From the Blog

3 ways to turn executives into well-being champions

A C-suite of well-being program champions?

It’s totally possible.

When executive leaders understand the value of engaging and improving the well-being of their workforce, programs receive higher engagement and better outcomes. But getting employee well-being to the top of a CEO’s priority list is no easy task. Here are 3 ways to get your program on their radar:

1. Connect to overall business goals

Start by sharing industry data that proves a happy, healthy, high-performing workforce means a better bottom line. For example, a Deloitte study found that since 1998, the 100 Best Companies to Work For have outperformed the S&P 500 index by a ratio of nearly 2 to 1. Then highlight the barriers your company faces, such as high stress, absenteeism or frequent turnover. Your employee engagement partner can help you connect these barriers to program capabilities.

2. Demonstrate (and celebrate) progress

Package up your data to show increases in program engagement, positive employee feedback and improved participation in existing company programs. (And when it comes to data — always strive for quality over quantity.) Biometric and health costs improvements take longer to see, but can be gold when it comes to maintaining executive support. Pair these metrics with individual testimonials to tell a colorful, compelling story with an undeniable bottom-line impact. People remember stories, not numbers.

3. Make it personal

Find out what personal passions drive your executives. Community service? Biking? Innovation? Then mock-up a company challenge that promotes his or her passion. Once they’re on board, ask them to sponsor the challenge and send an email to the staff to rally participation (one of our customers found that emails sent by executives had a 65% higher open-rate!) The challenge will feel meaningful to the executive and more authentic to your workforce.

To see how executive sponsorship comes to life for Limeade customers, watch a new video featuring three innovative companies: Cincinnati Children’s Hospital and Bloodworks Northwest.