Jozito’s Bob Merberg Served As Key Consultant For Innovative Emotional Well-Being Program
Mindfulness, Gratitude, Optimism, Connection, and more.
The Art of Living an Emotionally Healthy Life
I’m delighted to tell you about a solution to an employee well-being gap I’ve written about often — a solution just announced by my client, Health Enhancement Systems (HES)…
Work of Art is a program about the art of living an emotionally healthy life, featuring the personalization, quality, and spirit that only HES can deliver. As a consultant on the product, playing a major role with background research, content development, testing, and some feature design, the release of Work of Art — a program I’m certain will make a difference in the lives of workers and the organizations that employ them — is one of the proudest milestones of my career.
I urge you to learn more about Work of Art, and to pass this message along to your colleagues, because it may just be the most important employee wellbeing product of its time.
After her presentation at a wellness conference, a colleague reports, an attendee told her:
I never would have thought to align our wellness program with our core values and business goals.
If a wellness leader never would have thought to align the wellness program with the organization’s core values, they probably aren’t really core values. Continue reading »
There’s no need to be either frustrated or complacent with low engagement in whatever you offer employees. Download the free ebook, Now We’re Talking!, written by Jozito’s Bob Merberg and published by HES, to learn how it’s done.
It’s not just for walking clubs and smoking cessation programs. For example: Everyone’s talking about mental health, and lots of employers name EAP as their main mental health at work intervention. But EAP utilization is typically 4% or less (sadly, 7% is often considered good). When I oversaw EAP for an employer, utilization averaged between 14% and 18%… because, once we had excellent program pieces in place (integrating it with wellness, absence management, and other functions; implementing proactive EAP outreach to at-risk employees rather than just passively waiting to be contacted by those in crisis), we communicated about it: All the time. Everywhere.
Download the ebook and get started achieving the participation, engagement, and results you’ve always wanted.
The process of evaluating employee wellbeing and sustainability programs depends on the organization and its goals.
Here are tips that can be applied in almost any situation to assure your findings meet your needs:
- Have a plan. Include program component evaluations, communication (and other process) evaluations, and overall program outcome evaluations.
- Identify metrics based on program goals. You wouldn’t, for example, spotlight biometric screening data to measure a program’s effect on culture or employee engagement.
- Rely on data. Use story and data visualization to communicate and provide insight into data.
- Benchmark against reference groups, including vendor book-of-business, national norms, and (yes) sometimes non-participants.
- Understand biases, including the powerful affect of selection bias.
- Leverage existing sources of data, such as HRAs, biometrics, safety, employee engagement surveys, EAP, HR info systems, and disability.
- Identify relationships between findings. How are physical health, productivity, employee engagement, behavioral health, and well-being strategies affecting each other?
- When using surveys, use validated instruments, when possible.
- Engage in-house experts (eg data analysts), if available.
- Require vendors and consultants to provide expert evaluation consultation.
- Take vendor self-evaluations with a grain of salt.
- Be conservative in conclusions.
- Communicate evaluation findings throughout the organization, including to participants.
- Be transparent about findings, even when they are disappointing.
- Follow participant cohorts to show change over time.
- Generally, seek to measure sustained outcomes, not just results immediately post-program.
- Understand intent-to-treat methodology, and use it if you’re trying to do a rigorous analysis of health interventions.
- Evaluation goals differ – for example, garnering program support vs. quality improvement. Establish methodology accordingly.
- If in doubt, strive to be as rigorous as possible, but don’t get bogged down in perfectionism unless you’re publishing research.
If your organization needs help with its program evaluation, contact Jozito LLC’s principal consultant, Bob Merberg, using this website’s contact form.