A Seat at the Table

I'm Beth Bierbower, President of the Employer Group Segment at Humana. These are my thoughts on the issues affecting professional women today, based on my career journey so far.

[bethbierbower]

Well-being for the road warrior

In 2016, about 488 million business trips were taken around the world. In the U.S. alone, 1.3 million business trips occur every day and I am usually one of these statistics!

Workers have been hitting the road more and more in recent years, which is important to note because staying healthy while traveling can be challenging. When we travel, we’re away from our usual routines and comforts, but with a little preparation and forethought we can stick to our health and wellness goals. Many of the tips I share below I use personally to help me maintain my best health and wellbeing while traveling.

Well-being tips for traveling employees

Eat well.

Come prepared with non-perishable healthy snacks, like nuts, apples, and snack bars (check the food label as some of these are packed with added sugars). They may come in handy when your plane is stuck on the tarmac for three hours.   Bring a reusable water bottle. Staying hydrated helps maintain your energy level and mood. Drinking water can also help with managing weight. Shop around – literally. Most airport restaurants offer healthy foods like yogurt, fresh fruit, and salads.  Make sure you take the time to explore beyond the burger joint. Also, when I am traveling alone, the supermarket becomes my restaurant. I swing by to get my healthy snacks and often I can buy a full healthy dinner there, too. I always ask for a refrigerator in my room to store the leftovers. Be strategic with menus. Since you can’t always choose from a wide variety of options for restaurants, use the following tricks when ordering food. Look for “grilled” and “steamed” instead of “fried” and “breaded” – here’s a whole list of watch words for menus. Drink water instead of beverages with added sugars like soda. Ask for dressings, mayonnaise, butter, etc., to be placed on the side. Keep a food diary. To stay accountable with your healthy diet goals, note what you eat with a notebook or use a mobile app on your phone. That way, you can keep yourself honest even when you’re away from your usual surroundings and routines. I am a lifetime member of Weight Watchers and I track everything I eat, every day, and it helps me maintain a healthy weight.

Stay active.

Use a fitness device or app that tracks your steps. Some wellness programs actually use the activity recorded on these devices and apps and reward you for your efforts to keep moving. Take your equipment with you. If you’re able, pack some lightweight fitness gear like resistance bands, and some gym clothes or a swimsuit if you’re hitting up your hotel’s gym or swimming pool. You can take a yoga class using your mobile phone so the excuses for not exercising are becoming more limited. Take stretches anywhere. Whether you’re a passenger or driver, remember to take breaks to keep the blood flowing. If you’re on a plane, you won’t have much leg room but you can manage a few simple stretches in your seat.

Get your sleep.

Minimize jet lag. If there’s a big time zone difference between your arrival and departure, try to adjust to the new time zone. Attempt to soak up as much sun as possible so your body’s internal clock can acclimate to the new time zone. Practice good sleep hygiene. Stop “screen time” with your computer and mobile devices an hour before bedtime. The blue light emitted from these devices can disrupt your body’s internal clock, but know that some devices have settings where you can adjust or turn off the blue light.  I often get distracted and end up missing my desired time to fall asleep so I set an alarm which is a signal for me to start to wrap things up and head into the bedroom. Make sleep a health goal. Is getting more sleep a personal health goal? Some organizations offer health coaching as a benefit to their employees. A health coach can assist you by providing guidance and support with a number of health goals, including sleep. Lastly, one way to ensure good sleep is to eat well and exercise (see all of the above!). Foods loaded with sugar, salt, and fat can give you a rough night, but maintaining an exercise routine usually helps people sleep more.

Remember, workplace wellness isn’t tied to one physical location. When implemented successfully, it should extend to employees’ entire lives, both in and out of the actual workplace, so that they are making healthy choices 24/7. For more guidance and ideas about helping employees become healthier and happier, visit HumanaWellness.com.

GCHK4RZEN

These non-insurance services are provided by Humana Wellness.

[bethbierbower]

Well-being takes a village

The saying, “It takes a village to raise a child” means that a community contributes to creating a safe environment for children. It doesn’t mean that the village is ultimately responsible for raising the child. Likewise, an individual is ultimately responsible for his or her health, but the greater group can foster an environment that helps that individual’s journey towards better well-being.

One of the biggest barriers to wellness program engagement is a lack of employee awareness and hands-on support. But one of the best ways to counter this problem is to create a wellness champion network. These allies will help your organization to not only spread the message about wellness programs and how they can make a positive impact on employees’ lives, but to also serve as highly effective peer-to-peer mentors.

How to set up a wellness champion group

Whether you’re calling it a champion network, committee, squad, or flock, this group of individuals who will champion wellness in your workplace will benefit from some guiding principles.

Have individuals volunteer rather than leadership choosing the participants. Those who volunteer typically are much more passionate and engaged in their own health and well-being, which builds their credibility with fellow employees. When seeking volunteers, make expectations clear so that participants understand the level of commitment. Provide guidance and resources. Your wellness champions will need to know about what goals you want to achieve, what type of metrics you are using to measure achievement, and what they have at their disposal to achieve those goals. Empower your champions to spread the message in their own unique way and you’ll find the message will likely resonate well with your employees.

What your wellness champions can do 
“Wellness champions” are a group of people who can act as cheerleaders and motivators for your wellness program. Here are just a few things that they can do.

Create and disseminate promotional materials, such as print flyers to be placed in areas like the break room, or digital communications like well-designed emails. These materials can promote awareness of events like lunch ‘n learn sessions, challenges, or on-site flu shots and biometric screenings. Some wellness partners may offer readymade promotional materials for your use. Share stories of their personal wellness journeys. For example, a member of the group can talk about how he or she quit smoking or another member can talk about the steps they took to achieve a healthier weight. Use challenges to increase social activity. Wellness programs may involve challenges, such as step or weight loss challenges, that employees can join. The more robust programs allow your organization to customize its own challenges, which can be set up at the individual, department/team, and organizational level. Host lunch ‘n learns. These low-commitment learning opportunities can take place during lunch hour, and employees can learn more about nutrition, exercise, and other wellness topics. Be a kick-starter. Champions serve a critical role in aiding their fellow employees to begin their health journey, by helping them learn how to use the wellness tools available. Create a feedback loop. The flow of information doesn’t have to be one way. Wellness champions may also receive feedback from other employees about events they just attended with surveys. Remember that you want to continually receive input from your organization to constantly refine your wellness strategy.

Wellness champions are just one but very important part of ensuring a wellness strategy that can make a measureable impact on your workforce. For other ideas and tips on how to implement wellness in your workplace, visit HumanaWellness.com.

GCHK4RZEN

These non-insurance services are provided by Humana Wellness.

[bethbierbower]

What your organization can do to improve mental well-being at work

When people think about what health risk factors are potentially costing employers billions of dollars, they may guess high blood pressure, high cholesterol, or obesity. However, not many know that stress is costing businesses as much as $300 billion a year.

Why is stress having such a negative impact on the American workplace? For one, up to 78 percent of full-time workers in the U.S. are living paycheck to paycheck. The American Psychological Association also agrees that financial troubles are the top stressor for Americans. In their report, “Stress in America: Paying With Our Health,” they also cited work (60 percent), family responsibilities (47 percent), and health concerns (46 percent) as other causes of stress.

Even though stress is a part of everyday life, it can get to a point where it causes poor health and well-being for an individual. But there are strategies and tactics that employers could provide to help their workforces become more resilient and save on costs related to stress.

How wellness programs can help

Focus on both prevention and treatment

As with physical health, mental health can deteriorate when individuals neglect that part of their well-being. People can take steps to prevent their conditions from worsening. For example, everyone experiences stress, but chronic stress, if left unaddressed, can lead to emergency healthcare, medication, and other costly interventions. The first step your organization can take is to see how wellness programs can play a role in prevention of more serious mental health problems.

Recognize the link between physical and mental health

When it comes to wellness programs, traditionally, employers have worried mostly about how chronic conditions cost them in direct medical costs and indirect costs like lost productivity. But mental well-being is pivotal to physical well-being as well. Stress is a big contributor to poor physical health. Stress can worsen chronic conditions like diabetes, depression, and cardiovascular disease. When providing wellness education, don’t neglect the importance of stress management.

Use what you (might) already have

Did you know that employee assistance programs (EAPs) have been around for decades, and they first started out as a workplace solution for alcoholism and substance abuse? EAPs can be easily incorporated into a larger wellness strategy. Managers refer this resource to employees struggling with emotional and mental health issues such as stress and anxiety. In addition, some EAPs offer a legal and financial benefit, which can help employees struggling with those types of life concerns.

Promote a mentally and physically healthy lifestyle at work

In addition to promoting diet and exercise (although those have been proven to help with mental well-being), also think about how to incorporate things like meditation, mindfulness, and other stress management techniques and programs. You can take it a step further by implementing changes to work policy or environment for a more balanced mindset. For example, think about agile work arrangements or reducing the frequency or duration of meeting times. You may also provide quiet spaces or privacy booths in the workplace to allow employees to take restful breaks when they really need them.

The deep mind-body connection has a profound effect on overall well-being, so see how your organization could better address mental wellness issues. Learn more about wellness programs and how they could help with employee wellness, morale, and productivity by visiting HumanaWellness.com.

GCHK4RZEN

These non-insurance services are provided by Humana Wellness.

[bethbierbower]

How to empower your community with grassroots wellness

ometimes, organizations may ask themselves, “What are some easy wins we could capture to improve wellness?” In other words, what type of initiatives are already built into an organization’s DNA that could be reframed or slightly reworked to fit in with workplace wellness efforts?

In the spirit of the upcoming holiday season, I suggest that you tap into “grassroots wellness,” which is about improving the health and well-being of a community. Many organizations already practice some type of corporate social responsibility, whether it’s going paperless to help the environment, holding a canned food drive during the holiday season, or organizing time for employees to volunteer at a charitable event.

Why community wellness?

These days, more people are interested in working for a company that promotes and supports worthwhile causes. This interest may not be surprising, as in recent years more products have been marketed to appeal to conscientious consumers who worry about how their purchases affect issues like the environment, the treatment of workers, and fair trade.

However, engaging in social responsibility doesn’t just help improve an organization’s standing with a community. Enhancing an employee’s sense of purpose can directly boost his or her level of engagement at work. When promoting wellness to your employees, consider the role your organization plays in the community, and how you could empower employees to be leaders in their communities as well.

How you can help

What organizations can do

Provide volunteer time off (VTO) to demonstrate your commitment to your community, as well as your employees – they won’t have to sacrifice paid time when making a difference. Offer a corporate matching gift program when your employees make contributions to charities. Even a small matching amount shows you care. Incorporate charitable donations into wellness challenges, e.g., if you offer rewards and incentives for achieving wellness goals, allow employees to donate their prizes to reputable causes. Start wellness challenges with a communal feeling, such as walk challenges for a specific cause, or “random acts of kindness” competitions. Be creative. For example, Weight Watchers has tied their members’ weight loss goals with donations to hunger relief organizations.

Wellness is not tied to an individual or even a workplace – it’s part of a whole community. And along that line of thinking, remember that feeling good can go beyond exercise and diet – it may also mean finding purpose and meaning in one’s actions. For more perspectives and food for thought about wellness, visit HumanaWellness.com.

These non-insurance services are provided by Humana Wellness.

[bethbierbower]

Leadership: The buy-in you need to succeed with wellness

If I were to take an informal poll about the biggest barriers to successful workplace wellness, I would wager that “low engagement” would be right at the top. Fortunately, there are many ways employers can improve engagement, and they may include rewards and incentives, workplace culture changes, and program promotion. However, there is one tricky but necessary component for a successful wellness strategy: leadership buy-in.

Why is leadership important to well-being?

All levels of an organization need to support the wellness strategy in order for it to be successful, and that includes senior management. The Health Enhancement Research Organization (HERO) found a significant link between senior leadership buy-in and successful wellness programming.

However, leaders can be resistant to wellness. At the very least, they understandably have questions. Some of those questions may sound like the following:

“What do we want to get out of wellness? Are we saving money, and if so, where would we see the savings?” Leaders want to know what value on investment the organization will be getting from a wellness strategy. “How do we know wellness is doing anything?” Leaders want to know how they will track and evaluate the progress of their wellness initiatives. “Do we have the right tools, resources, policies, and environment to help employees get healthier?” Leaders want to know whether the organization they oversee has the right culture and programs for promoting health and well-being.

How to get leadership to support your wellness strategy

1. Listen to and incorporate leadership’s feedback.

When developing a wellness strategy, it would be ideal to get ideas from all levels of an organization, in ways such as anonymous surveys or focus groups. It would be wise to do the same among an organization’s leaders – and to anticipate the questions they would likely have. Approach leadership with a wellness strategy that accounts for:

A value on investment, e.g., savings on healthcare costs, improved productivity, better employee retention Tracking and evaluating progress, e.g., healthcare cost trends, absenteeism metrics, employee self-report surveys Wellness programs that are right for a specific workforce population, and a workplace culture that reinforces and supports employee health

2. Make sure leadership promotes wellness.

Leaders should show their support with wellness messaging in town halls, annual and quarterly reports, and meetings with management. If wellness is to be taken seriously, it should be part of the picture when leaders discuss the state of their organization in major updates. Those updates could take on the form of employee survey results and data culled from healthcare cost trends, employer-sponsored program utilization, and measurements of productivity. This is yet another reason why every organization should attempt to keep track of their wellness programs and their impact on the organization.

3. Have leadership participate in wellness.

In addition to promotion, leaders can endorse wellness programs by talking about their own experiences. Many companies offer testimonials to prove that their products and services work; an organization can operate by the same principle by internally promoting their wellness programs to employees. For example, organizations can provide leader testimonials and post them in employee communications such as intranet sites.

More informal approaches also work. Leaders can talk about current or upcoming wellness activities such as step challenges, a 5K event, or health fair when meeting with managers in different levels of the company. By treating wellness goals like any other type of organizational or business goal, leaders can influence managers to take notice and trickle down that messaging to their own teams and direct reports.

Leaders can really differentiate their wellness program from the rest of the pack. Do you feel your organization’s leadership is doing enough to support wellness? For more about wellness strategies, check out HumanaWellness.com for ideas.

These non-insurance services are provided by Humana Wellness.

[bethbierbower]

Wellness for introverts: A how-to guide

When designing wellness programs, organizations rightly worry about whether they address a diverse range of factors, such as employees’ ages, their work arrangements, or even socioeconomic barriers they may face. After all, personalization is the key to a successful wellness program.

But have we put enough thought into personalities? If you come up with examples of wellness activities at work, group challenges, lunch ‘n learns, and leader boards may come to mind. But are we doing enough for people who wouldn’t describe themselves as “joiners”? What are we doing to include the introverts?

Introverts in the workplace

In the past, introverts have been described as shy, antisocial, unenthusiastic, or “not a team player.” Note that most of those descriptions have negative connotations. But more recent psychology research has found that introverts can be frequently sociable and assertive. The only difference between them and extroverts is that they require some alone time to recharge after extensive or deep interactions with other people. Extroverts commonly feel energized from socializing.

However, forced socializing at work can be draining and counterproductive for some employees. If not done right, the same could be said for wellness programs. So what is the right way to engage introverted employees?

Wellness and introverts

There are a number of ways you can support the well-being of introverts.

Don’t give up on group activities, but create some balance. Positive peer pressure and social interactions can give your program’s participation levels a boost. But remember not to overdo it; otherwise, you may overwhelm employees who could use a break.

Consider wellness activities that look inward, such as meditation, mindfulness, and journaling. If introverts need to recharge from time to time, why not help them find ways to do just that in a healthy way?

Implement different types of motivators into wellness programs. Since the social aspects of wellness programs (e.g., competition, formal recognition, leader boards) may not be equally rewarding for everyone, remember to provide a variety of rewards and incentives, such as group health benefit incentives, gift cards, charitable donations, or additional vacation days.

Provide learning opportunities about understanding personality and communication at work. Fostering a sense of purpose in employees is something I feel strongly about. Offer training that educates workers about different personality types and communication styles. It can help people appreciate their strengths, as well as undo harmful stereotyping (e.g., introverts can’t be leaders, extroverts aren’t deep thinkers).

Build some private spaces into the workplace environment. Despite the popularity of open office design, employees may need a quiet or private space now and then. For example, huddle rooms, privacy booths, or quiet lounges could be incorporated into a workplace layout.

For additional insights about wellness programs, visit HumanaWellness.com.

These non-insurance services are provided by Humana Wellness.

[bethbierbower]

Five questions to ask when planning wellness programs

Previously, I’ve spoken about the importance of creating a culture of wellness at work. The type of wellness programs you select and implement for your workforce is an important part of that culture. When designing a wellness plan for employees, some of you may be wondering, “Where do I even start?”

Instead of going straight to vendors to see what they have to offer, begin by asking yourself these five crucial questions.

1. What are we doing today? What is being done now to ensure well-being at your organization? What have you already accomplished? Review the programs you have in place. With the next four considerations, ask yourself how much your existing programs are meeting expectations. Also, think about how these programs have been promoted within the organization, and how much you would like to improve or maintain employee engagement with those programs.

2. What do our employees need? One of the most important ways to prepare for a strategy is to gather valuable feedback from employees. Use surveys and focus groups to learn from them what they would like to get from their programs.

In addition, think about whether the program Can be engaged by employees at different work sites, as well as those who travel frequently or work at home Comes with promotion and communications support Accommodates a wide range of physical abilities, ages, and lifestyle differences Can be extended to family household members – because well-being isn’t just a workplace concern

3. How do these programs align with our organization’s values? When designing a formal wellness plan, tie in wellness goals with the organization’s mission statement and values. Business priorities (e.g., sales goals, profit margin targets, higher employee retention) can be supported by goals achieved in wellness programs. Setting goals in this manner may help clarify how wellness can be of great value to the organization, particularly to leaders and decision makers.

4. How are we measuring success? Think about the goals you want to achieve with your wellness programs. Then, consider what metrics you are using to track the progress of your programs. At Humana, one of our main goals for our employees is to increase their Healthy Days. It’s a way to track both the physical and mental well-being of not just our employees, but also the communities we serve. Depending on your goals, you could be tracking trends in healthcare claims costs, the number of sick days vs. scheduled leave, or employee engagement and retention rates.

5. Are we addressing all dimensions of well-being? More and more employers recognize that financial and emotional well-being can be just as important as physical activity and nutrition. Because stress is such a major driver of poor well-being and unhealthy behaviors, look to programs that offer solutions that can go beyond the physical. More comprehensive wellness programs offer apps, workshops, modules, and challenges related to financial, social, emotional, and mental well-being.

With these five considerations, you could shape a wellness strategy that earns leadership buy-in, supports broader organizational goals, and helps employees become healthier and more productive. For more ideas and guidance about wellness programming, visit HumanaWellness.com.

These non-insurance services are provided by Humana Wellness.

[bethbierbower]

The business value of taking time off

As summer approaches, we think about firing up the barbecue, hanging in the park, or otherwise enjoying time under the sun. Some of us dream of that upcoming vacation planned far in advance while others scramble to squeeze in some down time. I confess to having experienced both.

Everyone needs a break now and then to recharge, refresh, and reset their minds and bodies to perform at the highest level. However, studies tell us that many U.S. employees underuse their paid time off (PTO). This is especially disheartening considering that taking vacation has been linked with better health, well-being, and work productivity.

More and more, businesses recognize the value of employees spending time away from work because it’s a win-win for both parties. Employees work hard to ensure lose ends are tied up before they leave and they return to the workplace with a renewed energy and outlook. Some employers have been trying innovative ways to fix the problem of employees using too little or no vacation time. Here are some of the more inventive and recent takes on paid leave.

Mandatory vacations Imagine your employer telling you that you must take leave.  Believe it or not, some employers have instituted a mandatory minimum of vacation time for each employee per year. Excuses of being “too busy” or feeling guilty about taking time off don’t work because the company culture sets the expectation of time away from the office. While mandatory vacation may feel a little like “Big Brother,” I think it shows that the employer really cares about the employees’ well-being, which in turn increases employee engagement.

Unlimited paid time off With unlimited PTO, people can take off for as long as they want, whenever they want (typically in consultation with their managers). This policy has one major advantage in that it offers employees the flexibility to balance the needs of their personal and professional lives. Surprisingly, most employers find that employees don’t abuse this policy and that many still don’t use their full vacation allowance.  I can personally attest to that! Nevertheless, the concept that you can do what you need to restore your well-being sends a strong, positive message to employees about the employer’s commitment to well-being.

“Workcations” These arrangements allow employees to, as the saying goes, mix business with pleasure while traveling for work-related obligations. For example, an employee flies to Denver for a work conference, and then she lingers a few extra days to see her son. And, yes, I will admit to combining work and pleasure, and it’s great. As with any vacation, the line between work and personal time can become blurred, so employees need to be careful about setting expectations and boundaries.

How to fix the vacation deficit While not every organization can implement these types of leave, there are a few good practices to keep in mind to ensure your employees can catch a break and stay healthy and productive:

Do encourage employees to take advantage of their PTO policies. Use communications to reiterate their importance – how they can improve an employee’s well-being and how it contributes to an organization’s bottom line. Implement softer pressures to get people to use leave, such as “use it or lose it” policies. With these in place, employees can carry over only a limited number of PTO hours into the next calendar year. Hopefully, this policy can serve as a reminder to some employees that they are overdue for a break. Remember that not everyone has time, money, and freedom to travel far for vacation. Use internal communications to promote “staycations” and perhaps even spotlight local attractions for each worksite to get people interested in taking time off on their own turf. If someone is on vacation, let that person be! Save the emails in the draft box and release upon your employee’s return. Many people periodically check emails while on vacation, so refrain from sending them mundane or non-urgent emails so they can truly take a break.

No single leave policy is going to work for everyone. The most important thing you can do when reviewing PTO policies is to ask yourself, “Are we doing all that we can to support the well-being of our employees and reaching our goals as an organization?” For more ideas on how to do just this, visit HumanaWellness.com.

These non-insurance services are provided by Humana Wellness.

[bethbierbower]

How Humana has built a culture of well-being – and how you can, too

Humana is a health and wellness company that has been committed to supporting not only its customers, but also its own associates. We know from experience and from research that in order to improve and maintain the well-being of employees, an organization should ensure its culture aligns with wellness priorities.

Creating a culture of well-being, however, cannot be accomplished by wellness programs alone. It also takes leadership, training, communications and messaging, policy developments, and sometimes even changes to the worksite environment. Over the years, the business segment I oversee at Humana has taken on a number of initiatives to develop a culture that supports and nurtures employee well-being.

How did we do this? By adopting the principles of building a culture of well-being, some of which I will share with you. Hopefully, these ideas can inspire you to make changes in your own organization.

How to build a healthy work culture

Rewards and recognition One of the ways we fully integrated a program into a company culture was with Go365®, a wellness program that uses rewards, incentives, and behavioral science to drive associates to make better decisions for their well-being. Some of these rewards and incentives come in the form of personal activity trackers to help with physical activity, as well as items like movie tickets that can help us work on our emotional well-being.

A healthy work environment Every year, associates can opt to join Humana’s 100 Day Dash, which starts in April and ends in July. It’s the longest well-being challenge of the year and offers a few extra rewards and incentives for new participants. The Dash is a company-wide pursuit, creating a fun competition to bring together different teams across the organization created by the associates themselves. In the past, our segment has made charitable donations if participants collectively reach an overall step goal during the challenge.

Extending well-being outside the workplace We want our associates to truly live the values of well-being, and that means extending their healthy practices beyond the physical workplace and outside of normal working hours. Volunteer time off (VTO) is one of our newer leave policies to help with our associates’ sense of community and purpose. How does VTO contribute to increased well-being? People who volunteer are more likely to have higher morale and productivity at work.

Leadership buy-in Less an official company policy and more of a suggested best practice, our “digital detox” asks for associates to stay off work email during the weekends. During a time when the line separating work and life is blurring, we want to make sure that people are able to disengage from their smartphones, tablets, and computers for work-related matters so they can take the time to invest in their families and their own wellbeing. For my part, I follow this policy with few exceptions signaling to our associates that it’s okay to step back from work on the weekends.

The same goes for our meeting-free Friday afternoons. This measure has been recommended within leadership communications (newsletter, email, and town hall) so that all levels within my segment are encouraged to participate. We want to create opportunity for more balance in our associates’ schedules, and see the end of the week as a good time for associates to take a breather from meetings and catch up on their work.

The next level of wellness

It’s my firm belief that wellness programs should be coupled with both formal and informal changes to create a culture that prioritizes well-being. While the Humana way to do this is not the only way, it does provide perspective into how we’ve both prioritized and achieved success. You can also create a culture of well-being in your organization. All it takes is the drive to do so… will you join us on that well-being journey?

For more tips and tricks on creating that culture of well-being, visit HumanaWellness.com.

These non-insurance services are provided by Humana Wellness.

[bethbierbower]

Who’s Getting Left Behind in Wellness?

A few years ago, Wired published an article about how “the old, the chronically ill, the poor” were being let down by the wearables industry. It was argued that these were groups of people who could benefit the most from devices like fitness trackers, but who lacked the interest, knowledge, and, frankly, the funds to get engaged.

Recently, I attended the Health Evolution Confab of Women Catalysts, and some of the discussion revolved around social forces such as low financial security and food insecurity. These types of issues have always existed, but I want to talk about how they factor into what we try to accomplish with wellness initiatives.

The truth is that in order to reach out to every worker we can, we need to take into account the fact that not everyone in the U.S. has the income and resources for shopping at farmers’ markets and high-end grocery stores. When people are worrying about just putting food on the table (let alone healthy food) for their families, it’s reasonable that they may struggle with maintaining their own well-being.

Despite the great challenge these issues present, I believe organizations are in a great position to make a positive difference for their employees.

Two major barriers to wellness you should know about

Let’s talk about two issues impacting millions of Americans.

Food insecurity. When people are described as “food insecure,” it means that they don’t know when they’ll be getting their next meal, let alone whether that meal is nutritious or of quality.

Food desert. This refers to areas where it’s very difficult to find healthy and unprocessed foods. For example, an area may have stores that offer canned, processed, and prepackaged products, but little in the way of quality, fresh produce and other wholesome foods.

Real consequences from real barriers

In addition to the stress and anxiety these situations can cause for people, they can also contribute to other poor health outcomes. For example, Feeding America explains how food insecurity is highly linked with obesity, which is a known risk factor for a number of chronic conditions.

In food deserts, healthier food is typically more expensive than unhealthy food, and it’s also harder to come by. These areas tend to be low-income, and residents are likelier to develop type 2 diabetes and cardiovascular disease.

Accessible pathways to wellness

Even though these issues seem very challenging, employers can do their part to reach these populations (and potentially make a difference for some of their employees).

When providing healthy recipes and eating tips, focus on practical examples that would be realistic for a wide range of income levels. Provide incentives, discounts, and rewards that could help a diverse range of people. Remember that not everyone lives in an area with a farmer’s market. Create a community resource directory or establish a relationship with community-based social services that can connect lower-income employees with financial support for which they might qualify. Start a wellness initiative to have employees participate in community walks that help raise awareness about health and hunger. If you have cafeterias or vending machines at worksites, find out if you can offer healthier options, or even better yet, incentivize those healthier options with discounted prices. Take a look at your organization’s corporate social responsibility (CSR) efforts and see how you could help to address issues like food insecurity and food deserts.

Offer Wellness 101, 201, 301, etc…

Of course, these many considerations can be overwhelming for any organization to implement. With a steady partner in wellness, though, any organization can create a focused strategy to encourage employees to become healthier and more productive. We have additional resources and information at HumanaWellness.com if you want to check out more ideas.

These non-insurance services are provided by Humana Wellness.

[bethbierbower]

The Future of Consumer Health

For years, health plans have been an important part of the healthcare system providing health insurance benefits and health management programs to millions of consumers. We have identified and managed chronic disease and illness working with our partners in care delivery. Today, many health plans are acquiring and investing in capabilities to improve population health and well-being, creating comprehensive wellness platforms based on principals of behavioral science, and driving connectivity and data flow among providers. But what does the future look like? How will health plans better serve consumers like you?

We will come to your world and not simply expect you to come into ours.

Today, you may receive an email or letter from a health plan reminding you to get your flu shot. If you don’t schedule an appointment right away, you might tuck that reminder in the back of your mind, eventually forgetting about it. What if, instead, you received an alert the next time you walked into a pharmacy reminding you that you could get your flu shot in that store with little wait time?  And, by the way, the shot is free and you will earn reward points.  

The above is just one example of meeting your needs within the context of your lives. In the future, you won’t have to disrupt your routine to take care of your health. Rather, you’ll receive gentle nudges at the right time and right place to help you take an action in favor of your health and well-being.  Think about your own lives.  You may recall many instances in which you were influenced by a contextual cue (an in store advertisement, for example) to take an immediate action that you may not have otherwise chosen.

What’s the role of the health plan in this future? We will use data to deliver these timely nudges to our members through your mobile devices, creating moments of influence that can help you improve your health.   

We will help consumers create their own health and well-being ecosystem powered by partnerships and our own capabilities.

Currently, most wellness offerings only recognize and reward consumers for the experiences offered to them through a defined program.   Pre-set experiences, even if best in class, are limiting in a world where consumer needs are diverse and constantly evolving.  In an open, consumer-centric ecosystem, consumers will help inform what services and partnerships are included, resulting in an integrated, personalized health and wellness experience.

Imagine if every device, network or program you participate in today were integrated to form your own path to well-being.  Everything from your preferred weight management program and gym, your wearable devices, and your social networks would be woven together to create your personal ecosystem. Take for example, someone who is attempting to lose weight. He may be part of his employer’s wellness program, using his wearable device to track his steps and also participating in weight management program.  

By enabling this ecosystem, I see health plans in the future “advocating” on behalf of the consumer to bring these experiences together to drive and deliver optimal value.  

We are at an inflection point in healthcare where we have the opportunity to meet consumers where they are in their wellness journeys and drive moments of influence that make it easier for all to achieve good health. Healthcare stakeholders need to determine how we can best live inside your life if we are to create more value for you, our customer.   

Please share your thoughts on a consumer-centric future of health.

Follow me on twitter: @bethbierbower

Discover more on employee health and wellness: When Wellness Works

Speak loudly, step boldly!

[bethbierbower]

A New Beginning

The New Year is a time for resolutions. We typically promise to start something that will result in an improvement to our appearance, our attitude, our health. We commit to start exercising, eat better, or be more patient. These declarations for self-improvements are great, but while I was catching up on my reading during the holiday, I learned of some new journeys being undertaken by some amazing women. These journeys were beyond self-improvement and were tied to passion and I want to share two stories with you. These women have inspired me with their courage to pursue something meaningful for themselves and in the process meaningful for others.

Jammie recently left a long career with a national consulting firm to start a vintage retail business with her sister. The company, Posh Peacock Vintage, specializes in vintage jewelry, furniture and other accessories. I checked out their Facebook page and their wares are darling! It takes a great deal of courage to make such a major transition. I was surprised to learn that Jammie’s adventures don’t stop here. Jammie also decided to buy a car for her sister and it’s not just any car – it’s a race car! Jammie’s investment makes her one of the few women who own a race car team.

I worked with Jammie many years ago and she was the quiet one on the team who managed to always find a way to get things done without drama and with class. I’m not surprised to see that she has stepped out of the corporate world to become a business owner and has also got into an area where few women have trailed. How cool is she?

Joanna was a successful managing director at an investment management firm. She managed a private equity fund – a realm dominated by men. Being a pioneer in the private equity world, no one was surprised when Joanna took matters into her own hands on another issue. In her search to help her son lose some weight Joanna discovered there really wasn’t a good program for kids, so she decided to do something about that and created Kurbo Health, an online program for kids and their families to help them learn to eat right and manage their weight. I’ve seen Joanna in action and she is passionate about what Kurbo can do to teach kids and their families to improve their lifestyles.

Joanna is a woman of principle. She was in the running for a grant from a local health care organization and during her “pitch”, one of the judges, an investor on the T.V. show Shark Tank, suggested that she put pictures of teenage celebrities on the site so the kids in the program could have “something to aspire to.” Joanna’s response was a resounding “no” and was met with applause from the pediatricians in attendance. Kudos to Joanna for standing by her principles and in turn developing a program that will help kids lead healthier lives.

The New Year is a time for commitments. Whether you want to launch a new career or find a better way to help others or help yourself, make a commitment that you will do something in 2015 that will result in change for the better. Best wishes for a healthy 2015!

Speak loudly, step boldly!

[bethbierbower]

Why Wellness Isn't Just About You

It shouldn’t be a surprise that companies benefit from having healthier employees. Studies have shown employees engaged in wellness are more productive at work and have lower health claims costs than unengaged employees. Still, workplace wellness isn’t just about your business. It’s foremost about employees – about making it easy for them to show up to work feeling good about themselves and feeling empowered to do their best work. Yet, today’s health and wellness strategies demand more of employees than most companies realize, where much of the effort exerted to engage in health is completely absorbed by the employee.

In our dynamic, rapidly shifting environment, mainstream consumer experiences are resetting employee health-related behaviors and expectations. Three strategic inflections (hat tip to Andrew Grove for teaching us about inflection points) underscore why wellness must stay true to the employee to really produce value.

Exponential growth in discretionary spending on consumer health and wellness products.

Employees are increasingly investing in health and well-being on their own without any employer funding. They spend $40B annually out of pocket for fitness club memberships, weight loss programs, vitamins and other supplements, and many other services not covered by health insurance. People want to be healthy. They want to have well-being and they are willing to pay for products and services that they deem to be of value in aiding their health journey.

Yet, most employees are subject to solutions that don’t connect with consumers’ mindset today. Many companies do not have knowledge of, or a way, to reward what employees are doing outside of employer programs to stay healthy, which means the potential for engagement is often misjudged.

We’re in a new era of consumer choice, transparency and power.

Under the Affordable Care Act consumers have choice, transparency and information like they have never had before.  With this choice and information, they will gain power in unimaginable ways and in return expect more personalized content and experiences. To drive higher engagement and better outcomes, never has it been more important to meet people where they are and support them on their health journey.

Today, many companies offer one-size-fits-all programs and content that underestimates this growing employee choice and power. Instead, employers and vendors need to ride the wave of change and become more knowledgeable as to how the workforce is using information to make decisions and be prepared to sustain engagement through their terms. Together, we must relentlessly listen to the voice of the employee and co-create health and wellness experiences with them.

Consumers have access to anytime, anywhere health.

The majority of this activity is currently taking place in a digital world that fundamentally alters how data is captured, stored, accessed and distributed. Employees are more than ever sharing their personal health information online and participating in communities around specific conditions and issues. It’s an “ask or tell” anybody, anything world.;

Few employer programs factor in what is happening in digital health today and if they do they are only connecting in devices. But the digital world is not just a website or a mobile app. And it’s much more than one of self-service transactions between a single business and consumer. Instead it’s about connectivity to many relationships. The digital world is wide open for sharing, learning, problem solving, connecting and building. It involves the employee, provider, caregiver, supplier and even strangers with similar experiences and conditions. Imagine an ecosystem where your employees co-create their health and well-being experiences, anytime, anywhere.

So where IS wellness about you? 1.) Building wellness programs that truly understand the strategic inflections changing consumer behavior and expectations. 2.) Creating the culture and infrastructure that embraces, supports and rewards employee wellness goals. Only then can employers start to bridge the engagement gap and truly commit to a total well-being experience for their employees.

That’s when wellness works.

Speak loudly, step boldly!

Follow me on twitter: @bethbierbower

[bethbierbower]

Navigating the Data Maze: The Dos and Don’ts of Measuring Wellness

Now more than ever, employers are recognizing the critical role that workplace wellness programs play in enhancing the productivity and well-being of employees. As with any business initiative, however, a system must be in place to measure success. Although workplace wellness has been a popular topic for years, structured methods of data collection and measurement are still underdeveloped.

Recently, Humana partnered with the Economist Intelligence Unit to conduct an employer and employee survey to explore the challenges of data collection and measurement in regards to workplace wellness programs. The study, Measuring Wellness: From Data to Insights, confirmed that data collection remains one of the top challenges cited by employers – nearly two-thirds of surveyed employers said they struggle collecting and effectively utilizing wellness program data.

Applying a successful method of measuring wellness programs isn’t impossible, however. Here are my tips for creating and implementing an effective measurement process:

DON’T just measure if your program is being used. Measure if it works.

A well-informed wellness strategy is based on direct insights into what drives your organization. I’ve said it before – it’s hard to know where to go if you don’t first know where you are.

Today, less than half (39 percent) of employers surveyed implement internal benchmarks to create a measurable road map for their wellness programs. By better understanding what motivates your employees, you will be able to target and prioritize your program objectives. From there, employers must set measurable goals that will be used to track success and measure if the program works in achieving those objectives, not only if it is being used.

DO measure consistently and holistically.

A lot of data exists, but quality of data trumps quantity. A majority of executives agree that better data collection and interpretation would yield more effective program management and greater progress towards goals.

The key is to identify vendors that can help you turn data that encompass everything from health, to costs to activity and productivity into useful information and insights that will aid you in assessing and refining your objectives. Put the information you have to work to make informed decisions about your wellness strategy.

And think outside of the box. According to the survey, with the right incentives companies may be able to leverage employee-use of devices, such as Fitbits or smart watches, to further enhance the collection of accurate, real-time, quality data.

DON’T assume you know what motivates your employees.

In order to develop realistic goals, employers need to understand their company’s current wellness landscape.  Don’t resort to assumptions. Case in point, the survey revealed several disparities between employer and employee perceptions.

30 percent of employers perceive their employees do not prioritize their health, while only 2 percent of employees agree it wasn’t a priority. Many employers also believe that employees are not willing to share personal data about health and wellness. In actuality, 66 percent of employees say they would share data with their employer provided they received assurances that it would be used only for their benefit. And 56 percent agree they would share information with a third party if there were credible guarantees of confidentiality.

DO commit to progress and a culture of health.

Employers need to be proactive and transparent in their communications with employees to build trust, assure them of how their data will be used and what the privacy protections are regarding any wellness data that is collected.

It’s also critical that employers leverage the insights they glean from data collection to keep stakeholders informed and engaged. Share what you learn with your employees and program partners and keep them in tune with progress, successes and trends to encourage continued trust and engagement.

Most importantly create an environment that truly inspires wellness around the clock and ensure all your leaders are supporting a wellness culture. After all, employees indicated in the survey that activities and services that allow them to pursue their health and wellness goals – even while at work – are most likely to motivate them to participate in their wellness program.

For study details and more information about workplace wellness, visit When Wellness Works.

Speak loudly, step boldly!

Follow me on twitter: @bethbierbower

[bethbierbower]

Every Day

One of my personal and professional commitments is to interact with new leaders. I enjoy these opportunities for a very selfish reason. I always learn something new or am forced to pause and reflect on my own experiences. At one recent event I was asked whether or not I have ever been overwhelmed by my job.

“Every day,” I replied with a laugh.

Apparently, my comment wasn’t that funny. I immediately realized from the looks on the attendee’s faces that I needed to provide them with some context so they wouldn’t run out the door, (although I might have lost one or two anyway). Leaders carry a big load. We have to look at the big picture, anticipate where the market is headed, develop and grow human capital and manage multiple priorities, and collectively these requirements can be overwhelming. But any large initiative (managing the business, creating a strategic plan, etc.) is made up of many smaller pieces. How you manage and then connect these pieces and parts determines whether you can lead without being overwhelmed.

I shared a few tips to help these new leaders take on their new responsibilities with a view that almost every day can be manageable. I hope these resonate with you as well.

Break the numbers down. If you have recently moved from managing a $10M business with 100 employees to a $500M business with 2000 employees, the numbers can be intimidating. Rather than focusing on the totals, I focus on the levers that drive the business. What does the team have to do to increase profit or reduce operating cost by $1M? Looking at revenue per FTE can be more manageable and help you better identify potential efficiencies.

Set daily goals. Every night I take the time to create a clear list of my priorities for the next day and I write them down in order of importance. I force myself to focus on these items, sometimes cancelling meetings to ensure they are accomplished. I’m a morning person so I prefer to leave some quiet time at the beginning of the day that allows me to focus on these priorities. The satisfaction it takes in getting these off the list is enormous.

Delegation is not overstated. I recently hired a chief of staff who handles important initiatives that I previously took on because they crossed my entire division and I didn’t feel comfortable adding to the already heavy load of my team members. This individual runs my staff meetings, follows up on major initiatives and manages the planning process. Get yourself a chief of staff or a similar position and then let things go. Your reward is retaining your sanity.

Be diligent about your schedule. I have shared before that I have changed my official starting time to 9:00 am even though I am usually in the office by 7:30 am. I use this time to reconfirm my priorities, make progress on completing them and ensure I am prepared for the day ahead. Be firm about keeping this time to yourself and don’t allowing uninvited drop-ins. Close the door to your office or work in a conference room if needed.

Exercise at least every other day. Clearing my brain is the biggest benefit I reap from exercising. I stay calmer and think more clearly. If I fail to exercise more than two days in a row, I feel it and so does anyone within 10 feet.

Simplify your personal life. Most people who “have it all” simply make choices not to do it all. They chose to do what is really important to them and what will give them the greatest pleasure and satisfaction. As I have said many times, de-clutter your personal life with fewer activities for you and your family (decline social invitations, limit the number of activities in which your kids participate). Outsource as much as you can (cleaning, cooking, laundry, lawn maintenance, etc.) and if your finances don’t permit this then share these responsibilities with your spouse/partner and kids. Then choose a limited number of activities that bring you joy so you have time to restore your energy and well-being.

I am sure I could add to this list, but these really are the simple routines I have that allow me to feel confident in leading a large organization. As Vincent Van Gough said, “Great things are done by a series of small things brought together.”

Speak loudly, step boldly!

[bethbierbower]

What I Learned About the New Face of Primary Care

Seeking treatment from the typical primary care physician practice conjures up images of white coats, a sterile environment and outdated magazines sitting on a battered table in the corner. The primary care office is a place to go when you’re sick. The objective is to get in and out as quickly as possible, and usually with a prescription in hand … or is it? As the concepts of wellness and management of population health continue to evolve, some primary care practices are dramatically changing their approaches to care delivery. Iora Health is a pioneer in this new world.

I had the opportunity to spend several hours in Iora Health’s Freelancers Clinic with the staff and co-founders Rushika Fernandopulle and Chris McKown. The meeting was an eye-opening experience into the way people should and want to engage with their primary care physicians. Nestled into a small building in Brooklyn, the practice exclusively serves members with Freelancers’ health insurance coverage. Members are eligible to come to the clinic without copayments as long as they elect the clinic as their primary care practice.

What did I learn from my visit about the new face of primary care?

The new face of primary care swaps a reception room wait for a welcome experience. When I walked into the practice I was unsure I was in the right place. The waiting room looked as if it came out of a Crate and Barrel catalogue with welcoming sofas and sunlight streaming through a large window. The traditional magazine pile was replaced with iPads that permitted you to surf the internet while you waited. The traditional glass window separating patients from staff was nowhere to be found. In its place was a small, round table with a laptop and a phone for the receptionist. And that receptionist might be one of several members of the practice who also serve as health coaches. Adjoining the reception area was a room for classes covering topics from anxiety to yoga, which seemed kind of cool, but it was empty and for a moment I thought, maybe this is just for show.

Providers practice a patient engagement mantra: listen first, treat second. The practice primarily consists of a Nurse Innovator, Physicians and Health Coaches; there are four coaches for every physician in the practice. Exceptional empathy and listening skills are imperatives for becoming a member of the team. Each morning the team discusses how better to engage their patients in their health. Role playing is used to help team members hone their engagement skills. I never once heard patients referred to based on their disease state. In fact, conditions and illnesses were almost secondary to the overall well-being of the patient.

Patient care is as much about planning for well-being as it is treating the illness. Each team member had a full schedule of patients with visits lasting approximately an hour. Team members wore regular clothing. Without an introduction, it was hard to tell the difference between the physician and the other team members, and that’s the idea. Every team member plays an important role and it takes a village to support an individual on her personal health journey. Conversations with patients are focused on their overall well-being. Team members work hard to understand the underlying issue that may be preventing someone from eating right, exercising or adhering to a treatment plan. And the team spends as much time thinking about how to get members who are not using the practice to come in … which is not an approach that that many associate with a fixed fee arrangement.

The practice has a patient advisory board, where the team solicits feedback on what’s working and what the team can do to improve. Patients refer to the clinic as “our practice” demonstrating a level of engagement unknown in most practices. With six practices across the country, the management team acknowledges that they are still very much in a learning mode, but their early results are impressive: high patient satisfaction and lower costs for the employers and sponsors they work with, and of course for the patient – better health and well-being. While we have yet to find a ‘silver bullet’ in healthcare that drives to optimal health and outcomes, as providers and health plans look to engage individuals in their health, the Iora Health model is a good place to look for some answers.

While we have yet to find a ‘silver bullet’ in healthcare that drives to optimal health and outcomes, as providers and health plans look to engage individuals in their health, the Iora Health model is a good place to look for some answers.

As I left the practice, I noticed that the activity room was full of individuals who were participating in a class led by one of the health coaches. I took one more look around to capture what the new face of primary care might look like in the not-too-distant future. I liked what I saw.

Speak loudly, step boldly!

Follow me on Twitter: @bethbierbower

Images courtesy of www.iorahealth.com

[bethbierbower]

Six Steps to a Better Meeting

I read an article in Inc. magazine on how to have a productive meeting. For me, holding a productive meeting is not an issue. Rather, the problem is that I simply have too many meetings. Like many of you, my calendar is jam packed the entire day. Having lunch without an agenda is a distant memory.

I’ve always worked in organizations that prefer meetings to work through an issue. While this approach may be good for complex issues, it can also create a drag on the organization, resulting in too many meetings with too many attendees. How do you reduce the number of meetings? I chatted with some of my colleagues and have shared these thoughts below.

Pick up the phone. Too many people rely on email to handle issues, which then escalate into a meeting request. Why not pick up the phone and chat with the individual who started the email chain? You’ll be surprised how quickly you can resolve most issues without holding a meeting.

Who is accountable? We often include every possible stakeholder in the meeting. Identify who is ultimately accountable and speak directly with that individual about the situation first. Pitch your idea and if you get a positive response, then commit that you will move forward and report back on any major obstacles.

Take advantage of staff meetings. Staff meetings are generally used for report outs. Our team uses these meetings for decision making only, saving a great deal of time on calendars.

Require a description of the meeting before scheduling. With so many people trying to get on your calendar, you must be diligent before you take the meeting. Once you understand the request, you may be able to quickly resolve the meeting with a phone call. When contacted by a person outside your organization, make it clear you won’t consider a meeting until the individual sends you information, then provide your email address and end the conversation immediately. I don’t return phone calls from individuals who don’t provide their company name and a reason for calling.

Prioritize your meetings. Tell someone she won’t get on your calendar for a month, and she will likely determine the issue is minor enough that it can be handled by email.

Delegate the meeting. Once you understand the reason for the meeting request, you may be able to delegate it to one of your team members. You’ll soon realize that many meetings can happen without your presence (and some may even be more productive without you!)

Speak loudly, step boldly!

Image courtesy of David Wall