What is work-life balance?

Work-life balance is about dividing time and energy between professional and personal responsibilities in a way that feels sustainable and fulfilling. It’s about managing time effectively across both spheres to enhance quality of life, and this may be different for each individual. Some find balance by working flexible hours, while others prefer clear boundaries between office and home. The rise of remote work and digital burnout can disrupt this balance, as technology blurs the lines between our work and personal lives. However, there are simple steps you can take to improve work-life balance.

Why is work-life balance important?

A well-balanced lifestyle can significantly improve mental and physical health and reduce the risks associated with chronic stress. This lifestyle also fosters greater productivity and job satisfaction which benefits both employees and organizations. According to the American Psychological Association, 92% of workers said it is very (57%) or somewhat (35%) important to them to work for an organization that values their emotional and psychological well-being.¹

Let’s explore 8 work-life balance benefits.

A balanced approach to work and life offers many benefits that might surprise you. Let’s explore some of these in detail:

A balanced life provides a foundation for long-term health.

A balanced lifestyle supports habits that help us stay healthy over the long haul. With a better work-life balance, there’s more room in the day for physical activities and healthy habits. This includes time for exercising, cooking healthier meals and focusing on sleep–all of which boost immunity and let our minds and bodies recharge. By focusing on these healthier choices, we create a foundation for a longer, more fulfilling life. This sustainable approach allows us to thrive, both personally and professionally. 

Better balance can reduce stress and improve mental health. 

According to Mental Health America, 81% of workers report that workplace stress affects their mental health.² When we manage our time well and meet our personal needs, our mental health improves and anxiety becomes more manageable. Lowering stress helps buffer us against depression and burnout.

A balanced lifestyle boosts workplace productivity.

Employers may be pleased to learn that a balanced lifestyle boosts productivity. Employees who are not overworked are more focused and efficient. When employees are well-rested, they also generate more innovative ideas and solutions, which can result in better organizational performance. 

Clearer thinking can lead to smarter decisions.

Cognitive clarity is another unexpected benefit. Decision-making processes become more refined and thoughtful when work pressures are not overwhelming. Our mental sharpness is crucial in both professional and personal settings. Smarter and more informed decisions lead to better organizational outcomes and opportunities.

Building stronger relationships with loved ones supports well-being.

Spending quality time with family and friends is integral to personal fulfillment. Work-life balance ensures our relationships remain strong and nurturing. These connections are vital for happiness and stability, contributing to a more fulfilling life experience.

Increased job satisfaction and engagement result from a healthy balance.  

Employees who enjoy a better balance report greater job satisfaction, which enhances employee engagement and loyalty. A satisfied workforce tends to be more committed, which can help reduce turnover rates and foster a positive workplace culture. 

Balance is an effective approach to preventing burnout.

Burnout is a huge concern for today’s workforce. By proactively setting realistic expectations and recognizing limits, organizations that promote work-life balance can help avoid the crippling effects of burnout, safeguarding workers’ long-term health and career longevity.

Setting boundaries promotes a healthier lifestyle.

Establishing work-life boundaries nurtures a healthier lifestyle. It encourages better time management and allows people to disconnect from work when necessary. These boundaries are critical for maintaining equilibrium, allowing us to recharge and enjoy life outside of work commitments.

How does work-life balance benefit everyone?

When we live with balance, it benefits not only us but also our families, friends and workplaces. Organizations that support balance foster a happier, more productive environment that strengthens everyone. Employers can play a role by respecting personal time and promoting well-being as a core part of their culture.

The importance of work-life balance can’t be overstated. With benefits like improved mental health and productivity, balance is something both individuals and organizations should prioritize. If you’re ready to start building balance, consider how to bring these insights into your daily life and workplace.

WebMD Health Services can help you support the well-being of your entire workforce. Contact us to explore how balanced practices can transform your workplace.

The American Psychiatric Association revealed that 73% of U.S. adults are feeling anxious about the upcoming election.¹ With a constant barrage of news and information, especially from social media, it’s not surprising. Talk of politics is something that was once taboo at work, but in our current politically charged environment it has a way of seeping in. Political discussions at work can ratchet up stress and anxiety, strain professional relationships, decrease productivity and negatively impact company culture.

So how can we approach this election season at work with a well-being mindset?

There are ways that your organization can help employees cope with the uncertainty and stress of the election while maintaining a workplace environment where employees feel respected for their diverse opinions. Here are some ideas…

What leaders and managers can do.

Model appropriate behaviors. Employees look to leaders as role models who show respect for diverse opinions; engage in respectful, healthy dialogue; avoid making inflammatory or derogatory remarks; and set healthy boundaries for themselves and others.

Create guidelines for how teams should communicate with each other. Examples of ground rules might include:

• Listen actively, be respectful and show grace when others express their views.
• Approach differing viewpoints with curiosity rather than judgment.
• Practice benefit of the doubt.
• Embrace the discomfort of difficult conversations.

Practice psychological safety. Psychological safety—which means employees feel safe speaking up, sharing opinions, and disagreeing openly without fear of negative repercussions—is important in the best of times, and even more important in times of turmoil. Urge managers to practice psychological safety within their teams so people feel included and comfortable bringing their authentic selves to work.

Check in with employees. During one-on-ones or at the beginning of team meetings check in on employees’ emotional well-being. Ask people how they are feeling, validate those feelings and ask what resources or actions would help.

Have a plan. Convene the leadership team now to craft a unified message for how the organization will respond (or not) to events both pre- and post-election.

What HR can do.

Know company policies. Be familiar with organizational guidelines regarding political speech or activity in the workplace and communicate them to employees.

Foster a culture of respect. Regularly reinforce the importance of mutual respect and professionalism. Recognize and reward instances of employees who have navigated difficult conversations well.

Communicate policies around voting. Many organizations offer time off or flexible work schedules to allow employees to vote in their communities. This is a good non-partisan way to support the overall voting process. Be sure employees know what’s available to them and encourage them to exercise their right to vote.

Offer training. Both pre- and post-election, HR can offer workshops on respectful communication and conflict resolution, or augment current trainings to include scenarios related to political discussions in the workplace.

Create safe spaces. Designate neutral areas where employees can take breaks from potentially stressful conversations. Consider offering meditation or quiet rooms. Ensure employees have a way to report concerns confidentially. Employee Resource Groups (ERGs) are another way to give employees a safe place to express their views and concerns.

Remind employees of support resources. Employees experiencing election stress and anxiety should know about mental health counseling services or Employee Assistance Programs (EAPs) you offer.

What employees can do.

Set healthy boundaries. It’s important to limit exposure to election news and social media, or come up with some rules around consumption—for example, twice a day or only at lunch time. Employees can also decide in advance how much they’re willing to engage in political discussions at work, and practice polite ways to disengage from uncomfortable conversations.

Practice self-care. Prioritizing sleep, exercise, and healthy eating habits can boost physical health during a stressful time. Stress-reducing activities like short walks, meditation, yoga, or deep breathing exercises are also good ways to engage the parasympathetic nervous system, our internal calming mechanism.

Focus on what can be controlled. As with any stressful situation, it helps to focus on what’s within employees’ control and channel energy into productive actions. These might be hobbies or community activities that take people’s mind off the election, or activities that are directly related—like exercising the right to vote and encouraging others to do the same.

Seek support when needed. Sometimes stress and anxiety can get out of control. That’s when it’s important for employees to reach out to trusted friends or family members or seek counseling from a professional through the EAP or other mental health resource.

Maintain professionalism and find common ground. Encourage employees to look for shared values or concerns. Redirect conversations to work-related topics when necessary. Above all, remind employees that their primary relationship with colleagues is professional, not political.

At a minimum, it’s helpful for leaders, HR and employees alike to acknowledge the shared experience of living through a challenging time. And, remember that most people have good intentions, even if our views differ.

WebMD Health Services can help create and foster a culture of empathy and understanding that increases employee engagement and results in happier, healthier employees. Contact us at connect@webmd.net for help.

When it comes to women’s well-being in the workplace, employer and health plan benefits and programs have traditionally focused on the childbearing years—for example, maternity leave, fertility assistance, child care, and even breast milk shipping services. But there is little support for another critical phase of a woman’s life—the years leading up to menopause, called perimenopause, and the post-menopausal years.¹

Every woman will experience menopause, which marks the end of a woman’s menstrual cycle—usually between the ages of 45 and 55. These years preceding a woman’s last period are often accompanied by uncomfortable symptoms including hot flashes, brain fog, joint pain, insomnia, weight gain, anxiety and more. These symptoms can last for six to 10 years and may be more severe for women of color than for white women.² Due to the stigma surrounding menopause and societal norms regarding women’s aging, most women don’t feel comfortable sharing their concerns with others, especially in the workplace.

Why menopause support is a workplace issue.

While not every woman will experience symptoms that profoundly affect her quality of life, the vast majority will, and they may impact her ability to be productive, engaged and successful at work.

The Menopause Society describes the issue as a “costly and preventable” problem for employers.³ According to a Mayo Clinic study, menopause costs American women an estimated $1.8 billion in lost working time per year.⁴ A study in the UK found that close to a million menopausal women have left their jobs due to menopausal symptoms.⁵ Importantly, the menopausal years also happen when many women “are at the ‘top of their game’ across jobs and sectors, are holders of institutional wisdom, mature in decision-making, and dynamic and influential leaders.”⁵

For these reasons, it’s in every employer’s best interest to support women during these critical years—not only because it’s the right thing to do from a health and well-being standpoint, but also because it’s a business issue that has the potential to affect women’s engagement, productivity and retention.

What employers can do to support women going through menopause in the workplace.

Create awareness of menopause and normalize it.

Experts agree that the number one thing we can do to reduce the stigma of menopause is to start talking about it more. Deborah Garlick, founder of Henpicked, a UK training firm that has provided “menopause-friendly” certifications to organizations like HSBC UK and Unilever UK, suggests posting more information on company websites and training employees and managers, regardless of gender. Also, just as we have urged leaders to more openly discuss mental health, female leaders can talk about their own challenges with menopause to help reduce the stigma for other women in the organization.

Host an event.

Organize a menopause event, awareness session, or bring in a guest speaker to observe Menopause Awareness Day on October 18. Topics could include how to age well in the workplace, manage hot flashes and brain fog, get better sleep and care for mental health.

Offer training for managers and supervisors.

Provide tip sheets for having conversations that are informed and thoughtful, or a quick training course about menopause and the effects it can have on a woman’s health. Be sure to frame it as a business issue that needs attention, just like stress and burnout. Encourage managers to be receptive to any necessary workplace accommodations. It’s also important for managers to know that menopause may not be something all women want to talk about.

Create a menopause champion network.

Much as we have health coaches and wellness champions, organizations can appoint “menopause champions”⁶ in the workplace. These are women who are willing to talk to other employees about menopause and help them find support. This approach has been particularly successful in the UK, where the issue of menopause in the workplace has gained more traction than in the U.S. and has helped companies foster more inclusive environments for menopausal women.

Offer flexibility.

Because menopause symptoms can contribute to missed work days, a flexible work policy that allows women to work from home some or all of the time is important. You can also consider adjustments to leave policies to allow for menopause-related paid leave or additional sick days.

Promote existing benefits.

Tap into benefits the company already offers, such as counseling through the Employee Assistance Programs (EAP); stress reduction and resilience-building programs; exercise and nutrition services; and mindfulness/meditation programs. You might also explore adding standalone health programs targeted to menopausal women.

Offer training for managers and supervisors.

Provide tip sheets for having conversations that are informed and thoughtful, or a quick training course about menopause and the effects it can have on a woman’s health. Be sure to frame it as a business issue that needs attention, just like stress and burnout. Encourage managers to be receptive to any necessary workplace accommodations. It’s also important for managers to know that menopause may not be something all women want to talk about.

Consider the work environment.

Given that vasomotor symptoms, otherwise known as “hot flashes,” are common during menopause, consider giving access to a cooling room where the temperature is more easily controlled, provide fans, or allow breaks to step outside for fresh air.

Finally, the Menopause Society’s Making Menopause Work initiative offers an array of free, helpful resources that employers can download.

With more than 15 million women ages 45 to 60 in the workplace, according to U.S. Census statistics, it’s important for workplaces to provide women with the support and resources they need to stay healthy, productive and engaged during this time in their lives. WebMD Health Services can help you support the well-being of your entire workforce. Contact us at connect@webmd.net to learn more.

WebMD Health Services (WHS): Let’s dive right in! Recently, you shared data with our team that the U.S. maternal death rate was 21 deaths per 100,000 live births in 2020. This is almost double the Organization for Economic Co-operation and Development (OECD ) nations’ average of 10.9, and more than double that of several European nations.¹ It’s pretty shocking data. What are your thoughts?

Jennifer Dressler (JD): I guess I wasn’t exactly shocked. In an ideal maternal health system, all women would have access to comprehensive, seamless medical care with links to behavioral, economic, and social supports. But that just isn’t the reality in the U.S. today. Nearly half of rural counties do not have a hospital with obstetric services.² Chronic health conditions like hypertension and diabetes increase a woman’s chance of developing pregnancy complications like preeclampsia; prolonged stress can cause miscarriages.

Pregnancy complications also disproportionately affect Black and American Indian/Alaska Native women.³ This is in part due to the conditions in which people are born, grow, live, work and age—called “social determinants of health”—which can profoundly affect maternal health. In fact, the maternal mortality rate for Black women is almost 70 deaths per 100,000 live births—more than three times the national average.⁴

There’s an urban/rural divide, too. One study found that rural residents had a nine percent greater probability of severe maternal morbidity and mortality, compared with urban residents.⁵

WHS: Can you elaborate a bit more on the crisis of maternal health care in rural areas?

JD: Yes, it’s a big problem. Many communities in the United States have few or no clinicians providing maternity care services, contributing to a national maternal and infant mortality rate that is much higher than that of comparable developed countries. The March of Dimes calls these communities “maternity care deserts (MCDs),” which is defined a county that has no hospitals providing obstetric care, and no practicing obstetrician-gynecologists (OB-GYNs) or certified nurse midwives (CNMs). Currently the March of Dimes estimates there are over 1,000 MCDs in the U.S.⁶ This isn’t to say that there aren’t family physicians who provide maternity care, but the lack of specialists and the need to drive long distances to the nearest hospital or provider puts women at risk.

WHS: These are pretty significant problems, many of which are beyond our ability as a corporate well-being provider to impact. But helping participants navigate complex health conditions is something we do all the time. What types of lifestyle support does WebMD Health Services offer to pregnant participants?

JD: I first want to say that our programs are largely set up to support healthy, uncomplicated pregnancies and there will obviously be times when we need to refer participants back to their OB-GYNs or primary care physicians. That said, our 56-day Maternal Health Daily Habits Plan, a digital self-management tool, does help women navigate all three trimesters of pregnancy with specific action items and follow-through catered to each stage of pregnancy.

In the first trimester, we emphasize getting early and regular prenatal care. In trimester two, it’s all about managing lifestyle changes to promote a healthy pregnancy for baby and mom. And during the final trimester, the program is dedicated to what a new mom needs to know to welcome her baby.

We also support partners with our 28-day Pregnant Partner Support Plan. We know that for a partner to be supportive, they need to understand what’s happening to the pregnant woman as well as take care of their own well-being so they’re ready when the new baby arrives.

WHS: What about coaching—do we offer specific maternal health coaching to participants?

JD: Yes, we offer lifestyle health coaching to pregnant participants. When they take our Health Assessment and indicate interest or reach out to our coaching staff, we can match them with a coach who is certified for all stages of pregnancy and can offer support during this time period.

WHS: According to the CDC, about 1 in 8 women will experience symptoms of post-partum depression.⁷ What type of support do we provide to women to support their well-being after the birth of the baby?

JD: We are equipped to help women with post-partum blues as well. We have coaches who are trained in mental health and can screen for post-partum depression, offer support and skill-building, and refer participants for additional support.

WHS: These days most women continue to work until just before their due date. Which means that there undoubtedly things an employer can do to support the pregnant mother. How can workplaces better accommodate the unique health needs of pregnant women?

JD: Fortunately, this is one area where there are many laws in place to protect pregnant women. Some newer regulations people may not be familiar with include the Pregnant Workers Fairness Act that went into effect last year. This law entitles pregnant women to “reasonable accommodations” like the ability to telework and take time off for health care appointments. There’s also the PUMP Act, which guarantees breastfeeding parents time and a private, non-bathroom place to pump. The Pregnancy Discrimination Act has been around since 1978 and prohibits pregnancy discrimination of all forms in the workplace. The 1993 Family and Medical Leave Act (FMLA) protects women’s jobs for 12 weeks after giving birth.

There is one area where we still have a long way to go, though, and that’s paid parental leave. We’re the only developed nation that doesn’t have a federal paid parental leave policy, though some states do offer it and more are set to pass this kind of legislation. There’s no disputing that being able to take time off after giving birth without accompanying financial stress would be a huge benefit to the physical and mental health of women—and benefit the new baby, too.

WHS: Aside from laws in place that employers must adhere to, what other actions can employers take to create an environment that is supportive of pregnant women?

JD: Offering flexible work options is a big one. Accommodating time off for medical appointments is another. Time off should also extend to the partner so they can attend doctor appointments, too. Managers can model healthy work-life behaviors by using company resources themselves and fostering psychological safety on their teams so pregnant workers feel comfortable. Stress has been linked to an increase in the risk of miscarriage, preterm labor, preterm birth, low birth weight and preeclampsia, so it’s important for managers to make sure pregnant women aren’t overloaded with work.⁸ And if the employer requires a uniform, by all means have some options so pregnant women can be comfortable throughout these nine months.

WHS: What about when women return to work? Any advice for employers?

JD: There was a great article recently in Harvard Business Review that addresses this issue. It notes that about a quarter of women return to work within two months of giving birth⁹ and about 10% return in 10 weeks or less.¹⁰ Women are still healing physically at that point in time and emotionally adjusting to being a new parent. Thankfully, we are starting to see acknowledgement that mothers shouldn’t bear all the responsibility for these challenges and that managers and coworkers can play a critical role in supporting new mothers. It all comes down to being an “ally” for pregnant women, validating them as both a worker and a mother, and ensuring they know about and can use any supports the employer puts in place, whether that’s pumping rooms or shipping breast milk or simply ensuring managers are empathetic and supportive.

WHS: Jennifer, thank you so much for sharing your thoughts on the important issue of maternal health and how we can better support pregnant and post-partum women in the workplace.

JD: Thank you!

* * * * * * * * * * * * * * * * * *

To learn more about how WebMD Health Services can help your organization provide the support and resources to help pregnant women thrive both during pregnancy and after childbirth, contact us at connect@webmd.net.

Why it’s important for employees to hear from leaders about workplace well-being.

Employees who feel connected and cared for at work are more engaged and satisfied with their jobs. According to Gallup, companies with high employee engagement are also 21 percent more profitable. By connecting with your employees, you can build trust, increase engagement and drive innovation.

But sometimes, employees believe well-being programs exist only to benefit the company and lower costs. This can make them feel jaded and lead to feelings of resentment. By hearing directly from an executive who is engaged in a well-being program, you can start to dismantle these negative beliefs and help your employees understand that you are invested in their health.

How leaders can support workplace well-being.

Here are seven ways leaders can champion their corporate well-being programs and proudly wave the well-being flag:

1. Lead by example.

It’s important not just to talk about your well-being program but to participate in the program. If you’re engaged in your well-being program, it will be much easier to convince your staff that you believe in your well-being program and its ability to help your employees reach their goals.

2. Share your story.

When speaking about your well-being program, be specific and share the resources you use and enjoy. Describe what programs you use and how they help you achieve your goals.

3. Be vulnerable.

Share the struggles you have around health and well-being. Sending a simple reminder that we’re all human beings with emotions, feelings and struggles can help build trust in your organization.

4. Use quantitative data.

Let your employees know how many of their co-workers are engaged in your well-being program, share statistics from your well-being challenges and highlight employees who are engaged in the program.

5. Encourage a culture of well-being.

Support your employees when they take advantage of well-being benefits, whether that’s using vacation time, getting a health screening or participating in a well-being challenge.

6. Branch out.

You need support from managers throughout the company to help the program succeed. Make it easy for them. Send special invitations to health and wellness events. Offer simple activities they can use to demonstrate to their departments that they’re involved, such as fun competitions with other departments. Send them department-specific messages they can share with their groups either in person or via email. In a focus group conducted by WebMD with a diverse employer, participants shared their desire to hear things verbally from their manager.

7. Listen to your staff.

Give your employees opportunities to provide feedback about your well-being program and work with managers and other leaders to implement this feedback.

Leadership talking points to promote employee well-being.

Looking for more ways to encourage a culture of well-being in your workplace? Check out these leadership talking points:

• “You should always make time to nurture your well-being. Not only can it help you feel your best, but it can also help you live a longer, healthier and happier life. That’s why I’m excited to announce [PROGRAM NAME], a well-being program and employee benefit from [VENDOR NAME].”
• “Just like everyone, sometimes I struggle with keeping up with healthy habits. But with [PROGRAM NAME], I know I can get a little extra motivation from health coaches, my co-workers and a community of support, whenever I need it.”
• “I want all of our employees to live fulfilling lives and I believe [PROGRAM NAME] can help. I enjoy our well-being program because it keeps me motivated and it makes it easy to connect with our fellow co-workers.”
• “[PROGRAM NAME] has helped me live a healthier life and I’m proud to work for a company that prioritizes our employees’ well-being. Through [PROGRAM NAME], I’ve become more intentional with how I approach my health; I’ve started to prioritize well-being and I feel more connected to my co-workers. I want all of our employees to participate in [PROGRAM NAME] and experience all the benefits I’ve noticed since registering.”
• “What I really appreciate about [PROGRAM NAME] is the holistic approach to health. Well-being is so much more than physical health and through our well-being program, I’ve learned how to prioritize my emotional and social well-being. [PROGRAM NAME] has also helped me focus on gratitude and connecting with our co-workers. I’ve had such a great experience, and I hope all of you join me on the portal.”

Start your journey toward creating a culture of well-being with WebMD Health Services.

WebMD Health Services is on a mission to help companies truly care for their employees while also impacting business results. If you need help learning how to create a culture of well-being at your workplace, visit our website or contact us at connect@webmd.net.

Why is personalization important?

Participants are more likely to interact with a well-being program when they see that it has their best interests in mind. Providing a personalized experience allows you to create and reinforce loyalty in your well-being program—making individuals feel like it’s all about them. Finally, personalization allows you to build relationships with your population through one-to-one interactions that provide unique value to each participant—with just the right tool, intervention or the program as a whole.

What is personalization in well-being?

There are many types and levels of personalization, but here are the key building blocks:

The basic level: Showing that you know the user and leveraging basic profile and biometric data. An example might be addressing an individual by name in an email or sending an article about nutrition to someone with high cholesterol levels.

The next level: Making recommendations using expanded profile data. For example, allowing each participant to choose the topics they’re interested in— eating better, reducing stress, getting more exercise—and then serving up programs, tools and content related to those topics.

The highest level: Refining interactions within a given context, intelligently blending demographic data, user behavior and device or other imported data. In other words, taking personalization to the next level to create a relevant well-being experience—one that gives people what they want as well as information they didn’t know they needed, but are glad to receive. This might look like encouraging an employee who has enrolled in a healthy pregnancy program to check out the Employee Assistance Program for help locating childcare, or directing them to the financial wellness program to get information on budgeting for childcare needs.

How to create a personalized well-being experience

Personalization can be a challenge when it comes to well-being. While we sometimes have good data from a Health Assessment or biometric screenings to prompt our recommendations, most of the information we have about a person comes from data they self-report. And, as we all know, we’re often not the most reliable reporters of our own health habits!

But there are things we can do to create a more personalized well-being experience:

• Ask participants what’s important to them
• Give them choices about how to interact
• Let them build their experience their way

Here’s what we also know about personalization

• Most people need reminders and nudges to keep them on track. And everyone wants to choose how they receive that information—text, email, in-app alert or even a letter in the mail.

• Many people need an actual human being whom they can trust—either a peer or a professional— to act as a personal champion who will hold them accountable and help them stay the course. Health coaches are great resources for this.

• Abstract, long-term goals like “being healthy” aren’t motivating for most people. Most of us want to see shorter-term benefits, like “more energy” or “better sleep” or “my clothes fit better.”

• Personalized insights need to be adjusted as individuals’ needs change. As people progress on their health journey, the well-being program needs to progress with them, providing new and different resources and information.

• Status updates are essential. People need to be able to see their progress and the near-term benefits of their activities and behavior changes.

As we’ve outlined, there are many types of personalization, and some are more sophisticated than others. Your goal should be to deliver as personalized an experience as possible given your organization’s current resources and program. Whether you’re just starting up your well-being program or looking to improve your results through greater personalization, we can help. Contact us at connect@webmd.net.

How To Evaluate Well-Being Programs

If you’re embarking on the undertaking of selecting a well-being program, you no doubt have many questions in your mind. Whether you are new to these programs or you are looking at how to take an existing program to the next level, knowing how to evaluate your options is a must. While there are lots of factors to consider, we feel these six elements are important to evaluate when it comes to choosing a well-being program:

1. The consumer experience
2. Programming flexibility
3. Solution integration
4. Brand trust
5. Client and consumer support
6. Investment value

Let’s look at each of them in detail.

1. The consumer experience

At the heart and soul of your well-being program are the people who will use it every day — your employees and perhaps their spouses and partners or even your retirees. The consumer experience must be a positive one if it is going to engage people beyond an initial interaction and drive true value on your investment.

Whether it’s shopping for clothing, choosing a restaurant, or deciding what to watch, technology has enabled a highly personalized, seamless digital experience. Your employees will expect the same type of experience when they interact with the well-being program. Look for:

• A simple and secure login process that makes it easy for people to get in and start using the solution.
• Intuitive navigation so people can easily find what they want.
• Mobile and desktop access to reach all of your people anytime, anywhere.
• Guidance, education and personalized action plans that develop internal motivation and accountability.
• Digital tools that support setting and achieving short- and long-term goals.
• Motivating messages that keep people engaged and give them something new each time they interact with the program.
• Custom communications included as part of the standard offering that address your varied populations.

2. Programming flexibility

Well-being is personal, which means employees will want to engage with your program in ways that are meaningful to them—whether they’re managing a chronic condition, quitting tobacco, or looking to increase physical activity. The well-being solution should allow participants to select the tools and resources that help them achieve their personal well-being goals, rather than a one-size-fits-all approach.

To make sure your program is as customized as possible, ensure it offers:

• Tools to address holistic well-being, including mental health, financial wellness, and social connectedness—in addition to physical health.
• Multiple ways to connect with a health coach—via phone, text or in person.
• Varied communication channels such as email, text, workplace social media, employee portal, leadership/manager communication, in-office promotions, home mailers and more.
• Condition management support for people who need help managing a chronic condition as well as lifestyle support for things like quitting tobacco.
• Wellness challenges that engage even the healthiest members of your population.
• An incentives platform that gives you the power to promote your program and reward engagement in the way you need.

3. Solution integration

Due to the intrinsically personal nature of well-being, even the most robust well-being program can benefit from outside tools and resources (also known as “point solutions”). However, if employees must log on to many different well-being solution websites, you will not see the utilization you are hoping for. The trick is to ensure that your population has one centralized way to access all your well-being offerings.

Get more bang for your buck with a solution that:

• Easily lets people share fitness tracker, app and other device data, such as steps taken or calories burned, with your well-being program.
• Provides multiple components that seamlessly integrate with each other.
• Connects with point solutions and programs to facilitate people getting the help they need when they need it.
• Delivers the technical expertise needed to maintain data integrity and security when transferred between programs and vendors.
• Offers batch and real-time data transfers between different solution components to deliver a truly integrated program.

4. Brand trust

Whether they’re working with a health coach, getting a biometric screening or setting and tracking personal health goals, people need to know they can trust the well-being partner to give accurate and credible guidance, and that their personal health information is safe.

A good program can generate trust through:

• Programs certified and accredited by the National Committee for Quality Assurance (NCQA).
• Proven and documented outcomes that support the effectiveness of the program.
• A brand known by your population and trusted as an expert in health and well-being.
• Technology and processes that deliver exceptional data security and privacy.

5. Client and consumer support

Supporting your population’s well-being involves more than just programming a platform and letting it run. Every aspect of your program should reflect your organization and properly address your population’s needs. You should also be able to get help whenever you or your consumers need it. Whatever the issue—from a complex rewards programming question to planning your next well-being challenge—good help should never be more than a phone call or email away.

Look for a partner that:

• Leverages internal solution architects and other technical team members to ensure your program implementation is seamless and easy for you.
• Gives you a designated account management team who learns your company and culture and helps you make programming decisions to support your goals.
• Makes it easy for you to get the word out about your program with an in-house communications team that can create custom materials.
• Provides you with regular data and feedback about your program that you can use to evolve it over time.
• Delivers exceptional support to your consumers, ensuring only the most positive experiences.

6. Investment value

As with any investment, it’s important to be able to track the value of your well-being program. While some of the benefits of a well-being program may be slightly subjective, they are nonetheless very powerful. From a stronger culture that facilitates your recruitment and retention efforts to reduced health risks or improved health outcomes, there are many ways to demonstrate the value your program delivers for you.

Choose a vendor that offers:

• A robust set of standard and customizable reports that lets you see engagement across different population segments as well as outcomes.
• Expertise to help you translate analytics into ongoing programming enhancements and results.
• Programming options and effectiveness that reflect positively on your company, strengthening employee or member loyalty.
• A trusted brand that promotes the strong engagement you need to achieve positive outcomes.

Putting it all together

Choosing the right well-being program is a lot like pursuing well-being itself—it takes thorough consideration of a number of different components. You can find the program that’s right for you by carefully evaluating the products, the process and, especially, the people. Because, when you come right down to it, that’s what your program is all about.

So, what should you do next?

• Craft questions for a request for proposal that focus on your company’s needs, culture and desired outcomes.
• Create a timeline to meet your implementation goals.
• Contact us at connect@webmd.net or schedule a live demo of the WebMD Health Services solution to see how we can help you and your population.

Steve Jobs, founder of Apple and master at product branding, once said, “It is a complicated and noisy world, and we’re not going to get a chance to get people to remember much about us. No company is. So we have to be clear about what we want them to know about us.”

This sentiment is so true, and not just for companies like Apple. We are living in a world where information comes at us like a firehose, and we often don’t know which sources of information to trust—let alone how this information can benefit us.

So when employees receive information about a well-being program that comes in dribs and drabs, looks different every time, and doesn’t communicate the “what’s in it for me,” organizations don’t get the level of engagement they’d like and fall short of their well-being goals.

In our work with scores of companies, we have found that those who take the time to create a recognizable brand and identity for their well-being program can overcome these communication challenges and see better results.

Here are 8 benefits of branding your well-being program:

1. Increased visibility. A recognizable brand grabs employees’ attention and leads to greater awareness of the well-being program and its offerings.
2. Trust and credibility. A polished logo and tagline projects a level of professionalism that says to employees the organization takes well-being seriously and leads to greater trust in the program.
3. A way to stand out. A unique identity will help your well-being program cut through the clutter of other organizational initiatives and make employees more likely to remember it.
4. Source of connection and inspiration. Engaging with a well-being program can be daunting. A good brand with appealing visuals and messaging can evoke positive emotions and motivate people to get involved.
5. Consistency. Having a brand allows you to maintain the same look and feel and consistency of message across all aspects of your well-being program—the well-being platform, wellness challenges and other events, communication materials, coaching and more.
6. Source of pride. A well-being program brand can foster a sense of belonging and pride among employees, motivating them to talk about the program, encourage others to participate, and proudly sport branded swag (t-shirts, water bottles).
7. A boost to organizational culture. A good well-being program brand can contribute positively to workplace culture. It shows an organization’s commitment to employees’ health and happiness, helping to foster a culture of care and support within the organization.
8. Longevity. HR leaders, well-being managers and wellness champions will come and go. But once you develop a strong well-being brand, it’s there to stay. A recognizable brand can weather changes in leadership or organizational structure, ensuring that the program remains a priority and continues to receive support over time.

Would you like to elevate your organization’s well-being program communications with a great brand? Our award-winning team of designers, writers and communication strategists can create a unique and impactful well-being program brand that embodies your organization’s commitment to well-being and spurs employee engagement. Contact us at connect@webmd.net to get started.

As organizations expand their global footprint, it can be a challenge to ensure that employees across the globe enjoy the benefits of a well-being program. And while differing cultures, workplace practices, and government regulations may make it impossible to offer the exact same well-being benefits to every employee, we believe having a globally consistent well-being message and a minimum standard of offerings can go a long way towards increasing inclusivity and belonging in your workplace.

The case for a global well-being program.

We know that inclusive workplaces enjoy numerous benefits. A Harvard Business Review article notes that inclusive organizations tend to have better talent recruitment, retention, and employee engagement. They also experience other advantages like greater innovation, better decision-making, and organizational resilience.¹ The business case for offering well-being programs is also clear. Studies show that organizations who provide well-being programs alongside a supportive culture see increased employee engagement and productivity.

And so, the combination of offering a well-being program and ensuring that global populations have access to certain key elements of the program ends up being very powerful. By offering a global well-being program you are, in effect, saying to the entire organization that everyone’s well-being matters, no matter where they live. It sends a powerful message, leading to greater engagement and belonging, and can also make a tangible impact on the bottom line. Let’s explore this a bit more.

A global well-being program helps strengthen a culture of inclusion and belonging.

Offering a global well-being program acknowledges that employees worldwide deserve support for their well-being and helps them feel “seen” in the workplace—an important component to employee engagement. It also strengthens feelings of belonging, something that 57% of respondents in WebMD’s 2022 Diversity, Equity, Inclusion & Belonging research found lacking in their organizations.

When employees feel cared for, they’re more likely to stay—and be productive.

MetLife’s 2024 Annual U.S. Benefits Trends Study found that employees who feel cared for are 60% more likely to intend to be at their organization in 12 months, and 55% more likely to feel productive at work. Offering a global well-being program makes a bold statement about the degree to which an employer cares about its workers.

Global well-being programs increase equity.

In today’s globally connected workplace, it’s common for employees to work on teams with colleagues from all over the world. As you might expect, coworkers often compare notes on the benefits the company provides to them, including well-being offerings. Providing a minimum well-being standard is a good way to show equity across a global population.

Employees want to work for organizations who embody DEI&B values in their well-being program. 

Our 2022 DEI&B research found 72% of prospective employees want to work for employers who reflect their DEI&B values in their well-being program. Younger generations, in particular, overwhelmingly want to work for a company that fosters an inclusive culture. In fact, 76% of millennials say they’d leave an employer who did not offer DEI initiatives.²

Inclusivity translates to better performance.

According to a 2019 study by Catalyst, employee experiences of inclusion are a key factor in company results and can help teams be better problem solvers and more engaged at work, and lead to greater innovation. This translates to a healthier bottom line.

Healthier employees show up for work.

It goes without saying that a healthier population—in mind, body and spirit—can reduce global rates of absenteeism and presenteeism, which has real costs to the organization—to the tune of almost $4K per year per employee.

How to create a globally inclusive well-being program. 

As we noted before, it may not be feasible to offer the same suite of well-being benefits to everyone. But the following actions will translate to most locations, regardless of geography, culture, and government regulations:

• Craft a consistent global message that considers all the dimensions of well-being: financial, clinical, social, emotional and physical. Ensure that all communications about well-being, regardless of location, carry that consistent message.
• Ensure that all employees have access to a minimum standard well-being offering. This might include an Employee Assistance Program, a global fitness reimbursement that can be used at the employee’s discretion, and a Health Assessment.
• Embed well-being messaging into onboarding communications for all new hires.
• Hold global wellness challenges that bring everyone together in the pursuit of good health, create connections across time zones and cultures, and positively impact employee engagement.
• Form a global wellness champion network. Wellness champions can offer the unique perspectives of different regions and share best practices that strengthen the well-being program as a whole.
• Provide access to a digital well-being platform, like WebMD ONE.
• Share employee testimonials from around the world. Learning about others’ well-being journeys fosters a sense of connectedness and understanding of different cultures that can bring teams closer together.
• Ask leadership to set the tone for a culture of well-being by communicating consistently about its importance and role modeling healthy practices themselves.

Holistic well-being is important to today’s workforce and something all employees increasingly feel their employer should support. Offering certain aspects of your well-being program to employees worldwide sends a powerful message of equity, inclusion, and belonging—something employees are also seeking in the workplace. If you’d like help creating a well-being strategy that all employees can benefit from, contact us at connect@webmd.net.

Culture of Well-Being

Creating a true culture of well-being takes work. These blog posts offer helpful tips and strategies for infusing well-being into every corner of your workplace.

Creating a Company Culture of Well-Being

What does it mean to have a healthy corporate culture? Every company is different, but employees who work for organizations with a healthy culture are generally happier, more engaged, and feel supported by their employer—both in work and in life. And it directly impacts productivity and retention. This blog answers the question: how do you build such a culture?

Seasonal Wellness in the Workplace: 14 Tips to Help Employees Stay Energetic and Focused

When the days are short and the weather is cold, low energy and a melancholy mood can start to creep in. Fortunately, focusing on our well-being can counteract some of the effects of the darker, colder months. This blog features seasonal wellness tips employers can use to help employees this winter.

Why Menopause in the Workplace Is a Business Issue

More than one million women in the U.S. experience menopause each year. But despite the universality of menopause for all women, there is shockingly little discussion of and support for this phase of life, especially in the workplace. In this blog, we explore how workplaces can ensure women’s well-being needs are met during this critical time.

Trend Watch: Rise of the Chief Wellness Officer

During the pandemic, many employers stepped up their support for employee health and well-being. Now, some leading-edge organizations are taking this commitment one step further by appointing Chief Well-being Officers. This blog digs into what this role is, who’s on the forefront, and how organizations might benefit from having one.

Well-Being Solutions

The best well-being programs offer an array of services and support that get people engaged in their health. Point solutions and wellness champions are two examples.

Point Solution Fatigue: What Is It and How Can You Avoid It in Your Organization?

Point solutions can help employers and health plans deliver a comprehensive, personalized, and holistic health and well-being program to employees and members. Read this blog to learn more about point solutions and how you can ensure that what you’re offering participants meets their needs as well as those of the business—without suffering from “point solution fatigue.”

How to Build a Wellness Champion Network in Your Organization

Wellness champions in the workplace bring passion to your well-being program and deliver real value by increasing the program’s visibility, getting peers engaged and helping to create a true culture of well-being. But how do you form a Wellness Champion Network? Get the highlights in this blog and be sure to check out our new Wellness Champion e-book for all the details.

Mental and Emotional Health

Helping employees with their emotional and mental health is just as important as supporting them with their physical health. These posts were tops on the list for supporting mental health in the workplace.

The Case for Belonging—How Feeling Valued and Included at Work Affects Employee Well-Being

A commitment to diversity, equity, and inclusion has been a key employer strategy for the last few years. Recently, “belonging”—or the extent to which employees feel valued and included—has become an important focus as well. This blog unpacks the results of our recent diversity, equity, inclusion, and belonging (DEI&B) independent research, and discusses why the need to belong at work is so critical to the employee experience right now.

Manager Burnout Is Getting Worse: Strategies to Help Managers Cope

Manager burnout is on the rise, with studies showing that at least 40% to over 50% of managers are experiencing burnout. Learn why managers are feeling this way, what to do about manager burnout, and suggestions for how to prevent it in the future.

The Difference Between Mental and Emotional Health:  What Your Organization Can Do to Support Both

We’re all talking more about mental and emotional health these days. While this is a positive development, it’s important to distinguish between the two terms. This blog post gives an overview of what is meant by mental health and emotional health, and how we can use this understanding to provide people with the right type of well-being support.

Financial Wellness

Financial concerns are a major source of stress for employees and can lead to distraction and reduced productivity on the job. These blog posts help employers understand how to help employees with financial wellness.

Why Financial Wellness Is Important in the Workplace

A study by PwC found 57% of employees say finances are the top cause of stress in their lives. Learn what we can do as organizations—and as leaders and managers—to begin to elevate the importance of financial wellness in the workplace and begin to normalize conversations about it.

Financial Stress in the Workplace: How to Help Employees Cope

Money has traditionally been one of those “taboo” workplace topics. But finances are now one of the biggest sources of employee stress, often leading to lower productivity and engagement on the job. This  blog post discusses what happens when employees are stressed about finances and how employers can help with this important aspect of well-being.

And there you have them—our best blog posts of 2023. Check back here for more great insights and helpful information throughout 2024. For help kicking off your organization’s new year on a healthy note, contact us at connect@webmd.net.