Financial Wellness: The New Workplace Frontier

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Financial wellness as part of a holistic approach to corporate wellness programs

Taking the stress out of financial wellness

Corporate wellness is certainly a trending buzzword in today’s health-focused landscape. Healthier employees are generally happier and more productive in their day-to-day lives. However, holistic wellness extends beyond just the pure physical.

Looking Beyond the Surface

Stress is often cited as one of the main detriments to health and happiness, and a major stressor among employees is the state of their finances. Not only does this result in low morale, it also becomes an unsettling distraction, which can lead to increased absenteeism.

As the wage gap deepens and income classes become more stratified, it’s not surprising that more and more workers are feeling the pinch. The rise in the cost of living means that low-to-middle income earners must find ways to do more with less. Combined with the demands of their day job, such financial stress can become the straw that broke the camel’s back.

What Can Employers Do?

It might be surprising to learn that the workplace is actually an ideal place to build financial wellness. A single programme has the potential to reach a large pool of individuals. Employee density also means that important messages can be communicated more efficiently and accurately. Whether it’s a simple presentation on the importance of investment, or the implementation of an employee benefit scheme, any means of improving financial outlook can pay sizeable dividends in terms of the quality of life and can significantly boost talent retention.

While providing the right tools is important, building a culture that supports financial independence is more beneficial for long-lasting change. Successful engagement means setting the stage for certain habits, such as financial awareness and budgeting, to take root. Programmes that adopt a more holistic approach to improving this aspect of employee wellbeing will not only help staff become more financially astute, but will also benefit the business on the long-term. A financially secure employee is less likely to start looking elsewhere for employment.

Promoting Financial Wellness 

Here are some ways businesses can get their staff to start thinking about their financial health:

  • Employee benefits. Offering benefits such as income protection, life insurance, pension and medical insurance means less things for employees to worry about and a greater sense of financial security.
  • Education. Engaging financial experts as consultants, be it via a workshop or a one-on-one basis, is a great way to keep your staff informed.
  • Saving schemes. Companies can collaborate with banks to offer specialised workplace saving programmes.

Additionally, the power of technology can and should be harnessed to optimise an organisation’s efforts to improve financial security in the workplace. Combining personal and employer data can help paint a more complete financial picture. Certain specialists offer programmes that utilise algorithms to analyse and compile the financial circumstances of employees and their individual needs.

Better Prospects for Everyone

Healthier employees, be it physical or financial, equates to healthier margins. Major life events like marriage, the birth of a child, or buying a house can come as a financial shock. Organisations that actively support their employees through these events give themselves a sizeable advantage when it comes to attracting and retaining talent, and in doing so will enhance their bottom line.

To find out more about WellteQ’s financial wellness initiatives, get in touch with us today.

How to Transform Your Employees from Detractors into Promoters

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One of the questions we hear a lot is: how can you use wellness programs to transform employees from detractors into promoters and significantly increase your Employee Net Promoter Score (eNPS)?

What is eNPS?

The eNPS approach is a relatively new phenomenon but it is fast becoming a powerful tool for savvy employers. It was adapted from the Net Promoter Score (NPS) metric, which is used to measure customer loyalty by asking how likely, on a scale of 0-10, they are to recommend a product or service: 0-6 (detractor), 7-8 (passive), 9-10 (promoter). You then calculate the NPS by subtracting % of detractors from % of promoters.

However, the difference is that the eNPS measures employee loyalty through the question: “How likely are you to recommend this company as a place to work?”. It’s a pretty brutal scoring system, with only the super-engaged employees becoming promoters.

WellteQ has been proven to significantly improve eNPS

Calculating your eNPS score

But why all the fuss about eNPS? While the system is not perfect, with several critics calling for more expansive measurement criteria, there’s beauty in its simplicity. Asking employees one simple question is a low barrier to gathering feedback on work culture and, if used periodically, can provide good indication of employee engagement. However, anyone who’s worked in HR will tell you it’s hard enough to implement an eNPS, let alone measure it.

Healthy Employees Are Happy Employees

At WellteQ we take an altogether more holistic approach to understanding employee engagement. We believe that employee wellness is intrinsically linked to employee engagement – by improving your exercise regime, nutrition, sleep quality, mental health and financial wellness you can boost your happiness at work, thus increasing the likelihood of recommending your employer.

Happy employees

Healthy employees are happy employees!

One important aspect of employee wellness is stress. A recent case study shows 44% of employees reporting significant reductions in stress at work after the wellness initiative. Perhaps a more surprising result was that 44% of employees also reported a strong decrease in stress levels at home.

WellteQ step challenge among employees from case study

Stress levels pre/post wellness program

The Net Result

By measuring stress and other human factors across our wellness initiatives, we have seen a dramatic rise in the eNPS score ranging from 18-73%.

However, perhaps our most exciting finding is that employees who measured as least engaged before the wellness initiative made the largest positive shift after the initiative – truly transforming detractors into promoters!

Positive Perception

The overarching participant feedback was companies investing time and money in wellness initiatives showed they truly cared about employee wellbeing. This created a much more positive perception of that employer.

This is just one example of how WellteQ leverages technology and analytics to drive demonstrable ROI on employee engagement and wellness.

To discuss how you can turn your detractors into promoters by maximising employee engagement, get in touch with WellteQ today.

Top 5 Tips to Improve Employee Engagement in APAC

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On the back of a recent Colliers International report that APAC countries are losing billions of dollars a year from health issues, employee wellness is now a key business component for HR teams across the region.

So, without further ado, here are WellteQ’s Top 5 Tips to Improve Employee Engagement in APAC.

1. Realistic Expectations

Sadly, a major problem across APAC is employees working too many hours. This has been recognised at a governmental level, eg in Singapore the Ministry of Manpower has advocated a limit of 44 working hours per week.

However, change has to happen at an organisational level – managers need to open their eyes to the signs of burnout and mental health in workplace. While working overtime might help boost productivity in the short-term, the mid and long-term consequences can be severe.

Overworked employees may lose their motivation, become less productive or even leave the company.

In extreme cases, stress-related burn out can result in severe health issues and even lead to death. Tragically, this is so commonplace in Asia that many countries have their own word for “death by overworking”: karōshi in Japanese, gwarosa in South Korean and guolaosi in Chinese.

Effective leaders should discourage working overtime where it can be avoided. In some Asian cultures it is still believed that an employee should not leave the office before their manager – by leaving on time, the manager ensures that employees are not under pressure to stay at the office.

Employee engagement across APAC

Consistently working overtime can have severe health consequences.


2. It’s Good to Talk 

Internal communication is crucial to improving employee engagement, but this is something that has often been criticised across APAC. Whether it’s a corporate or a start-up, it is a manager’s duty to hold periodic appraisals with their employees.

These meetings are crucial for an employee to gauge how their performance is being measured and evaluated. It also gives them the opportunity to have transparent conversations about salary career progression. A good manager will also use this opportunity to identify and solve any issues that may inhibit the employee from carrying out their work.

Managers should proactively encourage employees to have these appraisals, as opposed to employees continuously chasing for it.

However, 1-on-1 meetings may not always allow an employee to air their grievances. By conducting employee surveys regularly, a company can allow unhappy employees to open up anonymously without fear of reprisal. This type of feedback is crucial to improve the Employee Net Promoter Score (eNPS).

3. APAC Wellness Programs

The Colliers International report found that “wellness is becoming a key component of workplace strategy with corporates increasingly looking to design the best workplaces to enhance employee engagement and productivity”.

In this increasingly digital age, traditional wellness programs are becoming less and less effective. Instead, organisations are looking at data-driven solutions that can provide more accurate insights into their workforce than ever before, eg WellteQ integrates with main-brand wearables to focus on optimising health goals such as stress, fatigue, fitness, etc.

But a good digital wellness solution can do so much more:

  • Add a dimension of gamification by rewarding employees for partaking in cross-departmental challenges.
  • Leverage smartphone technology to communicate more effectively with connected employees.
  • Identify a workforce’s health issues – companies can enhance risk analysis capabilies in order to reduce health insurance premiums.
  • Incorporate employee surveys to measure the eNPS before and after a wellness program. At WellteQ we have seen a 40% in employee engagement after our wellness program.
WellteQ connects with wearables

Connecting wellness programs to wearables


4. Inclusion Policy

One quick way to ostracise an employee is by making them feel detached from the company. Creating an “us and them” gulf between management and the rest of the workforce can be extremely demoralising. This could include things like reprimanding employees for being late while at the same time being consistently late themselves.

There are a number of things managers in APAC can do to make an employee feel more included:

  • Allowing them the opportunity to own share options means they are more immersed in the success and failure of the company.
  • Injecting a vibrant social calendar into your organisation allows people to forge deeper connections with both their team and management.
  • Incorporating CSR initiatives allow staff to bond over important causes not related to their everyday work. CSR projects can be particularly powerful if there is support from senior management.

5. Moving with the Times

The face of business has undeniably changed over the past few decades. There are now a range of digital tools that employers can get their hands on to boost productivity, eg Slack (team communications),  Skype (video conferencing), Jamboard (virtual whiteboards), and many more.

However, the non-digital advancements have been just as important, eg introducing stand-up meetings as a way to cut down on unnecessary time wasting.

This attitudinal shift can largely be attributed to the rise in startup culture where bootstrapped entrepreneurs needed to streamline their businesses to make them as productive as possible. They started cutting out unnecessary rules that had dominated the corporate world for too long, so things like flexible hours, relaxed dress codes and quirky office spaces were introduced.

The startup scene is thriving in APAC and the corporate world is learning from it as a tool to improve employee engagement.

Co-working space across APAC

Flexible working hours, relaxed dress codes and quirky offices.


Putting it into Action

So that’s our Top 5 Tips to Improve Employee Engagement in APAC!

While this is all very well in theory, these type of changes are difficult to implement and will not happen overnight.

To see how WellteQ’s award-winning analytics solution can help you increase employee engagement, get in touch today.

How Connected Employees Can Generate More Revenue

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There’s no question that smartphones have become an integral part of our daily lives. In 2016, the average person checked their phone 27 times a day, rising to 80 times per day in 2017. This year, the latest studies are showing that millennials (18-34 year olds) check their smartphones over 150 times a day! So the number of connected employees has clearly risen over recent years, but what does this mean for workplace productivity?

Rules of Engagement

Well, it’s hardly surprising that connected employees are engaged employees. Engaged employees are subsequently more productive – as the old adage goes: a ‘happy workforce is a productive workforce‘.

In turn, engaged employees generate more revenue and profit for businesses than non-engaged employees.

Connected employees having fun

A happy workforce is a productive workforce

Today’s Hierarchy of Needs

But why is connection so important? Well, social interaction is an essential human requirement, as shown by the third tier of Maslow’s Hierarchy of Needs below. What Maslow probably didn’t anticipate, back in 1943, was that in today’s society connections would largely happen online through devices.

We can now fulfil our need for love and belonging at the push of a button, without even leaving home.

Where do connected employees fit on the Hierarchy of Needs?

Maslow’s Hierarchy of Needs

In the workplace, employees are becoming increasingly connected through email, instant messaging, social media and other digital tools. While it will take some time to replace the traditional ‘water cooler gossip’ culture, employees are definitely communicating more online.

Indeed, recent research from Salesforce shows that “71% of workers want their employer to offer the same level of technology that they use in their personal lives”.

Reward System 

Social interaction has been proven to release dopamine – the reward chemical. Furthermore, our brains now anticipate a dopamine spike from online behaviour, eg people liking our latest picture on Instagram.

This social currency also applies to the workplace, and savvy employers are clambering to capitalise on it. WellteQ uses gamification in a variety of ways to maximise engagement, such as matching teams against each other in wellness challenges.

Rise of connected employees at work

Social currency in the workplace

Embracing Connected Employees

2017 report by Deloitte showed that 56% of companies were redesigning their HR programs to leverage digital and mobile tools. In addition, 41% of companies revealed that they were actively building their own mobile apps to deliver HR services.

WellteQ is extending traditional HR capabilities by embracing connected employees through our digital wellness solution. WellteQ’s award-winning analytics platform allows employees to manage their own wellness more effectively, while also lowering company risk through the HR function. The result of this is proven to deliver a 40% increase in employee engagement. 

To discover how leveraging connected employees can result in a healthier, happier and, more profitable workforce, Get in touch with WellteQ today.

4-D Analytics

4-D Analytics: The Future of Predictive Health!

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4-D Analytics

4-D Analytics at work: baseline, behavioral, environmental and body composition data.


Enter the 4-D World of Digital Health Assessments

Ok, so you’re probably wondering “what is all this 4-D Analytics jargon and how does it benefit me?” Although the technology capability is complex, the user experience and layman’s description are actually really straightforward.

At WellteQ, we concentrate on four dimensions of data to increase employee health engagement by 40%, while simultaneously enhancing your risk analysis capabilities – win-win! Let’s break it down further:

1. Baseline Data

Technology can offer significant accessibility, flexibility and time savings when assessing your employees’ baseline data, including self-reported family and medical history with lifestyle habits.

2. Behavioral Data 

Wearable sensors have evolved to be far more than just step counters. Accessing minute-by-minute activity, heart and sleep data feeds our machine-learning analysis to find correlation between behaviors and health risks.

3. Environmental Data

By putting people first, we create better environments to work in every day, which leads to better health. Understanding what levers improve or reduce workplace satisfaction helps determine employee engagement and mental health scores in more detail.

4. Body Composition Data

WellteQ uses technology from MyFiziq to provide world-first body composition metrics captured using a smartphone, to determine risk profiles. Analysing circumference metrics is significantly superior to measuring weight or BMI when assessing and predicting health risk as it removes the margin of human error.

So what do 4-D Analytics mean for employee engagement?

As we enter a new era in employee wellness, with traditional heath assessments being replaced by digital ones, our 4-D Analytics platform provides you with deeper insights into engagement, health and human capital risk.

By incorporating these four dimensions into your organisation, you can transform both your data-driven ROI and business optimisation.

Discover 4-D Analytics – get in touch with the WellteQ team today.