We know at first cutting costs makes sense—strive to do more with less—but, it isn’t a sustainable, stand-alone tactic. After years of cutting costs and investing in standard wellness initiatives, do you still ask yourself these questions or make these statements?

  • Why can’t we attract high-performing talent?
  • Why is our turnover rate so high?
  • I’m not sure my team has the right skill sets to get it done.
  • We’ve put wellness initiatives into place, so why do our healthcare costs continue to rise?

We’re here to tell you that you’re not alone.

Long gone are the days of people just being happy to have a job, according to studies released by PwC, LinkedIn, and Gallup. In fact, almost 9 out of every 10 employees are wondering if the grass is greener on the other side.

We know that this is extremely frustrating…

We know that this is extremely frustrating because you and your teams work hard to fill the gaps in the organization, but unfortunately, that’s not the only battle you’re fighting. According to a Gallup study, you’re also fighting the fact that half of your people who show up to work don’t do more than the minimum in order to receive a paycheck.

20 percent of your workforce isn’t even functioning at the bare minimum level.

In fact, these are the ones that cause most of the disruption in terms of negativity and low job performance within your organization. Unfortunately, the really bad news seems to be that these disengaged employees must remain on the payroll because you simply need bodies to perform some sort of an action to just get by.

How do you build stability and develop dynamic leaders for the future when 85% of your people are considering leaving?

You turn your focus from solely cost-saving measures to bettering the people that make up your organization. Research now proves what our team has known and been implementing for years—that happy, healthy, and engaged employees are more loyal, more productive, and cost less.

Creating a people-first culture helps employees choose a healthier path, increase their productivity, become more innovative, and ultimately more engaged.

In a study by The Healthways Center of Health Research, just a 10% increase in employee well-being was associated with:

    • 60%
    • 60% lower medical costs

    • 24%
    • 24% lower presenteeism

    • 5%
    • 5% increase in job performance

You won’t have to worry about your return on investment.

Eight different studies by organizations, including Harvard Business Review, World Economic Forum, and the American Journal of Health Promotion, showed a return on investment of holistic well-being programs of between 144% and 3,000%.

Yes, this is the answer you’ve been looking for. It’s not too good to be true, and you can do it with our three-step process.

If done correctly and with the right buy-in, you’ll be able to groom the talent you already have, attract talent from the outside, and ultimately become an employer of choice with a workforce that has a great work/life balance, is innovative, productive, and more engaged. You can develop a people-first culture through these three steps.

1. Invest in your people.

Helping individuals thrive in their everyday lives promotes happier, healthier workers—and, it’s not just what they do inside the organization, it’s what they do on the outside, too.

We’ve learned that what’s important to one individual may not be important to another. This is why your traditional wellness programs may not have gained the outcomes you had hoped for. In order to be successful, you should focus on an individual’s needs, not the masses.

Employee well-being can easily be integrated into an organization’s workplace, workspace, and work processes. Here are a few things to consider:

  • Self-Actualization:​ Help employees understand their purpose and meaning to the organization, how their position affects others, and how they can help fulfill your company’s mission.
  • Esteem: ​Give them tools and opportunities to build self-worth and respect within their lives and your organization, including resources for personal and professional development.
  • Belonging:​ Help them build relationships with others and make significant personal connections—and this should not be limited to just their workplace environment.
  • Safety: ​Ensure to the best of your ability that employees work in a safe and secure environment. Additionally, share the stability of their position and of the corporation.
  • Physiological:​ Provide resources beyond checking boxes and biometric screenings to employees that help them attain better physical and mental health. Also, ensure comfort aspects of their environment are met appropriately.

2. Develop great leaders.

Once you have completed the work of investing in individuals, we know from first-hand experience that your natural leaders will emerge. However, you will need to be mindful that these leaders may not yet be in leadership positions.

There are a certain number of natural leaders within your own organization that will latch onto your vision and want to help you move it forward, but won’t know how. These people will be very important to identify and seek out, as you will continue to invest in their skills and provide resources for innovation and their growth with the organization.

In all reality, these are your leaders of tomorrow that will take your vision and organization to the next level. These are the individuals that will continue to foster a people-first culture and attract other top talent to your organization.

3. Foster a people-first culture.

This means that your strategies should always be developed from a people-first mindset. As an organization, you work with your marketing departments to understand your customers, their needs, and how you can attract new ones. The same should be done with your people—understand what inspires them, limits them, and moves them into action.

Strategies and processes should be developed around supporting and empowering your workforce. Here are a few ideas:

  • Autonomy.​ Every employee should be given some responsibility of choice, even if it doesn’t really seem like a choice to management. Setting up a scenario where two choices are acceptable puts your talent back in the driver’s seat, allowing them to feel more confident and part of fulfilling the overall mission.
  • Relationships.​ As humans, we all want to be accepted by our tribe. Your employees spend a lot of time at work, and this is the best place to make a substantial impact on their lives. Continue to provide flexibility and ways for them to connect with and get to know one another. People that work together and trust each other foster an incredibly productive and positive work environment. This is what helps fight the cancer of negativity within organizations.

Changing the landscape of your organization is complex, but doesn’t have to be hard, and you don’t have to do it alone. By putting the right partnership in place, you will learn how to properly invest in your people, develop dynamic leaders, and foster a people-first culture. Implementing this strategy will change people’s lives, keep and attract top talent, spark innovation, increase productivity, and lower costs.

Only 11% of U.S. organizations offer a comprehensive well-being program that truly impacts the lives and production of an organization.

We’re happy to discuss how you can easily implement a three-step, holistic well-being program that will positively affect the lives of your employees, while increasing productivity and reducing healthcare costs.