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1、Well-Being By DesignOur Blueprint for SuccessWell-Being By Design:Our Blueprint for Success E-Book|2Whats InsideLay a Solid Foundation for Well-Being 3A Comprehensive Design 6Maximize Reach 9Cultural Alignment 13The Final Design for Success 19Lay a Solid Foundation for Well-BeingAre you ready to mak

2、e a substantial investment in employee well-being?Are you committed to taking your existing program to the next level?Lets do it together.Follow our evidence-based blueprint for well-being program success to achieve real results that matter.Well-Being By Design:Our Blueprint for Success E-Book|31 We

3、bMD Book of Business 20242 Paul Terry,Erin Seaverson,Jessica Grossmeier and David Anderson.Association between nine quality components and superior worksite health management program results.Journal of Occupational and Environmental Medicine,2008,p.633-641.3 Jessica Grossmeier,Ray Fabius,Jennifer P

4、Flynn,Steven P Noeldner,Dan Fabius,Ron Z Goetzel,David R Anderson Linking Workplace Health Promotion Best Practices and Organizational Financial Performance:Tracking Market Performance of Companies With Highest Scores on the HERO Scorecard.4 Raymond Fabius,Ronald R Loeppke,Todd Hohn,Dan Fabius,Barry

5、 Eisenberg,Doris L Konicki,Paul Larson Tracking the Market Performance of Companies That Integrate a Culture of Health and Safety:An Assessment of Corporate Health Achievement Award Applicants.5 Business Group on Health.2024 Large Employer Health Care Strategy Survey.August 2023.Its a fact:employee

6、well-being is inextricably linked to employee engagement and productivity.At WebMD Health Services,we have helped organizations become strategic and intentional in how they approach well-being,resulting in greater retention and employee engagement,higher participation in their well-being program,and

7、 improvements in overall health risks.1 Our best practices are grounded in twenty-five years of research-backed,2 real-life experience.But well-being programs dont just affect human capital metrics.Numerous studies have proven that investment in employee well-being is correlated with better financia

8、l performance and the ability to provide positive returns to shareholders.3,4And yet to truly move the needle on employee health and well-being,your organization cant simply offer a few programs and perks.You must build a well-being mindset from the ground up and weave it into every corner of your c

9、orporate cultureNo longer just a nice-to-haveIn 2023,of employers said their health and well-being strategy is an integral part of their workforce strategy.66%said the same in 2021.5JUST42%Well-Being By Design:Our Blueprint for Success E-Book|4Well-Being By Design:Our Blueprint for Success E-Book|5A

10、verage annual health risk improvement among organizations that implement the foundational elements.65%So how do you construct a program that delivers results and begins to transform workplace well-being and your culture?Start with three foundational design elements:A Comprehensive Design Reach Cultu

11、ral AlignmentIn this e-book,youll learn how these design elements form a solid base you can build upon to evolve your well-being strategy and create an organizational culture where employees thrive.Ready to build a blueprint for unlocking your employees full well-being potential?6 Paul Terry,Erin Se

12、averson,Jessica Grossmeier and David Anderson.Association between nine quality components and superior worksite health management program results.Journal of Occupational and Environmental Medicine,2008,p.633-641.Well-Being By Design:Our Blueprint for Success E-Book|6A Comprehensive DesignA well-bein

13、g program must meet employees where they are in their well-being journey.No two employees are the same when it comes to well-being.Some are seeking to maintain their good health.Others are at risk for developing a chronic condition.And some fall in the middle of the health needs spectrum.To activate

14、 and engage all segments of a population,a well-being program must offer a level of intervention that is aligned with participants unique health status and supports them as whole individuals,both at work and in their personal lives.For example,those managing a chronic condition might benefit from th

15、e one-to-one support of a health coach.Someone simply looking to increase physical activity might be able to utilize self-guided resources.Offering a range of programs and services in multiple modalities to create a cohesive and inclusive program design is essential for meeting employees where they

16、are today and into the future.7 Business Group on Health.15th Annual Employer Well-Being Survey 2024 will increase their investment.723%of employers indicated that the current macro 90%environment will not lead to a reduction in their investment in well-being.in factWell-Being By Design:Our Blueprin

17、t for Success E-Book|7The Building Blocks of a Comprehensive DesignA Well-Being Mindset Integrated into the Employee ExperienceYour well-being strategy must be seamlessly integrated into broader organizational strategies,making well-being a core part of decision-making and daily operations.The end g

18、oal is to ensure it becomes embedded into the overall employee experience.How do you do this?Consider how you integrate well-being into onboarding,performance reviews and even career development.Its important that programs dont feel separate but rather an essential part of how employees work and gro

19、w.We love when organizations consider consistent touchpoints that provide opportunities for well-being to be woven into everyday interactions,team dynamics and leadership communications.This is a great opportunity to give employees a reason to engage,ensuring well-being is accessible whenever and wh

20、erever they need it.8 Business Group on Health.15th Annual Employer Well-Being Survey 2024 9 Business Group on Health.14th Annual Employer-Sponsored Health and Well-Being Survey:Well-Beings Path Forward.2023.Solutions To Address Multiple Dimensions of Well-Being Financial struggles,mental health con

21、cerns,caregiving challenges,the blurring of home and work lifeall of these have led to the need for a more holistic,whole-person approach to well-being.A truly holistic program incorporates the five dimensions of well-being:physical,mental health,financial,social and work well-being.In the coming ye

22、ars,we believe these dimensions may expand to address social determinants of health,8 as well as other issues that can impact employee well-being:job satisfaction,work-life balance,connectedness to work colleagues,and purpose in life.9Data to Optimize the DesignAs employee needs and expectations evo

23、lve,youll want your well-being program to expand to meet these needs.This is where data plays an important role You cant manage what you dont measure,and you cant measure what you dont define.”Organizations looking to strategically approach well-being must therefore:10 Business Group on Health.15th

24、Annual Employer-Sponsored Health&Well-being Survey:Employers Steadfast Commitment to Employee Well-beingGather data to help understand population needs and identify opportunities.This is particularly critical at the start of a well-being program.1.2.Regularly collect employee feedback to identify un

25、met needs and areas where the program can be expanded or improved.3.Look to the data to help prioritize programs that are delivering outcomes and make adjustments to aspects of the program that arent working as well.4.Segment data by age,gender,business unit,job function,or location to identify risk

26、s and opportunities for different components of your population.5.Monitor participation rates,but also look to metrics like health outcomes,financial indicators,and performance factors.106.Continue to communicate the value of the well-being program.In particular,as you make adjustments based on data

27、,clearly articulate how new solutions fit into the overall well-being foundation,emphasizing their relevance to employees goals and needs.Well-Being By Design:Our Blueprint for Success E-Book|8Erin SeaversonHead of the Center for ResearchWebMD Health ServicesWell-Being By Design:Our Blueprint for Su

28、ccess E-Book|9Maximize ReachGetting great results from a well-being program depends on how successful you are at reaching people with your offerings.To maximize well-being program impact and drive greater participation,it is essential to design well-being initiatives that are inclusive,accessible,me

29、aningful and engaging for a diverse audience.The Building Blocks of ReachSegmentationSegmentation is the foundation to reach,communicate and personalize the well-being experience to diverse groups in different ways.This might mean grouping participants by their unique attributes,occupation,location,

30、demographics,health risks,and interests and goals.WebMD ONE is the only well-being platform with capabilities built right into the architecture of the program to reach all segments of an organization.From global organizations to complex health plans,our experience with segmentation allows you to tai

31、lor your offerings in the most effective way.Well-Being By Design:Our Blueprint for Success E-Book|10 Here,employees can:Connect to well-being services,tools and resources.Log activities,redeem incentives,receive coaching messages and access educational resources.View external sources of data,like h

32、ealth care claims and data from wearables.See information that is personalized to them.A well-being platform is a one-stop-shopA Seamless ExperienceTodays employees want their well-being program experience to match the ease and convenience of their other consumer experiences.They want their interact

33、ions with vendor partners (such as financial wellness or mental health)to be accessible right from the well-being program platform.The same goes for other benefits you offer,like Employee Assistance Programs(EAPs).A vendor like WebMD Health Services can integrate these offerings to ensure the seamle

34、ss,personalized experience participants demand.Ease of AccessProvide participants with a mix of digital,in-person,social and traditional communication methods to ensure broad access to the specific resources they need.This includes a well-being platform,one-on-one,group,in-person,text and phone supp

35、ort.Meaningful IncentivesWebMDs research has demonstrated the power of incentives to boost participation and create positive behavior change.11,12 To be successful,incentive strategies should be tailored to align with participants values and goals and reflect an organizations culture.When incentives

36、 are done right,they create a sense of personal investment and reward,amplifying the programs overall impact.Incentives can take many different forms,including financial,material,social,and charitable.Gift cards and contributions to health savings accounts are always popular.Many employers leverage

37、social recognition,raffles and virtual swag,to boost excitement and participation.11 Seaverson EL,Grossmeier J,Miller TM,Anderson DR.The role of incentive design,incentive value,communications strategy,and worksite culture on health risk assessment participation.Am J Health Promot.2009 May-Jun;23(5)

38、:343-52.doi:10.4278/ajhp.08041134.PMID:19445438.12 Gingerich SB,Anderson DR,Koland H.Impact of financial incentives on behavior change program participation and risk reduction in worksite health promotion.Am J Health Promot.2012 Nov-Dec;27(2):119-22.doi:10.4278/ajhp.110726-ARB-295.PMID:23113782.13 W

39、ebMD Book of Business 2024of our clients offer incentives.And they work.90%OVEROrganizations who offered incentives saw:1.7xhigher well-being portal registration ratesand2.6xhigher Health Assessment completion rates.13Well-Being By Design:Our Blueprint for Success E-Book|11Well-Being By Design:Our B

40、lueprint for Success E-Book|12Strategic and Robust CommunicationsTo reach a population and truly impact health,communications must be comprehensive and ongoing;inclusive of individuals across various life stages,cultural backgrounds,and health goals;and aligned with the organizations brand and cultu

41、re.As with any aspect of a well-being program,a communication strategy should be revisited periodically to ensure it continues to meet expectations.Celebrate the SuccessesWho doesnt love celebrating the successes?By sharing success stories,metrics,or testimonials from employees,you build credibility

42、 and trust.Highlighting real life examples and measurable results reassures employees that the program is effective and worth engaging with.Lets not forget the importance of creating emotional connections.Personal testimonials resonate with employees,making the program feel relatable and demonstrati

43、ng its impact on people like them.Consider end user video testimonials,personal quotes,and recognized winsbig or smallto create a shared sense of purpose,inspire others to engage and validate the programs value.14 WebMD Book of Business 2024Clients who leverage WebMD Communications Services to incre

44、ase reach and promote the program see:higher registration rates.54%higher Health Assessment completion rates.52%more site visits.145xWell-Being By Design:Our Blueprint for Success E-Book|13Cultural AlignmentWell-being programs dont succeed if theyre seen as just another corporate initiative.Well-bei

45、ng must be viewed as a collective responsibility that goes beyond HR to include leadership,managers,and employees.By making well-being an integral part of organizational culture,you ensure it feels personalized to your organization and the employee experience.Heres how to think about this cultural i

46、ntegration.Employees who say they feel connected to their organizations culture areless likely to feel burned out at work very often or always.1568%15 Gallup and Workhuman.Empowering Workplace Culture Through Recognition.2023.Well-Being By Design:Our Blueprint for Success E-Book|14The Building Block

47、s of Cultural AlignmentAlign to Your Companys ValuesEmphasize how your well-being program is an extension of the core values and mission of your company.If your organization prioritizes collaboration,innovation or employee growth,show how the well-being program supports these values.Engage Leadershi

48、pLeadership support and buy-in is critical for well-being program success.Nearly 80%of organizations with well-being programs that follow best-practices include leaders who understand the connection between well-being and business results.Additionally,research from the Health Enhancement Research Or

49、ganization(HERO)found that leadership supportmore than any other factorpredicted participation in health screenings,improvement in health risks and medical costs,and perceptions of organizational support.1616 HERO Organizational And Leadership Support Is The Key To Effective Workplace Well-Being Apr

50、il 2020How do you activate leaders?Organizations are increasingly holding leaders accountable for human capital metrics.17 Mercer Global Talent Trends 2024of executives now have employee health and well-being on their performance scorecard,50%in 2022 andin 2020UP FROM40%21%of executives are measured

51、 on employee engagement metrics1740%Speak their language and present a strong business case that cites the potential for greater productivity,lower absenteeism,and improved morale.Ask leaders to“walk the talk”by practicing healthy behaviors in their own lives,while actively and visibly participating

52、 in well-being initiatives.Recognize leaders who prioritize well-being,and link well-being to leadership effectiveness by including metrics in performance plans.Remember:leaders set the tone for the entire organization,and their commitment to employee well-being can make all the difference.When lead

53、ers prioritize well-being,it sends a powerful signal to employees that their health and happiness matters.Well-Being By Design:Our Blueprint for Success E-Book|15Well-Being By Design:Our Blueprint for Success E-Book|16Infuse Well-Being into WorkWell-being cant be seen as something employees engage i

54、n when they have free time;it must be encouraged during work hours and incorporated into the flow of the workday.This demonstrates that an organization doesnt just talk about well-beingthey actually live it.What might this look like?Prompts to stretch or walk between meetings;Time in the day to conn

55、ect with colleagues;A mental health minute at the beginning of a team meeting;An employer-sponsored volunteer event;Flexibility to meet family demands;Performance goals that make well-being a part of personal and professional growth.Involve ManagersWhile the C-suite should set the tone,everyone can

56、be a well-being leader.Its critical for managers who directly communicate with employees to make an impact How do you get them invested and involved?Educate managers about the value of supporting well-beingincreased productivity,lower absenteeism,improved morale and more Provide turnkey tools like t

57、alking points and toolkits to increase program awareness.Hold managers accountable for well-being on their team by including goals in performance plans and incorporating the importance of well-being into leadership training.Encourage managers to model healthy behaviorslike setting boundaries and man

58、aging stressso employees feel permission to do the same.Offer In-Person Biometric ScreeningsWhile simple in practice,both employers and employees have found value in offering biometric screenings.Theyre a great way to raise awareness about a companys well-being program,while also giving participants

59、 insight into their current health status.Long-term,these insights can reduce risks for the participant,while also lowering costs for the employer,especially for chronic conditions.Perhaps just as important,they serve as an avenue to participate in other program elements,such as enrolling in health

60、coaching,completing onsite activities or seeking out EAP services.18 Gallup.5 Ways to Make the Most of Employee Voice.November,2023.19 Employee Benefits Network.Biometric screenings found to be more cost-effective when conducted on-site.April 14,2016.greater health risk improvement when employers in

61、corporate screenings into wellness programs.1937%Amplify Employee VoiceAccording to Gallup,just 1 in 4 employees strongly agree their opinions count at work.18 Employees need to be seen and heard for who they are and how they contribute.Ensure that employees can share ideas,suggestions,concerns,feed

62、back or insights with individuals in the organization who can take action and bring about meaningful change.Nurturing the voice of the employees shows the organization cares and that employee well-being is a priority.Well-Being By Design:Our Blueprint for Success E-Book|17Incorporate the Human Touch

63、The human element is essential to bringing your well-being program to life.Well-being programs thrive when internal advocates and peers provide that all-important personal connection,empathy and relatability.By leaning on employee well-being champions,dedicated well-being staff,and Employee Resource

64、 Groups(ERGs)you create program champions who help to reinforce the core values of the program,connect people to the right resources(whether onsite or virtual),and serve as role models and advocates.20 WebMD Health Services 2023 Client Satisfaction Survey.Organizations who use WebMDs Dedicated Well-

65、Being Staff(DWS)see results.100%say they were satisfied or very satisfied with our support of their workplace culture.98%cited improvement in well-being culture.98%reported an increase in awareness of their well-being program.100%saw improvement in well-being program participation.20Well-Being By De

66、sign:Our Blueprint for Success E-Book|18The Final Design for SuccessJust like a well-designed blueprint guides the construction of a solid structure,the three foundational design elements come together to build a well-being program that is comprehensive,adaptable,and impactful.So,whats next?WebMD He

67、alth Services can help you create a framework that outlines the structure and goals for your program and ensures alignment with your organizational culture.We offer research-backed programs that empower people and foster real change.We partner with you to create a true culture of well-being that del

68、ivers lasting results.21 Gallup.Leaders:Ignore Employee Wellbeing At Your Own Risk.July 2023.employees reporting they feel their employer cares about their well-beingthe lowest percentage in nearly a decadetheres never been a better time to take action.21WITH JUST1 4inReady to lay the foundation for a great well-being program?Lets connect.Well-Being By Design:Our Blueprint for Success E-Book|19Well-Being By Design:Our Blueprint for Success E-Book|20To make the most of your well-being program,visit .Your everything well-being partner.