Wellbeing Programming: It's Time to be Bold & Engage

In a recent webcast, strategist Megan Yost said, “We need to think about benefits in the ways employees view them. People see themselves as people trying to do the best for themselves and their families, not 401(k) investors or health care consumers, but patients trying to get the right care.”

If thinking about benefits as if you’re the employee is the name of the game, the game plan has to include being bold and engaging in your programming. Where do you start?

  1. Expand beyond tradition. Traditional wellness and/or benefits programming puts surface programs in the forefront – things like step challenges and the like – but as the industry changes, a focus on aspects like mental health and financial wellness is coming to the forefront.
  2. Improve communication. As you expand beyond tradition, there may be growing pains, but in order to help lessen those, remember that your employees are people too! In addition to keeping your messaging simple and explanations clear, open up the lines of communication to hear from your employees what they’re looking for and what they want from their benefits and wellbeing programming. With this base set, considering opening up communications channels to include experts who can also help your employees – people like wellbeing coaches, mental health coaches and more.
  3. Use data to gather more information and drive programming. It’s time to free your ransomed data. The data you have holds the key to information about your population that can provide important insights to the health and wellness of your employees. With access to your data, you can make important decisions on every aspect of your healthcare and wellbeing that makes an impact on your employees on a daily basis. 

Are you ready to BE BOLD and TAKE CONTROL of your wellbeing programming? Our team is ready to help you break tradition, free your data, improve your benefits communication and more. Get the conversation started and chat with them here.