Top 5 Tips: How To Integrate Your Corporate Mental Health Initiatives

Share this post:

Over 90% of employees surveyed by Heads Up (2014) believed that supporting mental health is important, but only 52% of people believe it’s being addressed. Here are five ways you can help integrate mental health initiatives into your workplace to raise awareness and increase overall participation in a holistic health program.

1. Discuss What’s Happening In Morning Or Weekly Meetings

It’s one thing to run a program, but for good participation rates, you need to promote it and show managerial support. Tell employees what’s going on and potentially share a ‘people win of the week’.

2. Get Active During Lunch Breaks Or Go For Walking Meetings

Time and time again, exercise has been proven to help with depression and poor mental health. Exercise also helps with problem-solving. Get out into the fresh air either on your lunch breaks or organise walking meetings with others.

tacos

3. Hold Healthy BBQs Or Friday Lunch

Organise an event based on a healthy meal. Use this opportunity to discuss food and mood. Too much processed food has been linked to poor mental health and ‘slumps’ in energy levels. Having foods with omega 3’s such as salmon and walnuts can help boost good mental health as well as regular fresh fruit and vegetables. 

4. Host Mindfulness Moments

Organise a 2-minute slot either on the back of a regular meeting or on a Monday morning after lunch where you and your team can pop on a meditation app or a timer and give just a couple of minutes to focusing on your breath.

5. Organise More Work Social Events

Socialising and feeling included is a critical part of good health. Creating different events at work like mini-challenges or group lunches or activities outside of office hours like lawn bowls or a family day is a great idea to create a supportive and inclusive culture.

It’s important to have a robust strategy with a series of different initiatives for a successful health and wellbeing program. Taking on some of the tips we’ve suggested here can help boost awareness and participation as well as showing the connection between mental and physical health.

Interested to find out more? Contact the team now to book a confidential discussion about how to support your workforce with an integrated wellbeing program.

Share this post:

The Negative Impact of Stress

Share this post:

Did you know that between 75%-90% of all doctor’s office visits are for stress-related ailments and complaints? For this reason, it is important to understand the many different ways in which stress impacts our health and wellbeing.

This infographic guide provided by Aris Grigoriou of Study Medicine Europe shows how stress affects the body and also offers some practical pointers on stress management.

The reality is that stress itself isn’t bad. No, you read that right, stress really isn’t. Humans have evolved to recognise a stressful situation that might put their survival in danger, thus producing the fight-or-flight response and releasing hormones to either fight off the threat or flee to safety.

Good stress, called eustress, can actually be beneficial to you. Unlike bad stress, or distress, good stress can help with motivation, focus, energy, and performance. For some people, it can even feel exciting.

Encountering one or two stressors can usually be dealt with easily by most people in a typical day, but when the stressors build-up and there’s not sufficient time to rest and recover, the repeated activation of our natural physiological response starts to take their toll on the body and mind.

Research suggests that chronic stress contributes to high blood pressure, promotes the formation of artery-clogging deposits, and causes brain changes that may contribute to anxiety, depression, and addiction. More preliminary research suggests that chronic stress may also contribute to obesity, both through direct mechanisms (causing people to eat more) or indirectly (decreasing sleep and exercise). Harvard Health

Chronic stress (the constant over-activation of the stress response) can be difficult to identify. Some of the more common signs include:

  • rapid heart rate
  • elevated blood pressure
  • feeling overwhelmed
  • fatigue
  • difficulty sleeping
  • poor problem-solving
  • persistent thoughts about one or more stressors
  • changes in behaviour, including social withdrawal, feelings of sadness, frustration, loss of emotional control, inability to rest, self-medication and increased alcohol usage

There are a number of techniques that can be used to combat stress including

Relaxation Response

Dr. Herbert Benson, director emeritus of the Benson-Henry Institute for Mind Body Medicine at Massachusetts General Hospital, has devoted much of his career to learning how people can counter the stress response by using a combination of approaches that elicit the relaxation response. These include deep abdominal breathing, focus on a soothing word (such as peace or calm), visualization of tranquil scenes, repetitive prayer, yoga, and tai chi.

Physical Activity

People can use exercise to stifle the buildup of stress in several ways. Exercise, such as taking a brisk walk shortly after feeling stressed, not only deepens breathing but also helps relieve muscle tension. Movement therapies such as yoga, tai chi, and qi gong combine fluid movements with deep breathing and mental focus, all of which can induce calm.

Social Support

Confidants, friends, acquaintances, co-workers, relatives, spouses, and companions all provide a life-enhancing social net — and may increase longevity. It’s not clear why, but the buffering theory holds that people who enjoy close relationships with family and friends receive emotional support that indirectly helps to sustain them at times of chronic stress and crisis.

How are you managing stress within your workforce?

Share this post:

The Rise of Mental Health Recognition in the Workplace

Share this post:

WellteQ was recently asked to write an article for the United Nations on how we support mental health initiatives in the workplace. Zoe Cole explains how we deliver on Sustainable Development Goal #3 – Ensuring healthy lives and promote wellbeing for all at all ages.

Current State of Affairs

  • 1 out of 5 Australians take time off work every year due to poor mental health (ABS, 2018)
  • Average cost of mental health claim is $24k, 266% higher than all other claims. (SWA, 2018)
  • Workplace health programs have proven to reduce stress at home up to 37% (WellteQ, 2019)
  • Workplace health programs have increased perceived job performance by 54% (WellteQ, 2019)

The Global Rise of Depression

Understanding and investing in the health of employees is rapidly accelerating around the world. Companies are aware of the impact poor physical and mental health in their workplace and the influence they may have, good or bad, on the overall health and wellbeing of their staff. Globally, around 264 million people suffer from depression which is the leading cause of disability and many of these people also experience symptoms of anxiety (WHO, 2019).

All 17 sustainable development goals created by the UN


Poor mental health is costing Australian businesses approximately $11 billion annually (PwC, 2014). Within a 12 month period, one in every five Australians will experience a mental health condition requiring them to take time off work (ABS, 2018). The major mental health concerns vary across industries from substance abuse in FIFO industries to anxiety in IT, media and financial institutions. Mental health claims are approximately $24,000 each compared the average of $9,000 for all other claim types (Safe Work Australia, 2018). Australia isn’t the only country suffering, the World Health Organisation (2019) believes working environments unsupportive to mental health is costing the world economy $1 trillion annually.

It seems that long hours and unpaid overtime are becoming more common in a range of industries. 91% of workers’ compensation claims for a mental health condition were linked to work-related stress or mental stress (Safe Work Australia, 2018). Burnout is a major factor for turn over of staff as they feel overworked and unrelenting pressures at work.

How Do We Fix This?

It’s important to approach health holistically. The most successful programs include physical health (exercise and nutrition), mental health, social health and financial health. More than 9 out of 10 employees believe that mental health in the workplace is important, yet only 52% of people feel like it’s being addressed (Heads Up, 2014).

Programs need to be fun, engaging and meaningful to the employee in order to see long term, sustainable behaviour change. The services involved should be strategic with specific KPI’s to achieve goals, however, leave these pieces of information in the boardroom and outwardly promote the personal benefits of being involved in a health program. Research has proven mentally healthy workplaces not only improve the mental condition of the employees but their families as well.

There are some great success stories and organisations already tackling mental health. In the blue-collar space, Mates in Mining play a huge role in reducing the stigma surrounding mental health and normalise the ability to recognise and talk about it. In fact, just last year a study was published by the University of Newcastle assessing Mates in Mining’s impact.

Integrated Wellbeing Programs Have Better Success

Eight Australian mines engaged in the research with 1,275 miners participating in the program. It offered both general awareness and connector training to employees and a more in-depth training for supervisors to help them recognise and support someone experiencing poor mental health.  The findings supported peer-based programs tailored to the male-dominated workforce with participants feeling a lot more confident to talk and support their peers. Beyond Blue (non-profit organisation supporting mental health) has a workplace branch to their organisation, Head Ups, who are also spearheading support and research for mental health alongside the federal and state governments and RUOK.

WellteQ understands that good mental health is vital in the workplace.  It goes beyond providing an ROI, it generates a positive work culture through creating support systems, trust, staff retention and good morale. As companies mature in their understanding of health at work,  WellteQ provides digital health support focusing on team challenges, personal health journeys, increasing physical activity and understanding the mind and body connection. Results from WellteQ’s multifaceted programs have included

  • Overall health: 44% improvement
  • Energy levels: 29% improvement
  • Resilience: 15% improvement
  • Perceived job performance: 54% improvement
  • Stress at home: 37% reduction
  • Stress at work:  10% reduction

Nutrition And Exercise Play An Important Part In Mental Health

Research has proven that good nutrition and regular exercise improves mental health. Therefore encouraging employees to make better food decisions and move more significantly improves mood as well as approaching mental health head-on. Arming employees with tools to manage stress and increasing their health literacy is key to caring more for their health, recognising the signs and symptoms of stress or behaviour change and may become more resilient to certain situations.

Variety Is The Key To Success

Although there is still a long way to go to improve the wellbeing of workers, there is some fantastic research and current programs showing successful intervention. Remember that variety is key. Consider the demographics of your workforce and peers: gender, age, industry and cultural background to name a few. Tailor your program and ensure you capture data and track changes to best understand your workforce to provide the support they need.

What are you looking at for next year’s programs?

How does your company currently initiate mental health programs?

How have wellbeing programs worked for you?

Share this post:

Case Study: Construction

Share this post:

Read our latest findings from a market leading study conducted recently with a tier 1 construction and engineering firm.

Current Conditions

The construction industry is Australia’s second largest industry behind mining and one of the country’s largest employers, employing almost 1.2 million people. advances in technology and new construction software is not only making the industry more efficient and profitable but more productive, with an increase in output of approximately 2.8% YOY.

The construction industry grew by 9% YOY in total employed personnel (third quickest after Arts & Recreation (17.6%) and Energy and Waste (10.6%), which could reasonably explain the 10.3% reduction in the Public Administration and Safety sector, as HSQ roles move in-house to keep up with tightening legislation.

Risky Business

Despite this, the industry as a whole remains exposed to many risks, most of which are largely outside of its control. A skilled labour shortage, an ageing workforce and influx of inexperienced workers are all factors driving up costly accidents and injuries on construction sites. Fire risks increase as temperatures on work sites soar thanks to climate change. Unexpected and extreme weather patterns affect unattended job sites as materials spoil and leaking and frozen pipes cause water damage.

Figure 1: The Global Risks Landscape 2019 World Economic Forum 14th Edition


Extreme weather conditions, natural disasters and global failure of climate-change mitigation and adaptation place in the top 3 spots in terms of likelihood in the 2019 World Economic Forum’s Global Risks Report, and place in the top 5 for global impact. In fact, there’s been an increasing trend of environmental disasters rising to the top of the likelihood and impact tables over the last 10 year – this is something that can no longer be ignored by business owners, employers and people managers.

Building Foundations

In July 2018, WellteQ was engaged by tier 1 construction and engineering firm over a 6 month period to help run the digital elements of a combination wellness program that included initiatives like:

  • Initial health risk assessment & personal goal setting
  • Onsite educational talks relating to stress, active minutes, steps and sleep
  • 2 x 4-week WellteQ team challenges with weekly mini challenges
  • Mini on-site exercise and movement challenges
  • Post-program evaluation and results assessment

What worked well about this project was the focus on incorporating a variety of platforms to ensure employees were engaged and educated using a range of tools and teaching methods. Frequently new technologies are deployed into companies with high expectations, heralded as the next silver bullet to fix all problems.

However, looking into the company culture, adjusting pantry snacks to healthier alternatives, appointing cross-department wellness champions, utilising a mix of more traditional onsite health talks and incorporating exercise challenges in parallel with a digital engagement tool can bring longer lasting results that bring more value to the workforce.

Chart 1: Actions taken post -program for ongoing health & wellness improvement

Impressive Architecture

Overall, 77% of participants reported making longer-term changes to their health and wellbeing because of what they learnt during the program, of which improving nutrition and increasing exercise scored top of the list (Chart 1). Improvements in risk categories were found across physical, mental and social wellbeing (Figure 2), health habits and condition of the body (Table 1). This meant that that number of participants moving into lower risk categories increased, and the overall number of employees at risk reduced significantly in a wide range of health metrics.

The impressive breadth and consistency in results demonstrate that a combination of both digital and on-site platforms, individual and group activities and a benchmarking exercise at the start and end to measure improvements all help in encouraging and motivating participants to move the needle on their metrics.

Figure 2: Participants Self Reported Results

Cementing Results

Interestingly enough, this isn’t where the benefits of workplace wellbeing programs stop. When asked what they liked most about the program, responses included comments about feeling more connected to co-workers, improvements in team morale and the thoughtfulness and effort put in from the employer. Participants were more likely to recommend their employer to a friend or family member and were less stressed overall at work.

Table 1: Post Program Health Assessment Results – increases and decreases in each risk category

Polished Finish

Post-challenge analysis was carried out on the group data to find correlations with meteorological data, namely heat-induced stress on site. The study showed that the higher the BMI, the higher the stress* levels and the stronger the impact of higher temperatures on site. Clearly, having a healthy BMI can reduce heat-induced stress (Chart 2) which could be linked to a reduction in workplace-related accidents and an increase in overall site productivity.

Having access to verified data-driven insights like these have a positive influence on how HSQ heads assign budgets and create workplace programs for impactful future initiatives, which ultimately will save lives while driving healthier habits outside of the workplace.

What are you looking at for next year’s programs?

What can your industry learn from construction?

How have wellbeing programs worked for you?

You can download a free PDF version of the case study here:

* Stress measured through Garmin’s Stress Score which is based on heart rate variability (the difference between heartbeats)

Share this post:

Toll Logistics Wellness Program Launches

Share this post:

After months in the making, the personalised wellness program has launched, in time with a newly published corporate video that highlights the data-rich environment the joint platform creates for employers

New Video Supports Launch

WellteQ is pleased to update on the April launch of the Toll Logistics application and the newly produced wellness partner video in readiness for a joint marketing push into the 47-billion-dollar global corporate wellness market with MyFiziq.

New video shows the future of AI-driven wellness

Wide-reach Over The Next Year

The platform will be launched on an initial 2,400 employees in April whilst building out the usage to the remaining 18,000 employees over the following 12 months. The newly launched video demonstrates the logistics use case and advanced analytics with the combined WellteQ / MyFiziq solution. The video is set to articulate the data-rich environment created when these two applications are brought together.

With the completion of the wellness integration and video, WellteQ has commenced marketing to its existing corporate clientele with both Australian multinationals and global Fortune 500 companies including but not limited to Bupa, Prudential, Telstra, Credit Suisse and SCOR to name a few.

Vlado Bosanac, Chief Executive Officer of MyFiziq, said:

“The video is a great tool to have when assisting new potential partners in understanding how we can enrich their data and workplace engagement. Our team worked closely with WellteQ in developing this footage to make sure it was on point and explained the capabilities of the combined offering.”

Scott Montgomery, CEO of WellteQ, said:

“Offering such an advanced, and comprehensive solution can sometimes come across as overly complex when it’s not. WellteQ’s extensive capabilities fall into this category especially in emerging markets. This new video simply showcases the user experience and is helping people, partners and prospects to more simply understand the power of what we do inside two minutes. A powerful tool to help close our growing pipeline”

Being able to very accurately assess and monitor changes in body measurement with MyFiziq, then correlate this data with stress, sleep, activity and environmental data from WellteQ enables us to identify health, risk and performance causal factors. This is the only capability of its kind in the world creating a powerful USP for our customers.”

For more information please contact stacey@wellteq.co

Share this post:

Put Employee Engagement on Your Wish List This Christmas!

Share this post:

While productivity may start to slow down leading up to Christmas, now is an excellent opportunity to invest in improving employee relations.

Engagement Equals Retention

Let’s be honest: job satisfaction comes into the spotlight every December. Engagement sits at the forefront of an employee’s mind when they consider yet another year within their current organisation. If the past year left them feeling unappreciated and undervalued, they might look for another job in the new year.

Improving employee engagement should hardly be an annual affair. Done right, day-to-day policies ensure staff loyalty and retention. However, as the holidays are often a time of reflection and introspection, giving the relationship you share with your organisation’s internal stakeholders a little boost can mean the difference between a workforce that’s motivated to give their best and one that’s content to just coast on through.

Holding a Christmas Party

Christmas parties are practically a corporate tradition in this day and age, yet they fulfil a function that goes beyond the superficial. Bringing the “party” experience – decorations, gifts and food – is a way for the organisation to convey their thanks for all the hard work rendered throughout the year and to celebrate the fruits of their labour. Making such experiences a mainstay in your company’s culture also plays a strong role in shaping its profile as an employer of choice.

Giving Rewards and Recognition

There will be notable individuals who have performed exceptionally well, and such effort deserves to be highlighted. Beyond the concept of fairness, this also shows the rest of your employees that hard work never goes unnoticed. While this public recognition of success is important, the manner of which it’s carried out needs to be planned properly. Consider the communication process and prioritise consistency from the top down. At the same time, conduct informal research on the type of rewards that would be most appreciated by the recipient(s). Individualising your rewards programme will make for a much more authentic and genuine atmosphere.

Practicing Cultural and Social Inclusivity

Not everyone in the workplace subscribes to Christian beliefs or even the Western practice of celebrating Christmas. There might also be those whose personal experiences have left them with a less than favourable perception of the holiday. While may be important to make the Christmas party as festive as possible, this can alienate some people. You don’t need to dilute the theme of the festivities, but you can create a more inclusive environment by providing a neutral space for such individuals to occupy. Examples include incorporating acts of service (eg charity or corporate social responsibility initiatives) into your Christmas programme or adding a little narrative segment (like a small play) to your office party to outline the history and significance of Christmas.

Envision the Year Ahead

No one’s asking you to hold a mandatory board meeting, but sharing your vision and expectations for the organisation in the coming year can be a source of inspiration for your employees. After all, no one wants to work for a company that’s just wandering aimlessly. Defining clear and measurable goals also presents a target for your employees to work towards. Take this opportunity to outline your engagement strategy – this will motivate them to start next year with a positive mindset.

Wrapping Up

The key to any business strategy is maintaining a strong momentum, and Christmas is the time when everything culminates in one final hurrah for the year. Christmas is also the time to come together, so use it as an opportunity to keep engagement high by letting your employees know that they matter and are more than just members of a faceless workforce.

Happy Holidays from everyone at WellteQ!

Share this post:
Wellness Dollars

Wellness Dollars: Cashing in on Your Health and Wellbeing

Share this post:

The healthier your employees are, the less insurance companies need to pay out for your policy. So, the more healthy people they have on their plans, the better their profit margins.

As well as bringing down insurance costs, healthier employees equate to more engaged employees. Indeed, WellteQ’s wellbeing initiatives are proven to increase employee engagement by over 40%.

For this reason, many insurers incentivise employers to improve the wellbeing of their workforce with wellness dollars.

So What Are Wellness Dollars?

Wellness dollars are essentially funds that some insurance providers, such as Bupa Wellness, offer to reimburse the investment in your company’s health programs.

How Can You Spend Them?

As another year draws to a close, now is the perfect time for companies to cash in on those unspent wellness dollars.

It will differ from insurer to insurer, but wellness dollars are typically used for a variety of initiatives – anything from gym membership to meditation classes to smoking cessation programs.

Once you have ascertained how many available wellness dollars you have from your insurance provider, it’s time to allocate them strategically. Here are a few ways you can maximise those wellness dollars.

Upgrading Your Wearables

Wearables are an important tool for keeping your workforce healthy as they offer a personalised digital health experience that can monitor and improve overall health and wellbeing both at work and home.

When used in conjunction with a wellness program, wearables become even more powerful as you add a social dimension, eg weekly team step challenges.

You may already have a free or subsidised wearables scheme at work but, if your insurance provider allows you to, it is worth considering an upgrade to make best use of the latest technologies, eg on screen workouts with the Fitbit Versa, or in-depth stress monitoring on the Garmin vívomove HR.

Expand Your Wellness Program

Check with your insurer as you may be able to use those wellness dollars to enhance your employee reward offerings and incentives, eg giving away vouchers for sports apparel.

It’s important to listen to your workforce to find out what the best way to incentivise them is. By gathering feedback in this way you can keep your wellness program current and relevant.

Test Variations of Wellness Programs

It’s in an insurer’s best interests to allow companies to test different types of wellness programs as they may not be able to cover all aspects of employee wellbeing.

By encouraging companies to explore different ways to keep their workforce healthy, such as offering biometric screenings, blood testing or nutritional advice, the will be able to reduce the number of claims.

So check the terms of your wellness dollars with your insurer provider and spend wisely!

Get in touch with the WellteQ team to find out more. 

Share this post:

Time to Level Up… Top 10 Skills of the Future!

Share this post:

Awesome infographic is by Guthrie-Jensen

Credit to Guthrie-Jensen for this awesome infographic!

Share this post:

Financial Wellness: The New Workplace Frontier

Share this post:

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.

Share this post:

How to Transform Your Employees from Detractors into Promoters

Share this post:

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.

Share this post: