the business case for well-being: elevate employee engagement

| © 2016 Limeade1

THE BUSINESS CASE FOR WELL-BEING

Laura Hamill, Ph. D.

Chief People Officer

Managing Director, Limeade Institute

| © 2016 Limeade2

ABOUT OUR SPEAKER

Laura has 20 years of experience

implementing research, assessment and

culture strategies in organizations. She earned

her Ph.D. in industrial organizational

psychology from Old Dominion University and

her B.S. in psychology from the University of

North Carolina.

Laura Hamill, Ph. D.

Chief People Officer

Managing Director, Limeade Institute

| © 2016 Limeade3 | © 2016 Limeade3

TODAY’S AGENDA

• Increase engagement

through well-being

• Limeade Results Model

| © 2016 Limeade4

When employees have well-being in their lives, they’re more engaged.

More engaged employees mean better business results.

GREAT COMPANY MODEL

| © 2016 Limeade5

WHAT IS WELL-BEING?

| © 2016 Limeade6

Employees with higher

well-being have higher

employee engagement(Quantum Workplace & Limeade, 2016)

WELL-BEING & ENGAGEMENT

| © 2016 Limeade7

WELL-BEING MATTERS. A LOT.

2016 Well-Being and Engagement Report – Quantum Workplace & Limeade

| © 2016 Limeade8

INVEST IN WELL-BEING

IF YOU REALLY WANT TO HAVE MORE ENGAGED EMPLOYEES…

| © 2016 Limeade9

What happens in one

part of your life impacts

all other parts

WHOLE PERSON WELL-BEING: WHY DOES IT MATTER?

| © 2016 Limeade10


FOCUS ON THE WHOLE PERSON

| © 2016 Limeade11

ORGANIZATIONAL SUPPORT

| © 2016 Limeade12

ORG SUPPORT IS KEY

of those with high well-being and

organizational support recommend their

company as a great place to work

99%

of employees with high well-being and

organizational support say they are

going to stay

91%

| © 2016 Limeade13


ACTIVELY SUPPORT WELL-BEING

| © 2016 Limeade14 | © 2016 Limeade14

WHAT IS EMPLOYEE ENGAGEMENT?

• A deep connection and sense of

purpose at work that creates extra

energy and commitment

• Engagement benefits the employee

and the employer

| © 2016 Limeade15




IF YOU REALLY WANT TO HAVE

MORE ENGAGED EMPLOYEES…

| © 2016 Limeade16

LIMEADE RESULTS MODEL

| © 2016 Limeade17

GREAT COMPANY MODEL

| © 2016 Limeade18

LIMEADE RESULTS MODEL

PROGRAM

• Participation

• Achievement

• User satisfaction

BUSINESS

• Sales

• Customer

satisfaction

• Profit

• Company specific

(e.g., safety, growth)

PEOPLE

• Engagement

• Turnover

• Performance

• Cost (e.g., missed

work, health,

recruiting)

WELL-BEING

• Overall

• Work

• Emotional

• Physical

• Financial

HABITS

• Mind

• Body

• Work

• Social

| © 2016 Limeade19 | © 2016 Limeade19

PROGRAM

Measured by:

• Registration

• Awareness

• Achievement levels

• On-going participation

• Connection to other programs

• User satisfaction

| © 2016 Limeade20

HABITS

Measured by:

• Stress reduction habits

• Gratitude

• Optimism

• Openness

• Nutrition & exercise habits

• Connection with coworkers

• Community involvement

• Learning habits

| © 2016 Limeade21

WELL-BEING

Measured by:

• Overall well-being

• Work well-being

• Emotional well-being

• Physical well-being

• Financial well-being

| © 2016 Limeade22

PEOPLE

Measured by:

• Employee engagement

• Turnover

• Performance

• Safety

• Employee costs

• Recruiting costs

| © 2016 Limeade23

BUSINESS Measured by:

• Sales

• Customer satisfaction

• Revenue

• Profits

• Market share

• Growth rate

• Safety

• Innovation

| © 2016 Limeade24

Found 79% of high risk participants reduced stress

and 54% improved overall health

Found employees with higher well-being have a 25%

lower turnover rate, lower use of sick time, higher

job satisfaction and greater belief in the organization

Found vacation use was linked to higher work

efficiency and employees who were more motivated

to do their jobs

CUSTOMER EXAMPLES

LARGE RETAIL

EMPLOYER

STATE HEALTH

INSURANCE

HOSPITAL

SYSTEM

the business case for well-being: elevate employee engagement

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