PHWP: Good Company

#PHWC begins today. Larry Chapman leads the pre-conference session on how to build a wellness-focused workplace culture. #worklifeFavorite   Retweet   ReplyHealthy Workplace
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Larry Chapman doing a pre-conference session on creating a #wellness oriented work #culture #PHWCFavorite   Retweet   ReplyDr. David Ballard
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At #phwc pre- conference workshop focus on creating wellness focused work cultureFavorite   Retweet   ReplyMatt Grawitch
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Great news for small businesses -- you can also have wellness-focused culture, just like the large organizations, says Chapman #phwc Favorite   Retweet   ReplyHealthy Workplace
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Challenges facing businesses: aging workforce, fundamental changes, globalization, economic uncertainty, health-related costs #phwcFavorite   Retweet   ReplyHealthy Workplace
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Companies need to get economics of business and their concern of employees in balance, says Chapman #phwcFavorite   Retweet   ReplyAngel Brownawell
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To get management on board with wellness, it cannot focus on only betterment of employees. Must also have economic benefit - Chapman #phwcFavorite   Retweet   ReplyHealthy Workplace
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8 wellness culture domains: communication, incentives, policy, leadership, infrastructure, environment, normative, evaluation. #phwcFavorite   Retweet   ReplyMatt Grawitch
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Need congruence between formal policies, informal policies, and actual practices. #phwcFavorite   Retweet   ReplyMatt Grawitch
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Policies, practices, norms and values, phys. environ, function of the org, external environ, interactions all contribute 2work culture #phwcFavorite   Retweet   ReplyMatt Grawitch
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Avg. cost of employee's health in 2010 - $34,918. Includes health plan, sick leave, workers comp, presenteeism, disability #phwcFavorite   Retweet   ReplyHealthy Workplace
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Presenteeism -- Productivity lost at work bc of a health condition, even minor ones like indigestion, sore throats, etc. #phwcFavorite   Retweet   ReplyHealthy Workplace
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Presenteeism accounts for more than half of that cost #phwcFavorite   Retweet   ReplyMatt Grawitch
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Regarding presenteeism, says Chapman, "Workforces will be more productive by addressing underlying health problems" #phwcFavorite   Retweet   ReplyHealthy Workplace
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"This is enhancement of human capital. Wellness is one of the best platforms to put together everything we do in workplace." Chapman #phwcFavorite   Retweet   ReplyHealthy Workplace
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Chapman recommends Health Research Center (@umhmrc) for studies to help get buy-in from management http://ow.ly/4w67D #phwcFavorite   Retweet   ReplyHealthy Workplace
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Chapman - wellness is intentional lifestyle characterized by personal responsibility, moderation, max personal enhancement of health. #phwcFavorite   Retweet   ReplyHealthy Workplace
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#MentalHealth cannot be ignored. Depression, chronic stress have higher employee health costs than obesity, smoking, high cholesterol. #phwcFavorite   Retweet   ReplyHealthy Workplace
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Workplace wellness program - organized workplace program that assists employees in making voluntary behaviors changes ... (cont) #phwcFavorite   Retweet   ReplyHealthy Workplace
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(cont) behavior changes that reduce health and injury risks, improve health consumer skills and enhance their personal productivity #phwcFavorite   Retweet   ReplyHealthy Workplace
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Identy health needs, intervene in the 8 domains, assess intrrmediate effects, assess long-term effects #phwcFavorite   Retweet   ReplyMatt Grawitch
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Needs relate to health risks, injury rates, chronic illness, disabilities, absenteeism, medical costs, and presenteeism. #phwcFavorite   Retweet   ReplyMatt Grawitch
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Use employee biometrics, as well as questions ("Does wellness program help you be more productive") to measure impact #phwcFavorite   Retweet   ReplyHealthy Workplace
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Benefits of workplace programs for employers: improve employee health; reduce sick leave, cost of health benefits, workers' comp #phwcFavorite   Retweet   ReplyHealthy Workplace
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Intangible benefits: improve employee morale, loyalty, decision-making, productivity, recruitment/retention, competitiveness #phwcFavorite   Retweet   ReplyHealthy Workplace
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Wellness focused culture is critical to effective wellness program. #phwcFavorite   Retweet   ReplyMatt Grawitch
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The best-designed wellness program won't do much good if you're not using effective communication to reach, inspire employees. #phwcFavorite   Retweet   ReplyAngel Brownawell
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Component of wellness culture: communication. Distribute info and promotion through vehicles that will provide greatest reach. #phwcFavorite   Retweet   ReplyHealthy Workplace
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Wellness communication needs to be timely, repetitive and have a call-to-action. "What do you want people to do?" #phwcFavorite   Retweet   ReplyHealthy Workplace
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Also to consider with wellness communication, make sure it can reach the family, not just the employee. #phwcFavorite   Retweet   ReplyHealthy Workplace
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"Most employers have not done a very good job at telling employees WHY this (wellness program) is good for them." - Chapman #phwcFavorite   Retweet   ReplyHealthy Workplace
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Chapman recommends incentive that reduces an employee's health care premium. Builds connection between wellness-health costs #phwcFavorite   Retweet   ReplyHealthy Workplace
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When you have a high enough employee participation (like at LLBean where > 90%), it creates cultural phenomenon in workplace. #phwcFavorite   Retweet   ReplyHealthy Workplace
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Include wellness program as part of employee policies: HR, health benefits, etc. Also, include family involvement. #phwcFavorite   Retweet   ReplyHealthy Workplace
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"You never know when spouse will be on the employees' health plan," says Chapman. Also, program can be family- strengthening. #phwcFavorite   Retweet   ReplyHealthy Workplace
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Consider the workplace environment to promote wellness: What food options are at meetings? Can you set up a walking course? #phwcFavorite   Retweet   ReplyHealthy Workplace
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#PWHC starts soon with opening remarks by @DrDavidBallard, followed by the general session, "What's Next in Flex" #phwcFavorite   Retweet   ReplyHealthy Workplace
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.@DrDavidBallard will be talking about "Positioning Your Organization for Success in the Economic Recovery" #phwcFavorite   Retweet   ReplyHealthy Workplace
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Despite economic recovery and return to growth, not many benefits, money has trickled down to employees, Ballard says. #phwcFavorite   Retweet   ReplyHealthy Workplace
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Recent workplace survey from APA found many employees unhappy, stressed and will consider seeking new jobs soon. http://ow.ly/4wjjk #phwc Favorite   Retweet   ReplyHealthy Workplace
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What's a psychologically healthy workplace? Uses organizational best practices to improve employee well-being, organizational function #phwcFavorite   Retweet   ReplyHealthy Workplace
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Psychologically healthy workplace practices-- there are five: See them here: http://ow.ly/4wjqV #phwcFavorite   Retweet   ReplyHealthy Workplace
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Employees in psychologically health workplaces have less stress, lower turnover, as reported by winners of PHWP awards program. #phwcFavorite   Retweet   ReplyHealthy Workplace
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Organizations with psych. healthy workplaces have comprehensive plans, custom tailor programs and ongoing evaluations. #phwcFavorite   Retweet   ReplyHealthy Workplace
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Employee well-being is sometimes built into mission statement; senior managers are also involved, "walking the talk." #phwcFavorite   Retweet   ReplyHealthy Workplace
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.@DrDavidBallard explaining criteria, selection of Psychologically Healthy Workplace Awards. Info here: http://ow.ly/4wjLP #phwcFavorite   Retweet   ReplyHealthy Workplace
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National-level PHWA given to nonprofits, corporations, govt agencies, large and small -- shows ANY ORG can put practices into place. #phwcFavorite   Retweet   ReplyHealthy Workplace
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Ballard - We are poised right now to make a big difference in the workplace for many years to come. #phwcFavorite   Retweet   ReplyHealthy Workplace
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Opening session of #phwcFavorite   Retweet   ReplyMatt Grawitch
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@drdavidballard delivered opening comments. Some companies understand importance of psychological health. Others just don't get it. #phwcFavorite   Retweet   ReplyMatt Grawitch
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Psychologically healthy workplace is about optimizing stakeholder value rather than maximizing shareholdet returns #phwcFavorite   Retweet   ReplyMatt Grawitch
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Next session: what's next in flex? #phwcFavorite   Retweet   ReplyMatt Grawitch
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General session on workplace flexibility to be led by Jennifer Sabatini Fraone (@bccwf) and Kyra Cavanaugh (@lifemeetswork). #phwcFavorite   Retweet   ReplyHealthy Workplace
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Up next: "What's Next in Flex: Trends in Research and Implementation" by J. Fraone of @bccwf and K. Cavanaugh of @LifeMeetsWork #phwcFavorite   Retweet   ReplyHealthy Workplace
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Today at Psychologically Healthy Workplace Conference in Chicago: What's Next in Flex with @lifemeetswork @sabatinj http://j.mp/1YZxUwFavorite   Retweet   ReplyBC CtrforWork&Family
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Fraone: What is flexibility – involves flexible times and flexible places, and also career flexibility #phwcFavorite  Retweet   ReplyHealthy Workplace
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2 dimensions of flexibility: time and place. Not about working less #phwcFavorite   Retweet   ReplyMatt Grawitch
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World of work is changing. For ex, no longer a primary breadwinner in household, but workplace hasn't adapted to these changes. #phwcFavorite   Retweet   ReplyHealthy Workplace
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What's happening now in flex: More people willing to discuss it (like White House), HR more willing to add flex to orgs. #phwcFavorite   Retweet   ReplyHealthy Workplace
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There's a business case for flex. Helps with retention, recruitment. But also significant economic benefit of savings. #phwcFavorite   Retweet   ReplyHealthy Workplace
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Stronger culture of flexibility negatively correlated with voluntary turnover. #phwcFavorite   Retweet   ReplyMatt Grawitch
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Work flexibility improves attraction&retention; can also improve productivity& decrease costs of commuting real estate & energy consumptionFavorite   Retweet   ReplyMatt Grawitch
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What's next in flex: More attention given to men. This is no longer a "mommy" issue, as its been considered in past. #phwcFavorite   Retweet   ReplyHealthy Workplace
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People w/out children need flex too! RT @phwp_online: Flextime This is no longer a "mommy" issue, as it's been considered in past. #phwcFavorite   Retweet   ReplyAngel Brownawell
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Men want to be more than breadwinners, want to be more involved in kids' lives, says Recent study from @BCCWF #phwcFavorite   Retweet   ReplyHealthy Workplace
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"Listen to the men in your organization. Don't assume this is a women's issue or a mommy issue," says Fraone. #phwcFavorite   Retweet   ReplyHealthy Workplace
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Work -life issues are an everyone issue, not just a mommy issue. #phwcFavorite   Retweet   ReplyMatt Grawitch
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Also, millennials expect flextime. No flex="no thanks!"Favorite   Retweet   ReplyHealthy Workplace
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Millenial workers will demand flexibility. Plus, boomers have aging parents to take care of making flex critical for them too. #phwcFavorite   Retweet   ReplyMatt Grawitch
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Aging workforce can benefit from flex as retirement age increases and more workers become caregivers #phwcFavorite   Retweet   ReplyHealthy Workplace
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Technology availability means more possible remote work, which means business continuity during bad weather, disasters, etc. #phwcFavorite   Retweet   ReplyHealthy Workplace
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Flex is also strategic because global environment requires agility, Fraone says. #phwcFavorite   Retweet   ReplyHealthy Workplace
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Flexibility can make your business more agile especially in a global marketplace. #phwcFavorite   Retweet   ReplyMatt Grawitch
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Flex workplaces benefit with lower health care costs. Employees have lower stress, better physical health, #mentalhealth #phwcFavorite   Retweet   ReplyHealthy Workplace
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Organizations must do more than offer flexible programs; they must have an established flexible culture, says Cavanaugh #phwcFavorite   Retweet   ReplyHealthy Workplace
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Four levels of flex: nonexistent, informal, strategic, and deeply embedded. #phwcFavorite   Retweet   ReplyMatt Grawitch
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Cavanaugh presenting 7 challenges to a flexible work culture. Challenge #1 - Manager atttiudes.Favorite   Retweet   ReplyHealthy Workplace
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Manager attitudes are a challenge to flex. #phwcFavorite   Retweet   ReplyMatt Grawitch
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Attitudes abt work still stuck in industrial revolution, but we're now in largely a service industry. Manager mindset holds back flex #phwcFavorite   Retweet   ReplyHealthy Workplace
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Solution: Train the managers. Break the cycle so they can embrace new way of working. Encourage managers to talk about discomfort. #phwcFavorite   Retweet   ReplyHealthy Workplace
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Challenge #2 to flex: Senior leaders like the status quo. #phwcFavorite   Retweet   ReplyHealthy Workplace
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Another challenge to flex. Senior leaders like the status quo. #phwcFavorite   Retweet   ReplyMatt Grawitch
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Solution: Restate the business case to senior leaders; demonstrate lowered costs by adding flex.Favorite   Retweet   ReplyHealthy Workplace
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Challenge # 3: Perception that flex doesn't work for everyone.Favorite   Retweet   ReplyHealthy Workplace
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Flex CAN work for everyone, but you have to get creative, Cavanaugh says. #phwcFavorite   Retweet   ReplyHealthy Workplace
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Third challenge to flexibility. Flex won't work 4 everyone #phwc. Reality: there is flex for everyone it just doesn't look exactly the same.Favorite   Retweet   ReplyMatt Grawitch
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Solution: Customize flex by team. Let corp policies outline choices. Let managers customize flex to fit needs of their dept, location. #phwcFavorite   Retweet   ReplyHealthy Workplace
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Challenge # 4: Idea that being on site, having face time means you're working! #phwc Favorite   Retweet   ReplyHealthy Workplace
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4th challenge to flex: the need (real or perceived) of face time. #phwcFavorite   Retweet   ReplyMatt Grawitch
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Solution to face time myth: Focus instead on employee performance. #phwcFavorite   Retweet   ReplyHealthy Workplace
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It's OK to say no to flex, but tie it into productivity and performance. "No, but I'm concerned about .. and if I see changes ..." #phwcFavorite   Retweet   ReplyHealthy Workplace
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Challenge # 5: Flex grows underground. Informal flex is a big threat to a psychologically healthy workplace. #phwcFavorite   Retweet   ReplyHealthy Workplace
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Offering informal flex can give perception that it's OK for some people, while not OK for others. #phwcFavorite   Retweet   ReplyHealthy Workplace
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Challeng #5: informal flexibility. Can create an environment of "haves" and "have nots" #phwcFavorite   Retweet   ReplyMatt Grawitch
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Solution: Find positive experiences of flex and communicate them to help shift expectations about flex.Favorite   Retweet   ReplyHealthy Workplace
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Challenge # 6: Not sure how to measure effectiveness of flex. How do we know if it's working?Favorite   Retweet   ReplyHealthy Workplace
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Challenge numero 6: can be difficult to know if flex intiativea are working. #phwcFavorite   Retweet   ReplyMatt Grawitch
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Solution: Identify and track metrics to measure. Choose short-term and long-term metrics that matter to dept and leadership. #PhwcFavorite   Retweet   ReplyHealthy Workplace
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Challenge # 7: Flex remains siloed in organizations.Favorite   Retweet   ReplyHealthy Workplace
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Unlucky number 7: flex remains siloed in many orgs. #phwcFavorite   Retweet   ReplyMatt Grawitch
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Solution: Engage cross-functional flex teams. This influences multiple stakeholders, builds more comprehensive case for flex. #phwcFavorite   Retweet   ReplyHealthy Workplace
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Thanks to Fraone and Cavanaugh for their presentation on flexible workplaces. Follow them at @BCCWF and @LifeMeetsWork #phwc #FFFavorite   Retweet   ReplyHealthy Workplace
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Happening now: "Exploring the Importance of Integration in Worksite Health Management" with Laura Ellison of Motorola Solutions #phwcFavorite   Retweet   ReplyHealthy Workplace
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Many types of health programs in the workplace: risk appraisals, health fairs, screenings, flu shots, incentive programs, etc. #phwcFavorite   Retweet   ReplyHealthy Workplace
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Develop programs and plans to benefit everyone on the health risk spectrum (low-risk, at-risk, injury, conditions, disability #phwcFavorite   Retweet   ReplyHealthy Workplace
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Starting point to creating health program, says Ellison, decide on your management business philosophy for employees. #phwcFavorite   Retweet   ReplyHealthy Workplace
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Build a health program, wellness plan that is a "business within a business" - Ellison #phwcFavorite   Retweet   ReplyHealthy Workplace
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Integration also needs measurement. For ex, physical activity (walking clubs, yoga) need to be connected to business goals as well. #phwcFavorite   Retweet   ReplyHealthy Workplace
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Common program pitfalls: Emphasis doesn't match needs of employees. No common goal with vendors and resources. Timing is off. #phwcFavorite   Retweet   ReplyHealthy Workplace
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That concludes Day One of #PHWC. Conference continues at 8 am CST tomorrow. Thanks to our audience tuning in from home.Favorite   Retweet   ReplyHealthy Workplace
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