by Limassol Zok
PROBLEM Employees are not feeling as great as they potentially can at the workplace even when they are offered wellness programs. Current corporate wellness offerings are quantitative and easy to measure and apply, yet ineffective.
85% large companies offer wellness programs
24% employees use those wellness programs
Health
Clinical Screenings
Disease management
Mental Counceling
Newsletters on Wellness
Web Based Resources
Smoking Cessation
50% small companies offer wellness programs
Lifestyle
Gym Memberships
Weight Tracking
Classes in Nutrition
They are limited to addressing basic human needs. Self Actualization
Highest Potential
Self Esteem Accomplishments
Belonging and Intimate Relationships
Safety Needs
Physiological Needs
Maslow’s Hierarchy of Human Needs
Self Fulfillment Needs
Phsychological Needs
Basic Needs
There are 6 components to holistic wellness Purpose | Emotional | Mental | Social | Physical | Financial Work places and structures are complex and engage all levels of human needs.
How can we move up to addressing those higher needs with personalization and scale?
They are not integrated in employees work lives.
80%
Americans are still stressed at work.
Ineffective Management
Work Overload
9-5 Work Structure
High Stress
Limited Productivity
Slow Progress
Management in Client-Servicing Industry Estimates Effective Work Hours A Barrier to Real Employee Productivity client contracts with employer
employer estimates work hours
employer plans project & delegates
client is happy and pays
employee gets to work!
employee delivers
From client-centric management to employee-centric management project management work wellness management What are the tasks?
Who is working on what?
How can we collaborate best?
How can we communicate better?
When are our milestones?
What are our deliverables?
How are our employees feeling?
What are they thinking?
When do they need breaks?
How do they like to work?
Where are the triggers of stress?
What do they appreciate?
Employee productivity has the highest impact on business outcomes and managers account for at least 70% variance in employee engagement.
How can we measure it when performance is quantitative and human wellness is qualitative? How can we cross the bridge between managers and employees?
Employee
Productivity
Performance + Wellness
Manager
focus + clarity on tasks progressing billing clients meeting deliverables delegating tasks
human@work is a productivity platform for humans at work. with smart algorithm and machine learning
1. It measures productivity 2. It customizes instant wellness offerings
3. It empowers employees to plan their worklife
Personal Employee Productivity Number select Stressed Happy Relieved
selects her work preferences informs it of how she feels during the day! tracks her tasks, speed, and checklist
h@w identifies her optimum productivity #34 prompts instant wellness benefits accordingly
Productivity #23
I’m feeling # _________ @ 12:45pm
Tell us why! Don’t wait till the end-of-year review when you can make change today!
Tool for Allocating Resources 2 engineers - 8 hours a day
3 designers - 4 hours a day
1 web developer - 3 hours a day
1 January - Starts
6 February - Milestone
8 March - Deadline At Office In Cafe Anywhere Employer
create team
Incentives Employees Managers A tool For Empowerment to Navigate the Workplace In A Personalized Way Feel empowered: Negotiate work structures
Feel heard: Release emotions and thoughts
Feel valued: Receive social support
Reliable Information to Manage Effectively and Bill Clients Accordingly
Avoid Employee Burnout
Maximize Productivity Increase Profit
Employee-Centered Project Management
Input your schedule needs and work preferences and get llocated on teams that operate similarly!
Employee-Driven Wellness Management
You input changes in emotions and mindsets to prompt instant wellness triggers and inform management anonymously!
3. Machine Learning For Optimum Results
It learns your optimum ways of working and prompts you to work at maximum productivity!
Digital Platforms Used by Employees Differentiation and Positioning human@work is a productivity platform for humans at work.
It is safe
You can play anonymous!
It is all ears
Thank, express, vent, and share feelings and thoughts! It is effective It sends mass reports to management and tracks productivity scores!
Stakeholders STRATEGY managers
h@w sentiments companies employees wellness programs data points productivity measure action trigger recuiters
h@w
Revenue Model and Growth Strategy Target Audience Employees and managers at client-servicing companies Preliminary Sketches Monday 14 December 2015
Collectively today,
#Stressed ... 12:45 pm
#Happy ... 12:30 pm
#Anxious ... 12:00 pm
My work preferences
I’m feeling # _________ @ 12:45pm Tell us why! Don’t wait till the end-of-year review when you can make change today! December Hours
#Supported ... 11:45 am
#Grateful ... 11:30 am
#Stressed ... 10:45 pm
Your previous messages
thanks @Sam for the chat this morning, that was helpful #feelinggreat #socialeffectiveness
#feelingtired
How am I doing today?
watch out for those moments my work preferences
Yesterday 11/12
#Happy ... 10:30 pm
#Anxious ... 10:00 pm
#Supported ... 09:45 am
#Grateful ... 09:30 am
#Supported ... 08:45 am
#Grateful ... 08:30 am
#Supported ... 08:45 am
1/ Email
2/ Chatting on basecamp
3/ Tap me on the shoulder 9-5
My Communication Style My Work Hour Preference My Work Style
#Headphones
#Snacks #Lots of Love
Wellness Workflow Project IBM
Project Microsoft
Project Samsung
Project Diamond
Further Development Privacy Automated Input
Exact Touchpoints
Productivity Number
Algorithm
Thank you! Appendix Employees Managers Wellness Providers 1/ Express sentiments
2/ Provide instant feedback
3/ Manage their work preferences
1/ Allocate resources based on metrics of work preferences
2/ Translate productivity metrics to project budgetting
3/ Lower turnover rates and better reputation with recuiters
1/ Measure productivity
2/ Offer mental and emotional wellness
3/ Stay competitive
companies offering wellness programs How might we trigger more employers and employees to adopt wellness at work for better productivity?
Weight
Wellness
Personal
Web-Based
role of managers in engaging employees 1/3
Americans are engaged at work only
Engaged employees are
Managers account for at least 28% more likely to participate in wellness programs
www.gallup.com
How might we help employers engage employees better at work?
engaged 12% engaged 2% engaged strongly disagree strongly agree engaged engaged engaged strongly disagree strongly agree I feel I can approach my manager with any type of question my manager helps me set my performance goals
69% 24% 8% 70% of variance in employee engagement
www.gallup.com
5 elements for holistic wellness
www.gallup.com
those who are thriving in all five elements miss
1.9 unplanned days of work per year due to poor health
How might we address holistic wellness including mental, social, community, financial, and purpose?
those who are thriving in physical well-being alone miss
3.2 unplanned days of work per year due to poor health
$6bn/yr is spent on conventional programs that target physical health $50 - $150 per employee per year
thrive in 5 elements thrive in 4 elements thrive in 3 elements
in 2 elements
in 1 element thrive in 0 element
of corporate work disability is caused by mental health problems 30%
www.mhacolorado.org
reducing stress at work employees participate in Lifestyle Management programs
employees participate in
www.dol.gov
BIBLIOGRAPHY Books
Morale and Motivation: How to Measure Morale and Increase Productivity by Franklin Watts, (Alexander Hamilton Institute Incorporated, 1984).
Productivity, Supervision, and Morale in an office Situation by Daniel Katz, Nathan Maccoby, and Nancy Morse, (The Institute for Social Research University of Michigan, 1950).
Coaching People: Expert Solutions to Everyday Challenges by Patty McManus (Harvard Business School Press, 1992).
Why Human Capital Is Important for Organizations edited by Amelia Manuti and Pascuale Davide de Palma, (Palgrave MacMillan, 2014)
Wellness Companies
www.acknowledgementworks.com www.mdinsider.com www.officevibe.com
www.gethppy.com
www.tinypulse.com www.hinda.com
www.lifedojo.com
www.fitbit.com www.pdhi.com
Online Research
http://www.gallup.com/businessjournal/181481/company-wellness-programs-bust.aspx?g_source=wellness%20programs&g_medium=search&g_campaign=tiles http://www.gallup.com/businessjournal/172106/workplace-wellness-programs-missing.aspx?g_source=wellness%20programs&g_ medium=search&g_campaign=tiles http://www.gallup.com/opinion/thrive/172352/new-look.aspx?g_source=wellness%20programs&g_medium=search&g_campaign=tiles http://www.gallup.com/businessjournal/181481/company-wellness-programs-bust.aspx?g_source=wellness%20programs&g_medium=search&g_campaign=tiles http://www.gallup.com/businessjournal/182321/employees-lot-managers.aspx?g_source=stress%20at%20work&g_medium=search&g_campaign=tiles http://www.rand.org/content/dam/rand/pubs/research_briefs/RB9700/RB9744/RAND_RB9744.pdf
2012 Allied Workforce Mobility Survey by the Alliance for Wellness ROI, Inc. 2008 https://www.dol.gov/ebsa/pdf/workplacewellnessstudysummary.pdf http://www.stress.org/workplace-stress/ http://www.mhacolorado.org/file_depot/0-10000000/30000-40000/31946/folder/75384/DBJ+Mental+Health+Wellness+in+the+Workplace+PDF.pdf
http://www.halogensoftware.com/blog/does-your-organization-have-healthy-employee-turnover https://www.aetna.com/insurance-producer/health-wellness/wellness-programs.html
http://www.apaexcellence.org/resources/creatingahealthyworkplace/ http://www.apaexcellence.org/awards
http://www.theihcc.com/en/media_center/editors_picks/the-impact-of-wellness-programs-on-america%E2%80%99s-workf_h2jeegra.html
http://www.huffingtonpost.com/dr-tiffany-d-sanders/engage-employees-and-incr_b_5007328.html
http://www.corporatewellnessmagazine.com/worksite-wellness/workplace-how/ http://fisherpub.sjfc.edu/cgi/viewcontent.cgi?article=1047&context=education_etd http://www.forbes.com/sites/work-in-progress/2013/06/11/challenge-2013-linking-employee-wellness-morale-and-the-bottom-line/ http://www.jdfulwiler.com/employee-benefits/wellness-program/ https://www.sproutatwork.com/employee-wellness-affect-productivity/ http://ajhpcontents.org/doi/abs/10.4278/0890-1171-22.1.45
http://journals.lww.com/joem/Abstract/2004/07000/The_Relationship_Between_Health_Risks_and_Work.18.aspx
https://www.co.ramsey.mn.us/NR/rdonlyres/93A9DA77-E70A-4EF9-AE84-1DDA7953D265/25195/worksite_wellness_employee_survey.pdf
http://gradworks.umi.com/34/28/3428288.html
https://hbr.org/1973/07/why-employees-stay/sb1
https://hbr.org/2014/11/let-employees-choose-when-where-and-how-to-work
http://www.paychex.com/articles/human-resources/six-reasons-employees-leave-a-company http://sloanreview.mit.edu/article/how-much-does-a-companys-reputation-matter-in-recruiting/ https://www.opm.gov/policy-data-oversight/performance-management/measuring/employee_performance_handbook.pdf
http://www.namely.com/blog/blog/2015/4/8/the-4-metrics-you-need-to-gauge-employee-performance https://paysavvy.com/blog/5-effective-metrics-measuring-employee-performance/ https://paysavvy.com/blog/20-online-tools-build-amazing-company-culture/ http://www.easymetrics.com/solutions/develop-performance-metrics/
http://netvalence.net/sites/default/files/resources/recom_read/Measuring_Employee_Productivity.pdf
http://www.gallup.com/poll/181271/obesity-rate-inches-2014.aspx
http://www.entrepreneur.com/article/237635
http://www.entrepreneur.com/article/232702
http://www.forbes.com/sites/stevecooper/2012/07/30/make-more-money-by-making-your-employees-happy/ http://www.businessweek.com/debateroom/archives/2012/02/employee_happiness_matters_more_than_you_think.html http://www.reliableplant.com/Read/18833/how-to-keep-your-employees-happy-productive https://hbr.org/2014/01/employees-perform-better-when-they-can-control-their-space/ http://money.usnews.com/money/careers/articles/2015/03/26/this-is-what-the-best-companies-do-to-keep-their-employees-happy http://www.businessnewsdaily.com/6084-employee-happiness-without-raise.html http://thehappystartup.co/ http://gretchenrubin.com/happiness_project/2007/06/how_employers_c/ http://www.huffingtonpost.com/gurbaksh-chahal/the-happiness-startup-rul_b_4372832.html
http://startuphappiness.com/about/ http://blog.startupprofessionals.com/2014/12/how-to-increase-productivity-by.html http://joel.is/
QUALITATIVE RESEARCH Interviewees (Employees and Employers) Jacob H.
Design Strategist at a design lab startup Manhattan, NYC
4 employees in NYC in total
Rachel Z.
Administrator / Designer at a Film production company Manhattan, NYC
11 employees in total
Elizabeth O.
Admissions Director at a school Manhattan, NYC
120 staff members in total
Sarah M.
Strategist at a consultancy company Manhattan, NYC
80 employees in total
David P.
IP Attorney Partner at a Law Firm New Jersey
10 employees in total
Robert C.
Head of a US advertising startup within a media company Manhattan, NYC and London, UK
3 employees in total and 50 consultants
Sabrina C.
The managing program director at a transformation consultancy Manhattan, NYC
75+ employees in total
Experts in the Employee Wellness Field Christopher L.
Founder of a training and consulting firm that is committed to transforming the way that people work together.
Jae E.
Founder of a platform for employee engagement and conscious content
Julia S.
Director of an employee benefits program at a 50,000+ employee company in the food industry
Ideation Workshop Participants
Onat Tina Mariela Pear Gui Marcio Gabor Chelsea Karen Suchi Elizabeth Jing Vanya William
Many thanks to my professor Rajesh Bilimoria!
Independant Research Fall 2015 MS-SDM Parsons The New School for Design
RESEARCH FINDINGS AND OPPORTUNITY EXPLORATIONS Forces that challenge employee wellness at work structure social self long work hours
following the company’s scoring system
needing validation from others
Having the time to fulfil life and work tasks havingtherightfit employeefor theteam
meeting client billables
managing fear and stress taking initiative sleeping well
feeling motivated to exercize
accepting the process of growth
having a positive attitude
needing to manage finances accepting wellness benefits
receiving andgiving acknowledgment
Not having a dedicated personal work space
how might we provide enough flexibility for people to attend to their personal life priorities?
receiving an unpredictable work load
not having enough flexibile work time having good social vibes
not having time to socialize
how might we provide safe social space for communication & acknowledgement?
how might we help employees relieve stress and manage their emotions well?
Work Life Journeys of EmplOyers The Employee-Oriented Employer
employees are stressed and fearful
The Production-Oriented Employer
how might we help employers manage the stress and fear of their employees?
employees are not billing enough hours
Work Life Journeys of Employees Employees at the Structured Workplace
how might we help employers incentivize their employees to meet their billables?
waking up tired do not look forward to commuting
another day of having lunch at desk
Employees at the Flexible Startup
I guess I will continue the work from home
how might we help employees disconnect from work when they need to?
PERSONAS Wellness
THE MOTHERLY EMPLOYER They are stressed
How can I make them feel good?
No problem, enjoy your lunch!
Management needs the work done.
We need some incentives here
Maybe healthy salads and a sport contest will help!
THE NUMBERS MATTER EMPLOYER Let’s have a scoring system
The employees need to bill clients
The clients are priority
If the clients do not pay, we won’t survive
How can I incentivize employees?
We might need to work overtime today!
THE BUSY BEE EMPLOYER
Get the kids back home
Go to an event for my kids
Go to a client’s party
Teach at university
Get groceries at noon time
Do the laundry at 3pm
THE MARTYR EMPLOYEE
The project is most important I need to be promoted by end of year
I need to make mom happy!
The work is very effective!
I am happy to work on a cause
I am very focused today!
THE REGIMENTED EMPLOYEE
Wake up, have coffee
Get to the bus at 8 sharp
It’s salad time!
I’ll take a 5 minute break then back!
I need to do groceries at six
My checklist is almost done!
THE DYNAMIC EMPLOYEE I will work from a coffee shop afternoon
I wish I can work standing up now
Oh I will have lunch with my friend
I can do yoga and work later
Who wants to grab a bite?
I will plan a party for Halloween
RESEARCH FINDINGS AND OPPORTUNITY EXPLORATIONS ACKNOWLEDGMENT MATTERS
EMPLOYER
EMPLOYEE EMPLOYEE
PERCEPTION OF PROCTIVITY
SELF-DRIVEN WORK PURPOSE
HOLISTIC WORK PURPOSE
PROJECT-DRIVEN WORK PURPOSE
PEOPLE-DRIVEN WORK PURPOSE
EMPLOYER
Dynamism of workplace
When employers and employees did not match in how they work or how dynamic they are, work wellness levels dropped.
RESEARCH FINDINGS AND OPPORTUNITY EXPLORATIONS Employee wellness needs on Maslow’s pyramid
NEED VALIDATION
NEED TO ACCEPT WELLNESS BENEFITS FOR MYSELF
NEED TO SEE CHANGE IN THE WORLD
NEED ACKNOWLEDGMENT
NEED TO MANAGE FEAR AND STRESS
NEED NOT TO WORRY
NEED INTERPERSONAL SKILLS
NEED SOCIAL TIME WITH COLLEAGUES
NEED BREAKS OUTSIDE THE OFFICE
NEED TIME FOR FAMILY AND WORK
NEED MONEY AND MORE SLEEP
NEED MONEY TO SURVIVE
NEED TIME TO REST
How might we provide basic and advanced levels of wellness needs to employees and employers at work?
