Managing Wellness:
Tell Your Employees to Use
“P-D-F"
Barb Buckner, consultant
Timeless HR Solutions
Let’s Get Social
@AscentisCorp & @TimelessHR
#EmployeePDF
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RCH Credit
Pre-approved by HRCI for 1 general credit.
To earn RCH, you must
• Stay on the online webinar for the full 60 minutes
• Be watching the webinar using your unique URL
• Certificates delivered electronically, to email address
with which you registered
Certificates delivered to those that meet these
requirements within 30 days
About our Speaker
Barb Buckner is a seasoned HR professional with over 15 years
experience working in start-ups, family-owned businesses,
small/medium-sized corporations and not-for-profit volunteer
organizations. Working as a strategic partner with an HR
background, she has added value to each organization she has
worked with, delivering initiatives such as: streamlining and updating
processes, increasing manager-employee communication,
formalizing hiring & performance management procedures, and
adding new benefits to help attract and retain top talent.
Barb is an HR consultant with Timeless HR Solutions which offers
training and advisory services to start-ups and small/medium-sized
businesses on various HR-related skills and challenges. You can
read her articles on her blog, as well as on Performance I Create
where she is a contributing author. You can also engage her on
Twitter and LinkedIn.
Overview
Modern technology has been an asset to carrying out and improving
our jobs, but we have let it run away with our lives.
Who doesn’t have a smartphone these days…
Who is constantly checking their emails…
Who isn’t on some Social Media account to be in “contact” with
others…
Access to this constant communication makes us available 24/7 with
little to no importance placed on “turning it off.”
The best way to keep happy and engaged employees is to help them
maintain balance in their lives…and one way is to use P-D-F.
What Will We Cover Today
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What “P-D-F” stands for
Why your organization should add this right away
How P-D-F practices can improve employee well-being
Cost to the Company for using and NOT using P-D-F
Examples of each to put into use right now
The importance of limiting company activities outside work
hours
Company benefits of using P-D-F for overall morale and
attracting new talent
Step beyond “wellness” programs and create “perks”
What Does P-D-F Stand For?
Play Time
Down Time
Family Time
Play Time
Do NOT think of this as “slack off” time.
Play Time simply means incorporating some fun into the daily work
routine to break up the mundane routine of the day.
What will that do?
Help alleviate some of the stress that builds up especially during high
peak seasons and does wonders to improve employee morale by being
seen as a “person” and not just a “number.”
Play Time Obstacle
to Overcome
#1 Argument:
“Employees need to earn their paychecks by working the full
amount of time”
or
“An employee’s focus should be on how many billable hours
they can pump out on a daily basis.”
Down Time
A “time out” of sorts to your employees
regarding phone calls and emails!
The invention of email and smart phones leave us connected to work 24/7.
The worst culprit: Salaried Employees
If employees aren’t given time or feel that they are allowed to “disconnect”
from work after they leave the office, work begins to consume their lives
and affects their relationships with family and friends.
Down Time
Obstacle to Overcome
Companies tend to take advantage of employees – especially salaried
employees – expecting them to be available via phone or email even after
hours thanks to today’s technology.
Employees feel that they will be looked at poorly if they aren’t available
or don’t respond. They fear it will cost them their job or a good
performance review.
The “only this once” action becomes a habit.
Family Time
This doesn’t apply to just your married employees or with
children – this applies to everyone!
Family time is an opportunity for your employees to keep balance in
their lives.
Time spent with loved ones, even just an hour, helps them center
themselves again and increases their happiness. They need that
connection even if they don’t consider themselves close to their
families.
Family Time
Obstacle to Overcome
To make ends meet, employees put pressure on themselves by trying to
put work first and family second.
They are stressing themselves out when they feel overwhelmed by the
responsibilities of both.
Companies – as well as other employees – expect that “single” or
“childless” employees don’t have the same need for “family time” and
therefore can be available more or work harder.
Why Should Your Company
Add This…NOW!
Think about this…
What are the biggest problems companies face concerning
employees right now?
1. Absenteeism
2. Poor morale
3. Poor productivity
4. Workplace violence
What the common cause of each? = Stress
Facts About
Today’s Work Week
50% of salaried
employees work
50+hrs per week!
In other words…
10+hr work days
Monday thru Friday
(not including travel time)
-orRegular weekdays with
lots of time spent
working on the
weekends.
Cost to the Company
“Cost” to the company will depend on the program initiated – some can be put
into place at minimal cost…some at no cost at all.
Don’t focus on the “up-front” cost!
Improvement to employee morale, increased productivity and balanced
attendance can’t be quantified in the beginning.
Bottom line…adding P.D.F. to your company’s culture is a long-term
investment but one that will produce high dividends over time.
- One year “minimum” investment
- True gauge of benefit will be over 5 years
Cost of Not Using It
# 1 High Employee Turnover
How do you calculate the cost? Here’s an easy way to do it:
- For entry-level employees, its about 40% of their annual salary to replace them.
- For mid-level employees, it can be up to 150% depending on how skilled they were.
- For high-level or highly specialized employees, now it can be upwards of 400% due
to the time it will take to replace them.
#2 Decrease in Productivity
According to a survey from Salary.com, 64% of employees surf the Internet during
the work day! This averages about 5hrs per week wasted.
Why? Two biggest reasons: burnt out and not feeling appreciated by their
Employer
# 3 Increased Absenteeism
According to Absenteeism: The Bottom-Line Killer, a publication of Circadian,
unscheduled absenteeism costs roughly $3,600 per year for each hourly worker and
$2,650 each year for salaried employees.
Examples of “Play Time”
• Community Service projects
• Walk/Run Fitness challenges (sponsor a group for a local 5k!)
• Desk Massages / Manicure Mondays
• Video and Board Game meeting spaces
• On-site fitness facilities
• Company sponsored sports such as Softball or Volleyball
• Company-wide learning classes….such as Cooking or Photography classes
Examples of “Down Time”
• Monthly company lunches/BBQs
• “Nap” room
• Yoga Classes
• Rename a workday break as “recess”
• Volunteer Day Off
• Institute a company-wide practice (or “policy”) to stop sending emails after a
certain time of day and not resume until a certain time the next morning
Examples of “Family Time”
• Create a “dog-friendly” workplace with outside “dog run” or “dog park”
• Company “Family Day” at a local bowling alley or amusement park
• “First Fridays”…institute a policy to shut down the company early so
employees can go home early to their families
• Are you hosting “Bring your Son/Daughter To Work Day”?
• And of course…Flex time – especially during the summer and school
breaks
Limit Activities
Outside Work Hours
If the company participates in off-site and after-hour activities where
employees are not paid for working (including salaried employees),
do NOT make it mandatory that they attend!
Do not “imply” that their attendance will “help them look good in a
performance review”
Give employees a day off after returning from a business trip to spend
time at home and catch up on errands while they were gone. “Travel
days” don’t really give employees that needed break if they are
spending ½ work day trying to get home.
Don’t call (even if to just leave a message) for an employee after hours
– respect their time away from the office.
P-D-F = Work/Life Balance
Let’s start with: What is Work/Life Balance?
Work/life balance is a concept where the employee aims to prioritize between
"work" (career and ambition) and "lifestyle"
(health, pleasure, leisure, family and spiritual development/meditation).
So, how does P.D.F. help?
By understanding this pressure that employees put on themselves and offer
options to help them better manage their internal conflicts.
The state of the economy has caused many employees to now put “work” first
whereas “family” used to be…except the two-income households and single
parenting requires that a lot of employees having greater responsibilities in
both.
You, as the employer, help them exercise stress-relief activities while also
allowing for personal boundaries after hours.
P-D-F = Reduces Sick Time
Employees don’t use “sick” time just when they are sick.
They will use the time off to take care of sick family members, tend to children’s
activities, follow-up on medical care such as physical therapy or time off for
appointments….just to name a few.
The pressure on employees to “always be performing” at work will also
cause many of them to come into work while they are sick.
This leads to:
-Extended time off needed because their illness will worsen
-Affecting other employees in their work area and potentially getting them sick as
well
Adding some of the P.D.F. ideas gives them flexibility on non-sick days which
will affect productivity and stress-relief ideas will help minimize the chance of
getting sick in the first place!
P-D-F = Improves Retention
Its more than creating an environment to make your employees happy.
Employees today – especially the incoming Millennials – want to feel “appreciated.”
They want to feel like a contributor to the company and not a SSN#
Incorporating “fun” into the workplace shows the employees that the company is truly
interested in them and their well-being.
When employees feel appreciated – they are happy! And happy employees don’t start
looking for other jobs…even if they wish they had more pay.
Use P.D.F. ideas to make them feel that if they left, they would never enjoy the same
perks and comforts anywhere else!
P-D-F = Aids Recruiting
A happy employee will tell others about how great their job is…and others will want to
work for you!
We tell Jobseekers today that companies aren’t using job boards as much as they used to
in the past. The majority of jobs will be found from networking and referrals.
Your current employers become your “brand ambassador”
Because employees are more likely to only refer those candidates that they truly feel are a
fit for the company (because they know it reflects on them as well), they will refer
candidates based on “culture” fit and leave the “skill” fit for you to decide…but they’ve
tackled the larger aspect for you!
Now you cut down on advertising and time-to-fill costs because candidates are being
brought to you!
How P-D-F is Different from
Wellness Programs
A typical “wellness” program focuses on what it says: wellness.
Purpose: Help keep health insurance renewal costs down.
Insurance companies look at: # of office visits, # of ER visits, pharmacy
costs etc. when it comes to your annual renewal.
Many companies have found it easier to add these program because
many Health Insurance carriers now offer it as part of their “full
package.”
Check with your carrier to see what programs and on-site seminars
they offer free of charge.
Typical Wellness Programs
Today – 70% of employers offer a “wellness program” such as:
• Flu shots at no cost to employees
• Employer-paid employee health screenings
• Weight management program
• Smoking Cessation program
• Nutrition seminars
• Stress management seminars
Use P-D-F to Create “Perks”
Once you decide which ideas or programs you want to include at your
company,
make if official!
• Include these new programs in your handbook,
• Advertise them in your job postings as part of the “full” benefit package
• Create newsletters or post to Social media about the programs and how
your employees are participating
It will let the employees know that you are serious about incorporating these
ideas and begins to mold the “new” culture of the company.
Top 10 “Perks”
In 2013, Inc.com ran an article called “10 Perks Your Small Business Can Afford.”
1) Catered lunches
2) Nap room
3) Recess
4) Dog-friendly environment
5) Massages
6) Yoga classes
7) Volunteer day off
8) Fitness bootcamp
9) No set vacation time policy
10) Gym membership reimbursement
Would any of these “perks” attract YOU to a job posting?
Would you feel happier and more engaged at work if you have some of these?
Well…so would your employees!
How P-D-F:
Improves Morale & Culture
The buzz word in many companies today is: Employee Branding
Many approach it like it’s a marketing campaign – put out the ideas and the
rest will just develop.
Developing P.D.F. strategies for your company ensures that the “ideas” go
beyond the “concept” stage and become a reality.
Once your employees see the programs in action and the company
supporting them, THEN morale increases because the company’s culture is
changing…
and your new “Employee Brand” begins to take form.
How P-D-F:
Attracts Customers
Don’t forget!
Your employees are your first point of contact with your customers – they are the
reasons why customers come back or start to talk negatively about your company.
Happy employees will interact more positively with your customers, be more willing to
go “above and beyond” and will talk up the company during interactions…which help
see the company and its product or service even more.
How P-D-F:
Improves Corporate Image
Some of the P.D.F. ideas allow the company to advertise in a way that reaches
beyond their typical audience.
Example: Group of employees join a 5k race
• You put them in “company logo” shirts
• You have a booth with your banner for their check in and refreshments
• You post about it on Social Media
• Friends and family will share the news, events and photos
Its free advertising!
And future customers will be more inclined to believe a rave review via word
of mouth than regular advertising.
Is It Worth the Investment of
Company Time & Money?
Remember:
Happy Employees = Productive Employees
Its not all about work and billable hours – its about balance.
A small investment in your employees today will lead to increased retention,
employee loyalty, and improved employee productivity.
When your employees are happy, it shows to your customers!
Questions?
Can Ascentis Help Me?
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RCH Credit
Pre-approved by HRCI for 1 general credit.
To earn RCH, you must
• Stay on the online webinar for the full 60 minutes
• Be watching the webinar using your unique URL
• Certificates delivered electronically, to email address
with which you registered
Certificates delivered to those that meet these
requirements within 30 days – April 28th.
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