Tag Archives: benefits

Using Technology and Innovation as a tool of engagement in Health and Wellness

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We just finished ILSHRM11 and I was honored to be asked to participate in judging Blue Cross/Blue Shield of Illinois WOWIE awards.

Every year companies all over Illinois are encouraged to enter the WOWIE awards – which is I think, an awesome acknowledgement of Health and Wellness initiatives on behalf of these organizations.

One of the takeaways, however, and my advice to companies as seen in this article was that companies should totally take advantage of online technology and even mobile technology, as this was something that was utilized very little as it regards to health and wellness.

Part of my advice to companies going forward was to utilize technology and social media in developing employee engagement IN HOUSE, as it relates to health and wellness. In this present age of talking via tweet, the term social networks now makes people think of Twitter, Facebook or LinkedIn. However, according to Dr. Larry Miller, president and CEO of Activate Networks, flesh-and-blood social networks are just as critical, if not more important, than those relationships forged in cyberspace.

Forming organic relationships such as those that employees form from working together, having an online support and interaction with corporate networks can lengthen the companies professional reach and improve their overall employee morale and engagement.

Social networks are critical to innovation and can drive organizational change and these types of tools can drive success of individual business initiatives like wellness programs.

Tips for Implementation

If you can virtually connect people that are hesitant to make connections in real life and put them on project teams together, these online relationships help build real life relations that extend into the workplace. This brings a more cohesive team, virtually and IRL, which tend to be more productive.

These tools also allow management the possibility of looking for troubled employees who can also spread negativity just as quickly as positive messages from key employees and allow for resolutions to quickly nip those things in the bud – at the onset. Disenfranchised employees can magnify their impact through the network but just as easily, it can be used for good.

In the end, social capital improves results and innovation.

Take a moment to check out Illinois State Council of Human Resource’s online WOW wellness site.

The ever changing benefit surveys

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According to Employee Benefit News and a new survey “Caring trumps compensation”, and employees say they will take a promotion without a pay raise. It appears in this survey that job seekers are looking for a caring company over a high base salary.

The poll, conducted by Monster.com and Unum, finds that the top-rated item on would-be employees’ wish lists was a company “that truly cares about the well-being of its employees.”

Some 87% rated caring as a top quality, much higher than compensation, which was tops for 66%.

These same folks also found that employees prioritized:

- Challenging and fulfilling work (84%).
- Job security (82%).
- An attractive benefits package (74%).

“Employees, job-seekers and HR leaders understand the importance of a caring corporate culture in recruiting and keeping a talented workforce,” says Mike Simonds, SVP for Unum. “Benefits play an important role in supporting that culture.” Much more important, it seems, than money.

Now there’s something to show your CFO.

But on the other side of the spectrum, we continue to hear that companies are cutting benefits in an article that states that30 percent of employers will “definitely” or “probably” stop offering coverage in the years after 2014, when new medical insurance exchanges are supposed to be up and running.

But surprisingly, this same study found that more than 85 percent of employees would remain at their jobs even if their employer stopped offering insurance, although about 60 percent would expect increased compensation.

In the end, maybe it’s just like all the healthcare information we continue to receive throughout the media and internet where “they” (whoever they are) tell us a certain thing causes cancer and then we find out a year or so later, that it’s actually good for us. Who and what are we to believe?

We’ll always have surveys, stats, reports, and others telling us best practices, what’s trending, and how the world is evolving  especially now in our current economic state  -  but only time will tell.

What’s working for you in your retention strategy? I’d love to hear and share!


The Circus Act of Employee Wellness

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I recently came across a groupon in Vegas that was giving away 60% off liposuction at a physician’s office. Now, I could hardly believe it – but it is Vegas; anything goes!

It reminded me of some of the absurd ways we try and get our employees engaged to participate in our wellness benefits. From offering them cash, gift cards, vacations to discounts on their health insurance. We try and co-hearse them to quit smoking, to join a gym, to lose weight, to participate in the annual walk or jog-a-thons all for their benefit.

Why is it that we have to come up with creative ways to help them live better lives in and out of work?

The answer? Maybe that’s how we’ve conditioned them to respond or maybe that’s just human nature. From the time our parents started paying us to do chores around the house until we made it into the workplace we have been expecting compensation for our actions (even beyond that of salaries and vacations).  Now, we seem to have created a society of those that continue to say, “Okay, what’s in it for me.”

We’re all asking the question, “Can’t our employees just be healthy on their own without us having to create a circus tent of benefits?”

The answer is a most assuredly no. And especially during this difficult economic time when we’re all shaken up over employee retention and trying to keep our employees happy we are looking for a more creative approach to reach all diverse groups within our circles.

I’m all about benefits for employees and especially those which add value, not only to employees but also to those that help the employers bottom line. But something has to give when our employees are expecting the “next big thing” and for us to jump through hoops to maintain their loyalty and happiness to keep them from jumping ship.

I recently wrote an article in regard to Google’s college style antics on We Know Next (coming in August) and how we may be perpetuating these types of continued expectations and behaviors, if we’re not careful. Even some of Google’s employees are trying to find the “next best” place to work. I can’t help but wonder what those companies will have to come up with to keep the attention of these  folks.

What are your thoughts on this?