Wellness Integrated: Designing Work for

Wellbeing

Presented by
Anthony Alagbile, Co-Founder Wellness Integrated Limited
Presentation Outline

01 The Seismic Shift

02 What Is the Data Telling Us?

03 Moving from Surviving to Thriving

04 What Works? Connecting Wellbeing to

Business Goals

05 Current & Future Trends in Workplace

Wellbeing

06 Initiatives That Achieve Results

07 Bringing it Home
Introduction: The Seismic Shift Beneath Our Feet

• More and more, the hitherto dividing line between work and life

is fast disappearing

• In the aftermath of Covid-19 Pandemic, it has become even

more glaring

• Technology is opening up new possibilities we never thought of

or imagined – virtuality, automation, AI, AR, etc

• Employers are fast realizing that employees can be productive

anywhere and are thus providing them the requisite support &

tools to achieve work goals

• BUT, most employers are yet to crack the wellness & wellbeing

code for two reasons: lack of understanding, lack of know-how.

The Hard Facts
The Reality of Today’s Employees & Workplaces
Conclusion: Wellness is a Vital Component of Human Capital
• Employee wellbeing is not peripheral to business success. It is essential and foundational.
Employee wellbeing is a valuable human capital asset – not just a “cost” of doing business.
People, (employees) are the core, the engine, the heart and soul that drives any organizations
success.
• “...Wellbeing – a vital element of functionality and capacity to work – has remained the
neglected “multiplier” of all the other components, without which they cannot realize their full
value. Human capital is the key to productivity in this new economy where ideas are replacing
“things” as the key economic output... The value of this capital must be improved systematically to
increase its productivity... And improving employee wellness will increase the total value of
everything else!

• -- Sean Sullivan, President and CEO, IHPM

• “Wellness affects work and work affects health” –Wendy Lynch, PhD
From Surviving to Thriving – Integration as The Connecting Thread

• Designing work for

wellbeing

• Designing wellbeing
programmes with
integration in mind
Employers Have a Huge Role to Play
The How? Designing Work for Wellbeing
The How? Designing Wellbeing Programmes with Integration in Mind
What Works? Connecting Wellbeing with Business Goals
Let’s Take a Look at One Aspect of the Wellbeing Spectrum
Current Trends - What’s not working?

• Extrinsic rewards
• Large, depersonalized online platforms
• Program design based on risk factors only
• Doing the same thing every year
• Lack of diversity and breath of outreach
A recent Gallup study highlighted these statistics:
“The bulk of employees worldwide -- 63% -- are "not engaged," meaning they lack motivation
and are less likely to invest discretionary effort in organizational goals or outcomes. And 24% are
"actively disengaged," indicating they are unhappy and unproductive at work and liable to spread
negativity to coworkers. In rough numbers, this translates into 900 million not engaged and 340
million actively disengaged workers around the globe.”
Current Trends - What’s working?

• Reframing the people, place and purpose of wellness programs

– Broader communities
– Building relationships and collaborating
• Connecting work activities with the mission and purpose of the organization
– Including leadership involvement and visibility
– Communication is transparent
• Work/life balance
– Acknowledging the role employees play outside of the workplace
– Flexible work schedules and locations
• Well-being – with a focus on mind, body and spirit
– Quality of life and how that can help employees be happier and more productive at work.
“Wellness is something we do with and for the people. It’s not something we do to them.”
Future wellness programs

Wellness programs will be part of the culture, an accepted element of the

business strategy.
• “Wellness is not a single program, know what leadership cares about
and measure broadly” - Tom Perry, President of Integrated Benefits
Institute
Programs will be valued by the consumer (employees) so there is no need for
incentives.
• Consumer driven programs
• Aligned with health care systems
Future wellness programs cont.

Meaningful data & analytics will be created for stakeholders.

• “You can’t manage what you don’t measure.”
• “Drill down to see the drivers of metrics” – helps to integrate data at
the individual level across programs and time.

- Paul Terry, Chief Health Officer of StayWell

“Technology is the modality, not the solution.” – Seth Serxner, Chief
Health Officer, Senior Vice President of Population Health - Optum
Care Solutions
Future wellness programs cont.

Wellness opportunities will be leveraged outside of the workplace.

• Build support for employees with community programs
• Employers get involved in the community initiatives
The focus will shift to the well-being of employees.
• “Quality of life” – holistic approach
• Purpose and value of the program – intrinsic motivation leads
to behavior change.
Best practices

Exceptional Programs have Exceptional Wellness Leaders who…

• Dive into all layers - soliciting input, asking questions
• Create programs that are personal and engaging as well as intuitive and simple
• Experiment to see what resonates with the workforce
• Stay on top of innovation and new ideas
• Become change agents
• Leverage technology in delivering wellness initiatives
• Model healthy behavior at work, home and in the community
“Wellness is not something you do for your workforce....it happens when work policies match employee values,
with the right resources in place to make healthy choices easy.”
Workplace Wellness Initiatives That Deliver Results

Online Individual &

Corporate Wellness Data & Tech-driven Wellness Wellness
E-Wellness &
Dashboard (intelligent Solutions & Interventions Wearables &
Assessments
Reporting & Tracking) Gadgets

One-stop, On-demand
Wellness Trainings, Coaching & Wellness/Mental Health
Therapeutic Interventions Strategic Wellness
Resources, Media, Techniques & Campaigns & Challenges
Simulated Therapies (Gamification)
Bringing it Together

• Build a culture of wellbeing. Make wellbeing a strategic priority

– Leadership is visible and on board
– Policies and procedures that promote wellness
– Benefits design supports wellness initiatives
– Environment encourages healthy choices and activities
– Ensure accessibility to everyone
– Utilize partnerships to drive lasting change
– Consistent communication & engagement
– Incentives match the goals of the organization
– Programs reinforce participation in wellness as a shared expectation
• ASK your employees what works for them!
– Get out on the floors of the workplace and gather input
Questions

21
Thank you!