Recent Posts

• Next Practices in Workplace Wellbeing Consulting Posted last month
    We are excited to announce the next evolution of our wellbeing practice!  We have re-branded CBIZ Wellbeing Solutions to CBIZ Engagement & Wellbeing Consulting. This change reflects the importance of the broader impact of workplace culture on employee health. We believe our knowledge and expanded services in this area will help clients’ assess and improve both organizational health and employee wellbeing. A thriving workplace culture is essential to employee health and positive organizational outcomes.  National Practice Director, Emily Noll, shares that “research affirms that no wellbeing program, however well-designed, will work in a fragile or resistant workplace culture with low employee engagement.”   The link between employee engagement and wellbeing is clear.  For example:  Employees with strong overall wellbeing are 6 times more likely to be more engaged compared to those with low wellbeing, and 32% more likely to stay with a company (Gallup). Teams who score in the top 20% in engagement realize a 41% reduction in absenteeism and 59% less turnover (Gallup), while disengaged employees costs U.S. Business up to $550 billion a year (The Engagement Institute). In organizations where employees ...
• Health Fair Planning 101: Host an event employees will love Posted 3 months ago
  Health fairs have been a staple of many benefits and wellbeing programs for years. They offer employees the opportunity to gain a greater knowledge and understanding of the resources available to them through their employer and community. However, coordinating a fair can be labor intensive and planners are often surprised and understandably disappointed with low employee turnout. To make your efforts worthwhile and host an event your employees will show up to and truly enjoy attending, we’ve put together a list of our favorite strategies: Stay on Target As with any event, it’s important to have a goal or objective when organizing a health fair. What is it that you want to achieve and, most importantly, what type of experience do you want to create? Having a clear vision for what you want the experience to be will allow you to filter and prioritize your ideas as you begin planning. Here are some examples: To create a forum where employees get excited and have fun while engaging with their co-workers and community partners. To launch a new program/initiative/strategic design in a ...
• 8 Ways to Celebrate International Week of Happiness at Work Posted 3 months ago
  There are countless benefits to building a culture at work that focuses on workplace happiness.  Research shows that being happier at work is tied to better health, more creative and effective problem solving, employees who are more willing to contribute beyond their job description, lower absenteeism, less turnover, fewer mistakes, and higher customer loyalty and retention.  It was these proven benefits that inspired Dutch company, Happy Office to create and launch International Week of Happiness at Work.    Their goal is to inspire people as well as entire organizations to bring happiness into the work place as the norm, not the exception.  Their manifesto states “happiness at work is about meaningful work, healthy relationships, development and having fun. Let’s create a workplace to stimulate fun, appreciation, positive feedback, awesome challenges, trust, meaningful results and own responsibilities. Let us, as employees, employers, entrepreneurs, organizations and especially as human beings work together to make happiness at work the norm and not the exception.” International Week of Happiness at Work is September 23 – 27 and is currently celebrated in more than 30 countries ...
• The Value of Happiness in the Workplace: Why employers should start with happy before healthy when crafting wellbeing strategies Posted 5 months ago
    It’s common for employers to begin addressing wellbeing due to concerns over healthcare costs or unhealthy behaviors amongst their employees. However, if we dig a little deeper we may find that many of these behaviors are not the root cause of an un-well employee, but rather, a symptom of something deeper going on. One of the many underlying factors that often contributes to unhealthy behaviors is happiness. According to the 2017 World Happiness Report, happiness isn’t just effecting physical health, it's impacting business objectives. The report states that happy employees are more driven to contribute to the goals of the organization and are more compelled to apply discretionary effort than their unhappy counterparts. We can surmise then that happiness increases productivity because happy people are more engaged and present in the workplace. They pay more attention to the needs of customers and are more in tune with the organization’s processes and systems. All of these factors come together to bring organizations increased productivity and profitability. On the flip side, unhappy people make for disengaged employees, limiting their potential to positively influence your organization. Interacting ...
• Wellbeing on a Budget: 5 strategies to improve the employee experience with limited resources Posted 6 months ago
  It’s a common misconception that stellar wellbeing and engagement strategies require large investments. We work with many small groups (and larger groups with very small budgets) that have made impressive changes to their employees’ self-reported wellbeing and workplace satisfaction with little or no additional budget. Many of the things employees are looking for from their employer with regard to supporting their wellbeing and improving the workplace experience don’t cost a dime –  a sense of comradery with teammates, recognition for their contributions, opportunities to give back and be involved in the community, and the like. Even wants such as improved access to resources to support individual wellbeing can be addressed in some capacity with a limited budget. Here are some of our favorite avenues for ramping up wellbeing on a budget: Ensure Leadership Support According to Gallup research, managers are responsible for up to 70% of employee wellbeing, making them the largest and most critical piece of the wellbeing puzzle. Leaders and managers at all levels should be held accountable for being supportive of their direct reports’ needs. Encouraging regular breaks, supporting ...