health, wellness & the multi-generational workforce · financial health drives well being 91%...
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Health, Wellness & the Multi-Generational Workforce
November 11, 2016
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CEO ROUNDTABLE
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PURPOSE
2016 EMPLOYEE HEALTH SURVEY
Evidence based approach
Support improvement of
cardiovascular health
Collective pledge toward promoting
healthy living in the workforce
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Who
How
Weighting
For the purposes of this presentation, ‘Younger Millennials’ refers to employees aged 18-26, ‘Older Millennials’
refers to employees aged 27-35, ‘Gen Xers’ refers to employees aged 36-50, ‘Baby Boomers’ refers to
employees aged 51-69, and ‘Matures’ refers to employees aged 70+.Please note: Data for total Matures and Younger Millennials who participate in employee health programs have base sizes of less
than 100. Results for these groups are directional in nature.
Representative survey of 2,009 adults currently
employed part- or full-time at a company with at least
25 employees that offers a health care plan
August 10 - 19, 2016
20-minute online survey among participants in Nielsen’s
online research panel
Results were weighted, as needed, to match the profile
of adults who are employed part- or full-time in the U.S.
When
METHOD
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PARTICIPATION DEMONSTRATES COMMITMENT AND IMPACTS ENGAGEMENT
Work Gets in the Way of
Employee Health Goals
Participation & Goals Differ
by Generation Health Programs & CEO
Participation Matter
KE
Y T
AK
EA
WA
YS
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On average, employees spend…
More than half (55%) report being in excellent or very good health
Yet, slightly more (58%) are diagnosed with a health condition
Overall Health
A MIXED AND COMPLICATED VIEW OF EMPLOYEE HEALTH
6.7 hours sleeping per night
8.3 hours working per workday
4.6 hours sitting per workday
3.9 hours standing/moving per workday
100%50% 75%25%
55%
58%
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100%75%50%25%0
BEING HEALTHY MATTERS AND SO DOES SLEEP
95% feel better when they
eat right and exercise
95% feel better when they
get more sleep
100%75%50%25%0
3 in 4feel less productive at work
when they get less sleep
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GOOD EXERCISE & NUTRITION ARE WIDELY RECOGNIZED GOALS
Top Health Goals
40% 40% 37% 28% 28% 25%
Lose
weight
Be more
physically
active
Eat more
healthy
foods
Improve
financial
health
Get more
sleep
Reduce
stress
levels
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55% CPR or other emergency response training
Programs
Tools
WHEN WORKPLACE WELLNESS PROGRAMS EXIST, THEY ARE UTILIZED BY
MOST EMPLOYEES
75% have a wellness program
84%use at least one
wellness program if offered
55% On-site health fair
49% Lower health insurance premiums for maintaining healthy numbers
51% Group stretches or walking
67% Routine screenings for blood pressure
65% Routine screenings for blood sugar
68% Flu shots 66% Routine screenings for cholesterol
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Work Outcomes Health Outcomes
Improved
quality of
work
Fewer sick
days
Higher job
satisfaction
Better
productivity
45% 36% 36% 33%
Exercise
regularly
Eat
healthier
Lost
weight
Feel better
38% 37% 33% 29%
More
energy
27%
PARTICIPATION DRIVES POSITIVE WORK AND HEALTH OUTCOMES
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Biggest Health Impact Most Desired By Employees
Lower health
premiums
(for healthy)
Weight
loss
programs
Flexible
schedulesFree/Reduced
offsite gym
membership
34% 30% 26% 22%
Access to
onsite gym
20%
GYMS AND WEIGHT LOSS PROGRAMS TOP LIST OF EMPLOYEE PRIORITIES
Flu shots Access to
onsite gym
Walking
course
Free/Reduced
offsite gym
membership
66% 63% 63% 62%
Nutritious
food
choices
49%
(of those who have used the program) (of those who are not offered the program)
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Yet, only about 3 in 10 say their company cares a great deal or a lot about
the health of employees
And, 4 in 10 say their job gets in the way of their health
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3 in 4
Participating employees
say their employer is
committed to employee
health
Program
availability has
very strong /
strong impact
on participating
employees’:
Commitment
to their health:
49%
Overall job
satisfaction:
41%
Commitment
to employer:
37%
Perception of
their CEO:
30%
Perception of Sr
management:
29%
AVAILABILITY MATTERS FOR THE INDIVIDUAL AND THE BUSINESS
100%50%0 100%50%0 100%50%0 100%50%0 100%50%0
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How Well Leadership Encourages Participation
% encourages extremely/very well
EMPLOYEES DO NOT FEEL MUCH ENCOURAGEMENT
Employees’ Awareness of CEO
Involvement
YES
NONOT
SURE Colleagues Immediate
Supervisor
Senior
Management
HR
Department
30% 29% 28% 24%
CEO
23%
25%
20%56%
Yes No Not sure
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KNOW CEO PARTICIPATES
29% Believe their employer cares a great deal or
a lot about the health of employees
Agree that their employer is committed
to the health of employees67%
70%
vs. CEO does not participate (12%)
93%
vs. CEO does not participate (55%)
CEO PARTICIPATION CANNOT BE STRESSED ENOUGH
ALL EMPLOYEES
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Participation in Mentoring
Programs
Benefits of Participation
48% felt more engaged with their team
42% learned something new
40% improved management/ leadership skills
39% productivity improved
36% felt more engaged with organization
45% learned something new
41% helped to take more control/ responsibility
40% felt supported
38% gained new perspectives, ideas, approaches
36% became better at job
12% 11%
MENTORING PROGRAM PARTICIPATION LOW, BUT BENEFITS ARE HIGH
MENTOR MENTEE
MENTOR MENTEE
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FINANCIAL HEALTH DRIVES WELL BEING
91% Say their financial health is
important to their overall well-being
Financial health has improved a great deal/a fair amount because of their participation in financial programs
Have a financial program
Use at least one financial program (if offered)
71% 72% 43%
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77% say unplugging is important
to their health
UNPLUGGING IS CRUCIAL, YET NOT WIDELY SUPPORTED
100%75%50%25%0
Yet only 33% say their employer
encourages unplugging
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THE MULTI-
GENERATIONAL
WORKFORCE
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43%
53% 52%
70%74%
22%6% 10% 10% 6%
56%
61% 48%56% 62%
HEALTH CHANGES AS WE AGE
BABY BOOMERS (BB) MATURES (MAT)YOUNGER
MILLENNIALSOLDER
MILLENNIALSGEN
XERS
BABY
BOOMERSMATURES YOUNGER
MILLENNIALSOLDER
MILLENNIALSGEN
XERS
BABY
BOOMERSMATURES
Overall Health Rating Health Condition Diagnosis
EXCELLENT/VERY GOOD FAIR/POOR
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MILLENNIALS MOVE WHILE GEN X SITS
YOUNGER
MILLENNIALS
OLDER
MILLENNIALS
GEN
XERS
BABY
BOOMERS
MATURES
MOSTLEAST
MOSTLEAST
MOSTLEAST
MOSTLEAST
HOURS SLEEPING PER NIGHT
HOURS WORKING PER WORKDAY
HOURS SITTING PER WORKDAY
HOURS STANDING/MOVING PER WORKDAY
6.6 6.6 6.7 6.7 6.9
7.2 8.58.47.7 8.3
3.8 4.6 5.13.8 4.3
3.1 3.9 3.8 4.44.0
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LOSE WEIGHT
BE ACTIVE
GET MORE SLEEP
SLEEP & FINANCES ARE PRIORITIES OF THE YOUNG WORKFORCE
Top Health Goals
YOUNGER MILLENNIALS OLDER MILLENNIALS GEN XERS BABY BOOMERS MATURES
BE ACTIVE
LOSE WEIGHT
BE ACTIVE
BE ACTIVE
LOSE WEIGHTFINANCIAL HEALTH
EAT HEALTHY EAT HEALTHY
BE ACTIVE EAT HEALTHY EAT HEALTHY GET MORE SLEEP
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SLEEP HAS A DIRECT IMPACT ON PRODUCTIVITY
Feel less productive at work when I get less sleep
YOUNGER
MILLENNIALS
OLDER
MILLENNIALS
GEN
XERS
BABY
BOOMERS
MATURES
79%
83%
76%
69%
55%
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Older Millennials are the most likely to experience stress as a result of work always, almost always, or very often
RECOGNIZE the level of stress employees are under
Offer more FLEXIBILITY in when and where they work to help reduce or manage stress
OLDER MILLENNIALS BY FAR FEEL THE MOST STRESSED
31% 42% 28%
YOUNGER
MILLENNIALS
OLDER
MILLENNIALS
GEN
XERS
20% 5%
BABY
BOOMERSMATURES
Ways to Reduce Stress
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73% 89% 85% 82% 77%58% 80% 77% 64% 57%25% 35% 16% 11% 8%
PROGRAM PARTICIPATION HIGHEST AMONG YOUNGER WORKFORCE
YOUNGER MILLENNIALS OLDER MILLENNIALS GEN XERS BABY BOOMERS MATURES
HEALTH
FINANCIAL
MENTORING
Participation in Programs
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47%55%
66%74% 76%
33%
43%
29%23% 24%
29%
39%
27%24%
42%
OLDER MILLENNIALS VIEW THEIR EMPLOYER WITH THE MOST OPTIMISM
% who feel company cares about
health of employees
YOUNGER
MILLENNIALSOLDER
MILLENNIALSGEN
XERS
BABY
BOOMERSMATURES YOUNGER
MILLENNIALSOLDER
MILLENNIALSGEN
XERS
BABY
BOOMERSMATURES
Reasons employers offer programs
REDUCTION IN EMPLOYER’S
HEALTH CARE COSTS
GENUINE CARE FOR
HEALTH OF EMPLOYEES
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JOB INTERFERES MOST WITH THE HEALTH OF OLDER MILLENNIALS
YOUNGER MILLENNIALS OLDER MILLENNIALS GEN XERS BABY BOOMERS MATURES
EMPLOYEES WHO SAY THEIR JOB GETS IN THE WAY OF THEIR HEALTH
40% 57% 37% 32% 5%
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52% 55% 47% 33% 39%51% 44% 34% 28% 37%
MILLENNIALS ARE MOST POSITIVELY AFFECTED BY PROGRAM
PARTICIPATION
PRODUCTIVITY
QUALITY
YOUNGER MILLENNIALS OLDER MILLENNIALS GEN XERS BABY BOOMERS MATURESYOUNGER MILLENNIALS OLDER MILLENNIALS GEN XERS BABY BOOMERS MATURES
Work-Related Outcomes
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YOUNGER MILLENNIALS
OLDER MILLENNIALS
GEN XERS
BABY BOOMERS
MATURES
GIVE MORE TIME TO YOUNG MILLENNIALS, OFFER MORE MONEY TO
EVERYONE
Top Ways to Encourage Participation
MONETARY
INCENTIVES
FREE
FACILITIES TIME
MONETARY
INCENTIVES
FREE
FACILITIES
BENEFITS
INCENTIVES
MONETARY
INCENTIVES
BENEFITS
INCENTIVES
FREE
FACILITIES
MONETARY
INCENTIVES
BENEFITS
INCENTIVES
FREE
FACILITIES
FREE
FACILITIES
INDIVIDUALIZED
PROGRAMS
BENEFITS
INCENTIVES
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TECHNOLOGY PLAYS A MUCH BIGGER ROLE IN LIVES OF OLDER
MILLENNIALS
20%
27%
17%
10%12%
17%20%
10%
5%1%
YOUNGER
MILLENNIALSOLDER
MILLENNIALS
GEN
XERS
BABY
BOOMERS
MATURES
Preferred Employee Communication Method
COMPANY SOCIAL
MEDIA POSTSONLINE WEBINARS
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YOUNGER
MILLENNIALS
OLDER
MILLENNIALS
GEN
XERS
BABY
BOOMERS
MATURES
44%
55%
28%21%
28%
Unplugging is important to my health My employer encourages employees to
occasionally unplug
YOUNGER
MILLENNIALS
OLDER
MILLENNIALS
GEN
XERS
BABY
BOOMERS
MATURES
71%
84%
75% 76%
59%
MILLENNIALS MOST LIKELY TO SAY ITS CRUCIAL TO DISCONNECT
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53%
27%
50%
62%66%
BLURRING THE LINES
More than 6 in 10are not comfortable sharing
personal health info with
their employer
But many do not
understand why their
employer would want
them to, or what the
benefits would be.
YOUNGER
MILLENNIALS
OLDER
MILLENNIALS
GEN
XERS
BABY
BOOMERS
MATURES
43%
27%
47%
60% 57%
YOUNGER
MILLENNIALS
OLDER
MILLENNIALS
GEN
XERS
BABY
BOOMERS
MATURES
Why? What Benefit?
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