Global Vice President of Customer Success at Limeade, Steven Parker, joined a group of Limeade customers on stage at Limeade Engage in a panel discussion on best practices for driving employee engagement and well-being. The group covered barriers and opportunities, the value of manager tools, the power of mutual commitment and how their organization is moving the engagement needle.
Here are our top takeaways from the Limeade Engage 2018 customer panel:
On well-being obstacles:
Jason Landry, Senior Director — Shared Services & Total Rewards at Brinker International – At Brinker, we have employees who are on their feet, hourly or work multiple jobs, so getting attention from them is challenging. We try to embed well-being into everything we do — as a way to reach people on their time, when they’re ready, with messaging and program support.
Tina Anistasiow, Director, Health & Productivity at First American – With a largely sedentary workforce employees are at their desk a lot. We have call centers and they can only take very short breaks. We’re trying to get them active and improve communication. We use a multi-channel approach — very honest, open and transparent — to tell employees “why” we’re doing this.
On ADDRESSING EMPLOYEE engagement:
Adin Bailey, Well-Being Program Manager at Brinker International – I was drawn to Brinker because of their culture and you always wonder how that’s actually going to play out once you’re in there. They live out what they say. At the core of what we’re trying to do with our program, we want everyone to feel like they’re truly invested in and getting the resources that they need. We want everybody to feel like they’re living their best life and that we’re one of the avenues to let them do that.
Mandy Kolbenschlag, Manager, Health & Welfare Benefits at First American – We have many different business units in our company with many different priorities, tasks and responsibilities. We use the Limeade Insights Dashboard and Engagement Dashboard to target specific challenges to a specific division where we find there’s low engagement. For instance, a group with high turnover we can target professional development challenges for them to build skills and hopefully reduce that turnover. Or creating manager-specific challenges so people know it’s OK to talk about well-being or to take five minutes to get up and walk around.
“Companies who connect their people to the purpose of the organization can help people bring their hearts and minds to work.” – Steven Parker at Limeade Engage 2018
Want more on what you missed at Limeade Engage? Read our keynote speaker recap for new tools and insights to transform your workplace.