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Do your employees love their job?

May 21 2018 / by Mari Ryan posted in Worksite Wellness, Wellbeing, Community, Culture, Worksite Culture, worksite wellbeing, workplace wellbeing, workplace culture, gratitude at work, happiness at work, improving employee productivity, Massachusetts health, employee loyalty, leadership skills, employee experience, workplace loyalty, company leadership, work productivity loss, millennials, employee benefits, hr, turnover, company culture

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I recently asked the question “Do You Love Your Job”? In the nearly 1,000 likes and 72 comments on my article, the overwhelming response was YES people love their jobs. For employers it is a constant challenge to create an environment where employees are happy, love their jobs, and want to stay.

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Women’s Health: Why Employers Should Care

May 14 2018 / by Mari Ryan posted in Personal health, Worksite Wellness, Wellbeing, Community, Culture, Worksite Culture, worksite wellbeing, workplace wellbeing, workplace maternity policies, workplace family friendly policies, workplace paternity policies, workplace culture, Massachusetts health, behavioral science, medical billing codes, wellness, leadership skills, workplace loyalty, leadership, benefits, employee benefits, women at work, wellbeing for women, women, paid family leave, working women

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As we celebrate Mother’s Day in the US, it’s also a good time to think about women’s health. Today women make up 47% of the US workforce. That amounts to 74.6 million women in the civilian workforce. There is good news and bad news with regard to women’s health. Women are more likely to seek medical care than men, yet women’s health care is more costly. 

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The Secrets to Happiness at Work

April 30 2018 / by Mari Ryan posted in Worksite Wellness, Wellbeing, Community, Culture, Worksite Culture, worksite wellbeing, workplace wellbeing, workplace culture, gratitude at work, appreciation at work, happiness at work, Massachusetts health, behavioral science, wellness, employee loyalty, leadership skills, employee experience, workplace loyalty, cultural competence, leadership, company leadership, ceo, cfo, c suite leadership, leading wellbeing, employee wellness, worksite well-being, leadership support for wellbeing, creative leadership, millennials, productivity, managers, middle management, employee engagement, connection at work, workplace communications, social connections, friendships at work, wellness strategy, wellness program, gallup, chronic stress, engagement strategey, hate your manager, Martin Seligman,, authentic happiness, purpose

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Are you happy at work? Happiness in the workplace has been a topic of interest for several years, and with good reason. With reports of low levels of engaged employees and employee turnover at the highest rate in years, employers need to keep employee happiness on the radar. Happiness in the workplace links not only to engagement and retention, but also to attracting the right talent to the organization.

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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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Why are your employees so stressed?

April 02 2018 / by Mari Ryan posted in Personal health, Worksite Wellness, Wellbeing, Culture, Worksite Culture, worksite wellbeing, happiness at work, Massachusetts health, behavioral science, wellness, environment, employee loyalty, leadership skills, employee experience, cultural competence, employee happiness, measuring wellbeing, leadership, company leadership, ceo, cfo, employee wellness, employee wellness goals, millennials, money, benefits, employee benefits, hr, employee engagement, behavior change, middle managers, intrinsic motivation, social connections, wellness strategy, wellness program, workplace stress, job security, work stress, chronic stress, financial stress, caregiver, stress, bullying

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It seems everyone I speak with these days is talking about his or her stress. In 2011, stress was described as the “21st century equivalent of the Black Death” For context on this, the Black Death was one of the most devastating pandemics in human history. It resulted in as many as 200 million deaths in Eurasia and Europe from 1347 to 1351. In 2016, the World Health Organization described stress as the “Health Epidemic of the 21st Century” and is estimated to cost American businesses up to $500 billion a year.

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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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The Bottom Line: Do Employee Wellbeing Initiatives Impact Profits?

March 19 2018 / by Mari Ryan posted in Worksite Wellness, Wellbeing, Culture, worksite wellbeing, workplace wellbeing, workplace culture, Massachusetts health, employee happiness, measuring wellbeing, leadership, company leadership, ceo, cfo, c suite leadership, worksite well-being, leadership support for wellbeing, work productivity loss, creative leadership, productivity, money, benefits, employee benefits, managers, hr, healthy workplace, employee performance, wellness strategy, wellness program, mari ryan, strategy, hero scorecard, bottom line

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Is Employee Financial Wellbeing Your Business?

March 12 2018 / by Mari Ryan posted in Personal health, Worksite Wellness, Wellbeing, Community, Culture, Worksite Culture, worksite wellbeing, workplace wellbeing, happiness at work, Massachusetts health, behavioral science, employee loyalty, leadership skills, company leadership, ceo, cfo, c suite leadership, leading wellbeing, employee wellness, money, financial wellbeing

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When you think about financial wellbeing. What comes to mind? Does it mean having money in savings, paying your bills on time, having an investment or retirement plan? Are you one of those people who wait until April 14th to think about tax filing? Financial wellbeing really means different things to different people. Your employees are likely all at different places in terms of the approach they take to managing money.

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Who needs a wellness strategy? Successful businesses, that's who. 

March 05 2018 / by Mari Ryan posted in Worksite Wellness, Wellbeing, Worksite Culture, worksite wellbeing, workplace wellbeing, Massachusetts health, wellness strategy, wellness program, mari ryan, strategy

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When I first came to the field of workplace wellness over a decade ago, I came from a business background. I noticed there was very little written about, or well-adopted practices, on planning wellness programs. Every successful business has a well-thought out strategy. By definition, strategy is a high-level plan to achieve one or more goals under conditions of uncertainty. A wellbeing program certainly falls under the category of "conditions of uncertainty," health and wellbeing is an ever-moving target. To be successful, every business needs to have a strategy for the goals they want to achieve, and that includes employee wellbeing.

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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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