Buyer's Guide to

Employee Wellbeing

Solutions

Employee needs and expectations for health and wellbeing support are at an all-time high. With so many things to consider in building your employee wellbeing program, knowing where to start—or how to take your program to the next level—can feel daunting.

Let’s start with addressing your biggest or most immediate challenge to determine the best path forward. This interactive guide will provide tips on the type of solution that will meet your unique needs. You’ll also find a list of helpful questions to ask when vetting potential partners.

Buyer's Guide to Employee Wellbeing Solutons

Employees needs and expectations for health and wellbeing support are at an all-time high. With so many things to consider in building your employee wellbeing program, knowing where to start—or how to take your program to the next level—can feel daunting.

Let’s start with addressing your biggest or most immediate challenge to determine the best path forward. This interactive guide will provide tips on the type of solution that will meet your unique needs. You’ll also find a list of helpful questions to ask when vetting potential partners.

What best describes your situation?

You don’t know
where to start

Yep, that's me!

Your focus is on physical health

Yep, that's me!

Your programs
are siloed

Yep, that's me!

Your employees aren’t engaged

Yep, that's me!

Your employees can't find benefits

Yep, that's me!

Your benefits stack has some gaps

Yep, that's me!

You need to lower healthcare costs

Yep, that's me!

You don't see your situation here

We can help!

Shoot us an email and let us know what issues you are having.

You don’t know
where to start

Employees want and expect their employer to help them achieve their personal wellbeing goals. Ignoring this desire can lead to increased healthcare costs and higher than desired turnover rates.

A simple, lower-cost program with a preset list of wellbeing resources employees can self-select from

  • What programs will address the needs for the majority of my population?
  • How will my people find these programs?
  • How will I know if they are effective?
  • Start with a focus on physical health
  • Offer a few programs and resources, including:
    • General health education content
    • A health risk assessment (HRA) or biometrics program
    • A physical activity and tracking tool
  • Make these programs easy to find and use by hosting them all in one place
  • Conduct generic outreach to drive adoption and engagement

Your program focuses on only physical health

With more than 60% of employees saying they are seeking support from their employer for all aspects of health (physical, financial, social and mental), you can’t afford not to expand your resources beyond physical health.  

An easy and effective way to select, contract, launch and monitor performance of programs supporting mental, financial and social health

  • Can you help me manage all of my various point solutions, help me negotiate rates and manage those vendor relationships?
  • Are you able to anticipate the needs of my employees and identify what programs they’ll actually use?
  • How does the contracting process work when it comes to adding multiple new programs?
  • How do you engage the right people with certain needs?
  • Work with a partner who has already pre-vetted high-quality mental, social and financial health partners
  • Apply predictive analytics to population level data to identify which partners are most effective
  • Streamline management of new programs by signing them under one contract
  • Offer relevant programs through targeted, multi-channel, multi-cycle campaigns
  • Use predictive models to prioritize which programs will have the greatest impact
  • Use real-time reporting to make program adjustments and optimize performance

Your programs are siloed with dozens of logins

Employees are likely using between 10-25 apps a day to do their job. Asking them to track and remember how to access dozens of additional wellbeing resources will discourage participation, despite best intentions.

A way to streamline access to all existing and future programs through one benefits hub

  • Can you organize all my benefits and resources into one place to streamline navigation?
  • Do all employees and dependents see the same resources or can it be personalized?
  • Are you able to integrate my company’s brand/look and feel into the platform to make it cohesive with our overall employee experience?
  • Create one place where employees can access all programs (yours, your partners’ and third-party programs)
  • Brand the site to match your company/wellbeing program’s look and feel
  • Conduct targeted, multi-channel outreach to drive employees to use programs available on the site

Your employees aren’t engaging with resources

You’ve spent real time and money launching these programs and need to prove value to leadership. You can’t afford for them to sit on the shelf.

To boost utilization by making sure individual employees receive resources they are likely to want, need, and use

  • How do you ensure that you’re promoting the right programs to the right employees?
  • How do you drive engagement with all employees (not just desk workers)?
  • How do you measure program engagement?
  • What are your success rates to drive employees to action?
  • How many channels do you use to deliver promotional campaigns?
  • Can you drive action and reward on all actions taken – health and wellbeing, training, HR initiatives, local initiatives, etc.?
  • Apply predictive analytics to population level data to identify the unique needs among your population
  • Ensure your benefits stack includes resources to meet these needs
  • Conduct targeted, multi-channel, multi-cycle outreach to drive employees to participate in relevant programs
  • Motivate employees to complete actions with a smart and integrated reward strategy

Your employees struggle to find the best benefits

56% of employees say the health and wellbeing programs offered by their employer are irrelevant, wasting your time and money. However, 80% say a more personalized experience would motivate them to participate more.

To create a more inclusive benefits program that meets the unique needs of all employees

  • How can you help me identify the types of health challenges my people are experiencing?
  • How do you maintain employee confidentiality during the process?
  • What services do you offer in developing an effective rewards program?  
  • Are my wellbeing programs inclusive and meet the diverse needs of my people?
  • Use predictive models to anticipate and support your people’s unique needs
  • Only pay for program utilization so you can offer a wide variety of resources
  • Use multi-channel, multi-cycle outreach to reach all employees (i.e. field and desk workers)
  • Provide 24/7 access through on-demand resources like an AI chatbot
  • Reward activity to motive short and long-term behaviors
  • Use real-time analytics to make program adjustments and optimize performance
  • Foster leadership support and healthy culture (wellbeing champion tools and support)

Your benefits stack has some gaps

Supporting complex issues – like mental health, which covers stress, sleep, anxiety and resiliency among other things – can require more than one resource.

A partner who can quickly and easily add new and existing programs with minimal effort

  • Can you help me identify the right partners that will be most effective for my people’s needs?
  • How does the contracting process work when it comes to adding multiple new programs?
  • How do you engage the right people with certain needs?
  • Use predictive models to anticipate and support your people’s unique needs
  • Find a partner who can help you easily contract with all of the programs you are seeking under one, streamlined contract
  • Only pay for program utilization so you can offer a wide variety of resources

You need to lower rising healthcare costs

Individuals are coming out of the pandemic overall less healthy and more stressed than before, putting them at risk for costly and chronic conditions like obesity, diabetes and cardiovascular events.

A finely tuned program that will help individuals get control of high-risk conditions

  • How can you offer targeted programs to high-risk individuals without compromising confidentiality?
  • What type of measurable outcomes has participation in your programs driven? 
  • How do you engage the right people with certain needs?
  • Use predictive models to identify people at risk for costly conditions who are likely to take action  
  • Ensure your benefits stack includes resources to meet these needs
  • Streamline management of any new programs by signing them under one contract
  • Conduct targeted, multi-channel, multi-cycle outreach to drive at-risk individuals to participate in relevant programs
  • Offer smart incentives and rewards to maximize engagement

Ready for help?

Let’s find the right solution for you: