbeing, workplace culture, gratitude at work, appreciation at work, happiness at work, workplace volunteer programs, improving employee productivity, Massachusetts health, wellness, employee loyalty, leadership skills, employee experience, employee happiness, leadership, company leadership, ceo, cfo, c suite leadership, leading wellbeing, employee wellness, worksite well-being, office lunch, lunch break, employee wellness goals, work productivity loss, creative leadership, millennials, mindfulness, productivity, money, assistance, benefits, eap, employee benefits, managers, middle management, health program, healthy workplace, employee performance, social connections, friendships at work, wellness strategy, wellness program, strategy, wellness technology, talent management, gallup

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I’d like you to think back to your first job. Your first corporate job. What was that job like? I was a clerk, coding premium payments at a life insurance company in Hartford, Connecticut. It wasn’t a very intellectually challenging or stimulating job, but I quickly learned there was something that was really special about this place that I was working. 

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Wellbeing is the New Talent Management Strategy - And It Works. 

March 26 2018 / by Mari Ryan posted in Worksite Wellness, Wellbeing, Culture, Worksite Culture, worksite wellbeing, workplace culture, Massachusetts health, behavioral science, wellness, leadership skills, work environment, employee experience, workplace loyalty, cultural competence, employee happiness, measuring wellbeing, leadership, ceo, cfo, c suite leadership, leading wellbeing, employee wellness, workplace food policy, creative leadership, millennials, productivity, money, benefits, employee benefits, managers, middle management, health program, employee performance, social connections, friendships at work, wellness strategy, wellness program, strategy, financial wellbeing, talent management, gallup

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Not long ago, I had a conversation with a Chief Human Resource Officer, and here’s what she said to me: “Wellbeing is the cornerstone of our talent management strategy.”

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A Surprising Key to Improve Employee Communication: Go Bowling!

February 26 2018 / by Mari Ryan posted in Worksite Wellness, Wellbeing, Community, workplace wellbeing, leadership, ceo, leading wellbeing, employee wellness, worksite well-being, creative leadership, mental health, employee benefits, health program, laura putnam, leaders, employee engagement, intrinsic motivation, managers and wellbeing, healthy workplace, employee performance, communication, employee camaraderie

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I have fond childhood memories of bowling. It was a fun thing to do on a cold, wintry weekend. In New England, we have candlepin bowling, so regardless of age or skill level you could still participate and still have fun.

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Workplace Wellbeing Evaluation

February 15 2018 / by Mari Ryan posted in Personal health, Worksite Wellness, Wellbeing, worksite wellbeing, workplace wellbeing, Massachusetts health, wellness, benefits, employee benefits, hr, evaluation, health program

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In my experience in managing workplace wellbeing initiatives and consulting to clients with existing programs, I often see that evaluating wellbeing initiatives is often overlooked.

 

Why you might ask, is it often overlooked? Many organizations just don’t take the time to make a plan for it or evaluation is added as an afterthought.

 

When we talk about an evaluation plan, we are referring to a systematic way that you are going to measure the results of your initiative. So why do you want to evaluate? The easiest answer is because you want to know if your worksite wellness initiative is working. Or even better, because you want to know if the initiative is efficient, effective, and has impact.

 

There are two approaches you can use to evaluating your programs: Process Measures and Outcome Measures.

 

Process measures examine the steps taken and activities required for implementation.

  • These measures include things such as participation, the response to activities and feelings that participants have about the program. Do employees like the way it is being delivered? Is the time of day convenient? Do they like the format? .

Outcome measures include changes to health risks, biometric measurements healthcare costs and productivity.

  • Examples include changes to individual health status indicators such as blood pressure, Body mass index, or they can be measured in terms of organizational data such as Short Term Disability. Absenteeism, changes in workplace policies, or medical costs.

 

Evaluation needs to be built in along the way as you are implementing your programs. This is very helpful to have information on what is working, what is not working, and what needs to be changed. Then you can make mid course corrections to ensure high participation rates and overall program success.

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