From the Blog

Henry Albrecht on DriveThruHR: proving your value

Last week, our CEO Henry Albrecht was a guest on DriveThruHR, a daily lunchtime podcast that brings refreshing HR perspectives to listeners every weekday. DriveThruHR is co-hosted by several active HR professionals, including William Tincup, Bryan Wempen, and Nisha Raghavan.

The show always opens with a broad question – “What keeps you and your clients up at night?”

Listen to the 30-minute show to hear great industry insights from Henry or browse through our key takeaways below.

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Five Key Takeaways for HR Teams

1. HR can learn a lot from football.

There are a lot of pretty cool HR lessons in the way the Seattle Seahawks run their business. Henry praised Seahawks coach Pete Carroll for his enthusiasm and engagement, and acknowledged that while not every Seahawk is a first-round draft pick, they are all dedicated to one another. That’s what really matters in any kind of team, from football to finance.

2. Well-being, performance and health are all interconnected.

No wellness program is complete without incorporating all of these factors. To stress only health and wellness or only happiness at work just won’t cut it. All engagement factors that affect results need to be considered.

3. To support customers, you have to prove ROI.

To support customers in proving your program’s value, you have to map program activities to your target outcomes, such as lowering costs, increasing productivity, and retaining employees.

4. It’s important to be honest about problems in the workforce.

If you can speak plainly about the human capital workforce issues you have, your employees will respect and look up to you. Speaking plainly and honestly also helps to boost trust from employees.

5. Wellness doesn’t work if it’s a paint job on a broken-down car.

The success of a wellness program really depends on building an authentic program that employees buy into from the ground up, and that requires dismantling any systems that don’t work. Executives can’t gloss over employee disengagement. Instead, they need to get under the hood and address the underlying issues. That’s the way to really transform a workforce.