Don’t communicate about your well-being benefits. It’s time to abandon so-called best practices. Instead of talking about how competitive your benefit plan is or about coverage amounts, start conversations about well-being goals. Health. Mindfulness. Financial goals.
In this session you’ll understand exactly why a different approach will yield more effective utilization, a more engaged employee base that wants to start a dialogue and a culture of well-being, and most importantly, you’ll have a chance to have the value of how you support your employees’ well-being be fully appreciated. Your plans will play a role in helping you attract and retain top talent, help your employees be the best versions of themselves, and view your programs as a vital part of their personal well-being.
Key Takeaways:
- Build a memorable identity and narrative for your organization’s overall well-being program.
- Develop resonant categories of well-being specific for your organization that your employees will recognize over time as an invaluable part of their personal well-being.
- Translate your well-being program into the ability to attract and retain talent.