Healthmine’s Post

Colleen, the pursuit of collective well-being is not found in standardized programs, but in the profound acknowledgment that we are all inextricably tied to the health of our shared culture and climate. When we transcend the confines of mere self-care and embrace our role as stewards of a greater whole, we unlock the transformative potential that lies dormant in the very fabric of our organizations and communities. It is time to redefine the meaning of well-being, to see it not as an individual pursuit, but as the catalyst for a profound reimagining of our interdependence and our purpose. For in this shift, we will find the trust and respect that truly nourish the human spirit, and the solutions that can carry us towards a future of justice, resilience, and shared prosperity.

Routine check-ups and screenings do more than just catch issues early - they offer immense ROI through better health, lower costs, and increased productivity. Learn why prioritizing preventive care is a smart business decision.  #preventativecare #employeeexperience #roi

Investing in employee health is not just a compassionate choice for businesses; it’s a financially astute one. Companies that prioritize the well-being of their employees often see significant financial benefits, which manifest in various ways. Find out more in our latest blog post: https://lnkd.in/g2WxPYx2

🗝️ We've known it for years - HRAs and other health surveys key to successful #employeewellnessprograms Here's how it works - https://bit.ly/3rWLMql

I used to find it fun to ask wellbeing suppliers how they equated the benefits/return of their wellbeing product or service against what they claimed. I was mainly curious but I also wanted to question what they were selling. Many couldn’t or didn’t know how the numbers were reached or how to demonstrate what they claimed or there was a very loose link. Sales teams should always know these things or the limitations of the claims they are making. Lots of them use research findings and apply it to the service they offer. It doesn’t quite work like that. Some of these services and platforms are expensive, if they don’t actually improve the wellbeing of people then they are a waste of money in my opinion. I never claim the work I do will reduce this or increase that unless it’s based on understanding / confidence and things I actually measure. If it sounds to good to be true, it probably is. Improving the wellbeing of employees is hard and it can take a long time before you start to see benefits, it’s important that’s acknowledged. #Wellbeing #WorkplaceWellbeing #EvidenceBasedPractice #MentalHealth

Last week I criticized a piece in the New York Times for its blanket dismissal of health and wellbeing programs. I’m not naïve – I accept that many programs don’t work. But this just makes me more appreciative of the ones that do.  60million life years of data over 35 years and across 40 markets show us that Vitality works. And today I can share results from our most recent Vitality Group Inc. Impact study in the US, which tell a remarkably consistent story:    * 50,000 employees from 5 Vitality employer clients tracked over 5 years.  * At the end of the study, 16% more low-risk members and 23% fewer high-risk members than expected, based on projections of the impact of aging.   * $462 in annual medical claims costs saved per engaged member.  * Total direct savings of ~$40 million due to Vitality engagement, equating to a 4% reduction in claims costs.   * Resulting ROI of 180% from direct claims savings alone. And ... this is all before we account for indirect savings from productivity improvements and improved employee satisfaction. Stay tuned for Part II! 

Did you know that employee financial stress and emotional well-being can significantly impact health outcomes and the cost of care? At USI, we believe in a holistic approach to employee well-being, focusing on physical, emotional, and financial health. USI's Mind Body Money (MBM) program encourages health plan members to engage with a primary care physician for annual preventative care and to complete a financial health assessment. Let's work together to improve job satisfaction, productivity, and reduce the financial impact on health plan spending. Learn more about our population health strategies at usi.com #EmployeeWellbeing #HolisticHealth #MindBodyMoney

September and October 2023 are set to be a record-breaking 2 months for us helping some of our inspiring clients - to build mentally healthy and safe teams. We continue to learn together. The solution is quite simple. And it is also very fragile. Be caring. Lead with care. Grow with care. Our joint quest is to eliminate stigma and build a care movement. Gallup research reveals if people believe they are part of a caring team: The higher the productivity, profit, customer service and employee satisfaction or the organisation. I’ve had a lot of skinned knees and falls along the way – but our mantra has always been – we will persist – learn and grow. Sometimes we need the patience to know that progress is not always visible. And the persistence to keep going, even on the bad days. If you're a leader or an HR / WHS professional and would like a copy of my 26-point Building a Mentally Health Checklist, simply comment 'checklist' and I will send you a copy. It also also includes how to have a great launch and continue building momentum. A huge thanks for my WeCARE365 teammates on the care journey Brenden Carter Jenny Thomson Amine Haddad Carl Nathaniel de Guzman Belacho Just put ‘checklist’ in a comment and we will send it to you #mentalhealth #leadership #psychologicalsafety #culture

At AllOne Health, we're always striving to enhance the services we provide to our clients. I'm thrilled to announce that we are expanding our broker network to better serve businesses in need of comprehensive employee assistance programs (EAP) and ancillary lines such as crisis management, wellness initiatives, concierge services, and organizational consulting. It's crucial for organizations to have access to the right tools and resources to support their employees' well-being and optimize their performance. Our suite of services goes beyond traditional EAP offerings, providing tailored solutions to meet the unique needs of each organization. I understand the importance of strategic partnerships in driving success. That's why I'm reaching out to my esteemed friends and connections to let them know about this exciting opportunity to expand their value-add and offer another powerful sales tool in their toolbox. If you're a broker looking to elevate your offerings and provide unparalleled support to your clients, I invite you to connect with me. Together, we can explore how All One Health's innovative solutions can benefit your clients and help you stand out in a competitive market. Don't hesitate to reach out to me directly, and I'll ensure you're connected with the right resources at All One Health. Let's empower businesses to thrive by prioritizing the well-being of their most valuable asset—their people. #AllOneHealth #EmployeeWellness #BrokerNetwork #EAP #CrisisManagement #WellnessPrograms #OrganizationalConsulting #ConciergeServices #BusinessSuccess

There have been a great deal of amazing conversations over the last few weeks with experts and leaders from various backgrounds and interests from around the world. Here are some consensus observations that should be considered for workplaces, as we go into this last quarter of 2023 and into 2024. 1. Many businesses are analyzing their current benefits and trying to decide what they should and should not continue to offer. Some are even considering the idea of wiping the slate clean and starting over with a fresh perspective. 2. A focus on chronic disease management is an investment on the 10% who are driving your health care costs.  A focus on prevention and well-being is an investment on 100% of your team, who are driving your growth and profitability.  Most businesses are not doing either one of these well. 3. Many organizations are stepping over pennies that could save thousands of dollars because their "total rewards" offerings at work are siloed, lack scalablity, and are not measured in a way that will showcase postive impact. 4. Most companies would not know what to do with a full time Chief Well-being Officer but they certainly need "Chief" level thinking. I have been in conversations with some organizations (large and small) who want to use someone like me to provide a fractional arrangement to engage an organizational-wide culture of well-being versus the tactical programming and platforms that have limited utilization and realize minimal success. 5. The over-commercialization of health, well-being, benefits, mental health, diversity, sustainability, health care, and even research has created issues in how to best navigate the right choices for the health and well-being of those individuals we are trying to help. What is the right plan to cultivate healthy places where we live and work, in an effort to maximize human capabilities. Who can you trust to help you make the right choices? 6. There are a number of workplace health and well-being issues that cannot and will not be solved until organizations start to understand that the first two items that need to be in place are that employees are paid fairly for the work they are expected to perform (financial well-being) and the workload expected is managable within the workday (occupational well-being).