How do we create a community at TWU premised upon a comprehensive Wellbeing Initiative where students and employees report high levels of thriving?

Transcription

1 How do we create a community at TWU premised upon a comprehensive Wellbeing Initiative where students and employees report high levels of thriving?

2 Susan Finley, 81, is celebrating her 60th year at NASA's Jet Propulsion Laboratory.

3 Health and Wellbeing Initiative: Employee Wellbeing Employee Leadership Conference December 1, 2017

4 Agenda Scope of the wellness initiative Recent activities/retreat Wellness definitions Employee wellbeing programs Supervisor support and recommendations

5 Health and Wellbeing Initiative Comprehensive, holistic, inclusive Builds off our natural strengths internally across divisions like student life and academic departments Focused primarily on students but also faculty and staff Building and consolidating existing resources, but also developing new programs and services

6 Retreat 1. Consider guiding questions to assess our assets 2. Explore examples of best practices 3. Participate in a facilitated process focused on appreciative inquiry 4. Create a unique and compelling model that through it s design tells the story of TWU s excellence 5. This will be a visioning and collaborative process 6. Focus on assets of the institution 7. See what obtains from our shared enthusiasm

7 Models

8 Healthy Campus Initiative

9 Healthy Campus 2020

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11 Evidence Based ROI

12 Ohio State University Evidence based, ROI Health assessment and SMART goals focused. Committee driven Socio-ecological approach Comprehensive/integrated structure

13 Cultural abundance/multi-dimension/public health

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16 Services and supports, physical spaces, social connectedness and community development, learning environments, policies and personal growth and development

17 Prolific collective impact, social movement

18 Endowment HCI funds a variety of projects, programs, research, outreach and other activities. The endowment acts as a catalyst The initiative serves as a clearinghouse for all the ways UCLA is well

19 Strengths-based with traditional health promotion

20 Gallup Purdue Index Gallup Purdue Index studied 30K students Satisfaction on five key dimensions: purpose, social, financial, community, and physical, and explained how student experiences on campus affect their engagement in future jobs and overall life satisfaction. "The odds of thriving in all areas of well-being more than double for college graduates when they feel their college prepared them well for life outside of it."

21 human capital is a company s greatest asset

22 Wellness is an active process of becoming aware of and making choices toward a healthy and fulfilling life. Wellness is more than being free from illness, it is a dynamic process of change and growth. "...a state of complete physical, mental, and social well-being, and not merely the absence of disease or infirmity." - The World Health Organization " a conscious, self-directed and evolving process of achieving full potential." - The National Wellness Institute

23 Well-being Has a stronger emphasis on interconnectedness and holistic integration It may be multi-dimensional Another way to look at it is how one is living well or thriving across several dimensions like Career, Social, Physical, Financial and Community

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26 The Health and Wellbeing Initiative Strategic leadership, vision, and direction for the health and wellness initiative develop metrics and assessments to monitor outcomes leads initiatives to incorporate positive lifestyles, activity, physical and emotional health, nutrition, and models for holistic health..marketing, outreach programs and services provides collaborative leadership. works with faculty academic departments and programs to develop programs of intellectual and cultural significance. establishes high expectations across all communities of the University.

27 Traditional Partners

28 Key Elements May be inclusive of health promotion/prevention/public health Thinking about prevention or upstream Inclusive of employee wellbeing Reliance on faculty expertise/excellence Multi-campus oriented

29 Other components Advisory committee comprised of key stakeholders Wellbeing champions and student leaders Departmental recognition program Mission, Vision, definition for wellbeing at TWU Develop core values Evidence based or evidence informed approaches, logic models, strategic plan, culture of assessment Health equity, health disparities, social determinants of health

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31 Employee Wellbeing

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35 Intrinsic Motivation

36 In work settings, for instance, productivity can be increased by using extrinsic rewards such as a bonus. However, the actual quality of the work performed is influenced by intrinsic factors. If you are doing something that you find rewarding, interesting, and challenging, you are more likely to come up with novel ideas and creative solutions.

37 Employee Wellbeing programs

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39 Employee Wellbeing program design Health risk assessments, biometric screenings Wellness coaching (nutrition, fitness, stress reduction) Healthy behavior challenges Longer term wellness classes (MBSR, healthy eating, exercise) Medical self-care (CPR, BP screenings, web-based self-care) Lunch and learns/wellness Wednesdays 3 rd party vendors/online tools Communications, newsletters

40 An investment in wellbeing (Public Health Institute, APHA) 67% workforce overweight 1 in 4 heart disease 1 in 3 high BP 153B loss to absenteeism Workplace wellness programs can reduce sick leave and medical costs by 25%

41 Why wellbeing at work? Employers can play a unique role promoting health and safety of workers Workers are typically at work for a third of their day and eat one meal there There are opportunities for social connection and wellbeing

42 Lifestyles choices matter According to the CDC 7 out of 10 deaths are the result of chronic diseases, and treating people with chronic diseases accounts for most of the nation s health care costs. Most chronic diseases are the result of preventable lifestyle factors, caused primarily by poor diet, lack of exercise and smoking. Programs that promote healthy workplaces can improve the lives of workers.

43 Benefits

44 Wellness to wellbeing From health and safety to interdependence of belonging, engagement and autonomy

45 Gallup s Five Element Model of Wellbeing

46 Gallup Wellbeing Index Placed employees into categories thriving, struggling, suffering based upon scored on survey

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48 Thriving Thriving employees vs. struggling have 41% lower health related costs ($3k per year) For every 10k employees, this represents nearly a$30m difference based on scores of struggling vs. thriving. This difference is even higher compared to the employees with lower scores (suffering).

49 Cost Those who are struggling or suffering contribute higher costs due to absenteeism and lower engagement/productivity.

50 Supervisor support Supervisor support is critical Even a focus on weaknesses is better than ignoring a less strong performer. Ignoring someone is corrosive to their engagement.

51 A deeper look

52 Career Wellbeing In the US only 29% of employees are engaged in their jobs Engaged employees are 3x more likely to be thriving in their lives overall Engaged employees are healthier, happier More likely to be involved in wellness programs

53 Disengaged employees Having a job that is disengaging is in many ways psychologically worse than having no job at all Actively disengaged workers reported similar poor health compared to the unemployed and were 12% less likely to be thriving in their lives overall compared to the unemployed

54 Effective supervisors are key They can help connect employees to purpose and strengths Leading to greater engagement which leads to their intrinsic investment in their own wellbeing

55 TINYpulse 2016 (workplace employee engagement platform) Middle managers are the cornerstone of employee engagement efforts Manager support was more important that executive (C-level) support when it came to employee wellbeing Maxim that people don t quit their jobs they quit their bosses has more than a little truth to it

56 Community Wellbeing Most overlooked component; appears to be the differentiator between a good and a great life Those who were suffering in community wellbeing had a 91% higher turnover rate than those who were thriving Those with high career wellbeing (engagement at work) were 20-30% more likely say they volunteered their time in the past month

57 Well-doing enhances social interaction and sense of purpose and seems to inoculate us against stress and other negative emotions

58 Jim Harter, Author of the 5 Elements Great workplaces are excellent social centers while the work is getting a lot done.

59 People who are thriving build in action elements across different areas of wellbeing linking social with physical, or physical with community. Some of the best opportunities we have for wellbeing are through communities, but also through organizations. Why?...because through organizations we have naturally occurring social networks that can bring in multiple elements all at once.

60 Across the US only 12% of employees responded affirmatively to the probe: I have substantially higher wellbeing because of the employer I work for today. Therein lies the opportunity.

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62 Cultural Transformation Past focus has been exclusively on biomedical risk factors which is good but not sufficient We have a history of failed behavior change interventions or attempts to change the veneer of an organization with perks but not address the fundamental, core cultural details

63 Paradox Worst way to change culture is to focus on changing the culture; instead we need to focus on leadership practices and to developing a leadership mindset in everyone Foster autonomy, mastery and purpose in employees which are the foundations for intrinsic motivation

64 CDC 2015 Workplace Health Promotion Create a culture of health that is employee-centered Increase access and opportunities for employees to participate in a variety of workplace health programs

65 Suggestions for supervisors Create a culture that encourages physical activitydefine new norms Walk the walk-don t eat at your desk; get up and move several times a day or workout at lunch time Put wellness on your staff meeting agenda and raise awareness; consider ways to integrate it into your unitwalking meetings

66 Future Website with information on healthy meetings, activity breaks, department wellbeing recognition Keep watching for how the employee wellness resources are developed and share these with employees as available Identify a wellness champion in your work unit and encourage their involvement TWU Wellness Toolkit for Managers and Supervisors

67 BOLDLY GO

68 Thank you! Thad Mantaro, M.S. x2221