Enable your employees to thrive!

Transcription

1 Enable your employees to thrive! Holistic wellbeing case studies UK Employee Benefits Watch 2018 series

2 Introduction It s no secret that today s employees expect support from their employers with their health and wellbeing. In order to provide this support, market-leading organisations are looking at their employees wellbeing needs holistically. They ve created a wellbeing programme where they have interconnected all aspects of their mental, physical and financial wellbeing benefits to meet the needs of employees and enable them to thrive in the workplace. Are you striving to do the same? Discover how we have worked with some of our award-winning and market-leading clients on their wellbeing programmes.

3 Creating a wellbeing brand Live Nation Entertainment set out on a mission to make their employees healthier. They launched LiveWell, a holistic strategy to promote employee health and wellbeing both in and out of the workplace. All benefits and communications are now branded under their five pillars (EatWell, MoveWell, ThinkWell, BudgetWell and ChooseWell) and communicated as part of the LiveWell brand. Some of the initiatives launched include hypnotherapy sessions to help quit smoking, mocktail design competitions to reduce drinking, live cooking demonstrations, weekly exercise classes, mental health awareness talks and offering to pay up to 5k towards student loans. By running surveys before and after launching the LiveWell initiatives, Live Nation Entertainment have seen dramatic results. The result? 8.5% reduction 14% reduction 21.4% reduction Only 10.5% 90.2% in employees eating unhealthily in the numbers of smokers in employees with insufficient physical activity of employees said they now have financial concerns said they were proud to work for Live Nation Entertainment

4 Introducing new wellbeing benefits OVO Energy wanted to help employees plan and save for their future, and to offer them more financial support to help them with this. OVO Energy set out to provide employees with the benefits they needed to support their financial wellbeing, and ensure employees fully engaged with them. They implemented a new workplace ISA, allowing employees to invest money directly into it from their flex fund, giving them a simpler way to build a nest egg for their future they could access as and when needed. They launched free mortgage advice to all employees and added a Culture Card to their range of lifestyle benefits already available, to help employees save money on cultural activities and days out. All of these were promoted with innovative communications, drop-in sessions and benefits fayres. The result? 94% Uptake of the workplace ISA Mortgage advice sessions 62% of eligible employees have engaged with the flex fund has already exceeded expectations continue to be fully booked of employees now say financial benefits are most important to them when choosing their benefits

5 Building wellbeing pillars Wellcome Trust set themselves a mission to enable their 750 employees to thrive in the workplace by improving their health. To achieve this, they created a strategy focused around four wellness pillars; physical, mental, financial and caring. They knew it was important to help employees with every stage of their wellness, from prevention to detection and rehabilitation. So Wellcome Trust launched a range of benefits within these wellness pillars: An on-site gym, with access to a nutritionist, simple Health MOTs and Massage Therapists External Health Assessments Pension clinics A network of Mental Health First Aiders and Mental Health Ambassadors Support for carers Activities including yoga, pilates and arts and crafts Wellcome Trust also hold quarterly roundtable meetings with all wellbeing benefit providers so that these providers can effectively signpost and refer employees to other relevant benefits that Wellcome Trust offers. As a result, their approach to wellbeing is more joined up and employees can get the most out of their benefits. Finally, they have created clearly defined pathways for employees who suffer from conditions that may impact their mental or physical wellbeing, and they have empowered managers to be able to support these employees.

6 Launching a wellbeing flex pot Find out more about Pensions Talk to your line manager AskReward Visit My Reward Anton House Wednesday 15th November 10.30am pm Ground floor - Linkenholt Friday 24th November 11.30am pm First floor - Smannell Hambleden House Thursday 2nd November 12am - 3pm Second floor - C&C Room Tuesday 7th November 3.30pm - 6pm First floor - Longstock Alan Child House Monday 20th November 3.30pm - 6pm Second floor - Danebury Pensions We understand it can be difficult to save for your future - so we ve decided to do something about it! Hearing that Simplyhealth are recognising people s concerns about retirement income and doing something about it is very welcome Jason Townsend Simplyhealth sought to redesign and relaunch their benefits offering to their employees. It was essential that the new offering was aligned to their company purpose to help people make the most of life. So they launched a flex pot to give employees the flexibility to choose the benefits that suited their lifestyle from an allowance. They also gave employees the opportunity to take a flexible approach to pensions by allowing them to not only save for the future, but also use some of the investment to save for what matters now. This includes paying off a student loan or saving for a rental or first home deposit. The result? Simplyhealth House Wednesday 1st November 12.45pm pm Monday 6th November 12pm - 3pm Tuesday 14th November 10.30am pm Thursday 23rd November 1pm - 4pm Friday 1st December 10.30am - 3pm Want to learn more? First stop should be your line manager, or you can visit My Reward or askreward Chatter #pensionpays % of employees logged onto their benefits portal during their recent window 91% of employees made benefit selections during their recent window 4.6 out of 5 rating of the benefits offering by employees on Glassdoor 97% of employees in the pension scheme, up from 75% previously Over 100 employees now saving for their first home

7 So are you ready to look at your wellbeing benefits more holistically? Of course you are! We hope you ve been inspired by the case studies from our clients and that you ve come away with new ideas to create a holistic wellbeing programme and offer support to employees in the moments that matter. Can we help? Our very own health and wellbeing team worked with these clients on their campaigns. If you d like advice or help with your wellbeing programme, please get in touch below.