I have been an employee engagement addict since my first experimentation in 1996 with Gallup’s Q-12 process. I am currently a “guru” in the UK’s Engage for Success movement, not noted as a resume feather but because e4s is an essential connector to experts and thinkers in this area that helps keep me up-to-date.
This past summer, a hospital CEO friend introduced me to Blue Zones (see below) and the new, proactive direction of health care management for providers. At the same time, e4s published a report that establishes an undeniable connection between well-being and engagement. Last, I discovered that my home state of Iowa has embarked on a Healthiest State Initiative, which uses the Gallup-Healthways report noted below
It was exciting that my old friend Gallup is moving in parallel with my evolving personal interests! But what sealed the deal for me was that several key indicators of well-being are also among the critical drivers of high-engagement. Result of this Summer of Discovery… I am hopelessly caught up in this new collaborative initiative where well-being and engagement join forces.
I do hope you’ll check the links. Well-being is way more than just a slogan or an occasional CSR event that generates another t-shirt (I have a closet full). Well-being is a trifecta win and deserves to be front and center.
WIN for Me
Personally embracing well-being helps you live a longer, healthier, happier life. But the parameters of “well-being” have grown. It’s no longer just about bean sprouts and exercise. Well-being is also impacted by spiritual things: sense of community or belonging, being part of something greater than “me” or having a purpose or calling, living within a strong values base, personally and professionally.
I pay marginal attention to exercise and diet, I’m far from an exercise nut. Way far from. But those spiritual elements are dead-center in the middle of the world of engagement, therefore wildly important to me. And that “live long and prosper” thing is pretty tantalizing too.
WIN for Organizations
Healthier people are more productive and not just because they are at work rather than home sick. The cost of poor health for business is huge, and the social price tag is equally staggering. Even Harvard economics guru Michael Porter weighed in on this, in the context of shared value: “There are numerous ways in which addressing societal concerns can yield productivity benefits to a firm. Consider, for example, what happens when a firm invests in a wellness program. Society benefits because employee and their families become healthier, and the firm minimizes employee absences and lost productivity.”
Springing from Porter’s shared value, Triple Pundit’s core philosophy is that the economy, environment and society are inseparably related, and an understanding of all three is critical to long term profitability.
Is it just me, or is promoting well-being a high-impact sustainability strategy?
WIN for Community
People and employers co-exist in the community. When citizens are generally physically and spiritually healthy, the community overall is a vibrant one. When a community’s citizens are spiritually and physically healthy, social issues—crime, drug use, abuse, truancy and dropout rates—all improve.
Citizens are also employees. A healthy citizenry and robust surrounding community means local organizations have a deep, well-stocked talent pool in their back yard. Recruiting and retention are both a breeze—people want to relocate to the community, and they want to stay. In other words, the entire region’s economic development status gets a major boost.
I have this urge to build one of those three-circled diagrams with the sweet spot in the middle. That sweet spot is the Trifecta WIN. The really important thing: the relationship is a reinforcing loop / virtuous circle. Each one of the three impacts the other two. So, how to kick things into motion?
1. Which stakeholder stands to gain the most from well-being? Answer: ALL THREE.
2. Which of the three stakeholders is in the best position to have a major impact on well-being? Answer: while it starts with “me” the most influential institutional force in our adult lives that can trigger broad benefits is the employer.
So, what’s the holdup?
(a little more information…)
In 2004, author / traveler Dan Buettner drew a really tough assignment from National Geographic: identify pockets around the world where people lived longer. He found several areas where people reached age 100 ten times more often than in the United States. Scientists then went to each location to study what could explain the difference in longevity and found that all these pockets had nine common lifestyle characteristics.
The real kicker for me is that these life-prolonging characteristics include both physical and spiritual elements. Purpose, values, connecting, social networks, family and sense of community all lead to a better, longer life. Still, most of the well-being community continues to lock in on the physical aspects only. Is it because that spiritual stuff is a little weirder therefore harder for people to embrace?
The Gallup-Healthways Report (link to recent reports)
Healthways and Gallup conduct an annual analysis of well-being across the United States. In true Gallup bigger-is-better fashion, more than 178,000 interviews were conducted on physical and emotional health, healthy behaviors, work environment, social and community factors, financial security, and access to necessities such as food, shelter and healthcare. And it is ongoing: “Gallup conducts 500 telephone interviews a day with Americans to gather their perceptions of well-being, for a resulting sample that represents an estimated 95 percent of all U.S. households.”
From the introduction pages of the 2013 Gallup / Healthways report: “…individually, high well-being means a life well-lived—all the things that are important to each of us, what we think about, and how we experience our lives. In the aggregate, high well-being means healthier populations, more productive and profitable businesses, and more economically vibrant communities….Where a culture of well-being takes hold, positive health, cost, and productivity outcomes follow…. Simply stated, people with higher well-being cost less and perform better.”
“Well-being is about the interaction between physical health, finding your daily work and experiences fulfilling, having strong social relationships and access to the resources you need, feeling financially secure, and being a part of a true community.” (Tom Rath, Gallup / Healthways Report intro)