The 12 New Rules For Managing Your Employees...For Managing Your Employees As If They’re Real...
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Transcript of The 12 New Rules For Managing Your Employees...For Managing Your Employees As If They’re Real...
The 12 New Rules
For Managing Your Employees
As If They’re Real People
Rodd Wagner
Forbes Contributor and New York Times Bestselling Author
Investmentin employees
Intensityin their work
1.0 1.5 2.0 2.5 3.0 3.5 4.0 4.5 5.0
EnergizedEncouragedFrustratedDemoralized
I am willing to
work especially
hard for my
organization’s
customers.
I wish I were
working
somewhere else.
Working here
brings out my best
ideas.
I would
recommend this
organization as a
great place to
work.
Source: BI WORLDWIDE 2014 New Rules of Engagement Study
the first rule: get inside their heads
the first rule: get inside their heads
the fourth rule: help them thrive
the fourth rule: help them thrive
the fourth rule: help them thrive
Copyright 2017, BI WORLDWIDE
“I am open to taking advice about my health from my organization.”
Copyright 2017, BI WORLDWIDE
“My health is none of my organization's business.”
Copyright 2017, BI WORLDWIDE
Engagement Predicts Openness to Company Wellness Programs
Copyright 2017, BI WORLDWIDE
the eighth rule: see their future
the eighth rule: see their future
the ninth rule: magnify their success
the ninth rule: magnify their success
the eleventh rule: let them lead
11. Let Them Lead
80© Copyright 2013, BI Worldwide
the eleventh rule: let them lead
the twelfth rule: take it to extremes
the twelfth rule: take it to extremes
Three “theory of mind” statements
Happiness: “My employer is trying to make me happy.”
Individualization: “My manager makes decisions with my best interests in mind.”
Monetary: “My organization is actively helping me reach my long-term financial goals.”
(Strongly disagree = 1, disagree = 2, neutral = 3, agree = 4, strongly agree = 5.)
Engagement and core intentions
Happiness Engagement
“The measure of one’s life, according to many philosophies, whether religious or not, is how you treat other people while you’re on this planet. None of those creeds includes the opt-out clause, ‘except when you’re at work.’”
Confidential and Proprietary
Maryland Workplace Health &
Wellness Symposium
June 2, 2017
Kembre Roberts, Manager-Wellness
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Southwest History
Today, Southwest Airlines is the Nation’s Largest Domestic Airline.
In terms of daily departures and Customers carried.
104
Southwest Success
105
Employee Expectations
Live the Southwest WayWarrior SpiritWork hard
Desire to be the best
Be courageous
Display a sense of urgency
Persevere
Innovate
Servant’s HeartFollow the Golden Rule
Treat others with respect
Put others first
Demonstrate proactive
Customer Service
Embrace the Southwest Family
Fun-LUVing AttitudeHave FUN
Don’t take yourself too seriously
Maintain perspective (balance)
Celebrate successes
Enjoy your work
Be a passionate Teamplayer
Safety and ReliabilityEmbrace a Culture of Safety and compliance; adhere to the Safety and Security Commitment
Meet operational and performance objectives while following policies and procedures
Friendly Customer ServiceStrive for continuous improvement
Approach all Internal and External Customers with a helpful spirit
Low CostsComplete daily job duties at lowest cost possible
Complete projects ontime and on budget
Work the Southwest Way
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Purpose & Vision
Purpose & Vision
The story of Hanover Bear
• https://youtu.be/U72eK9vQHBY107
How to Design a Wellness
Program When you LUV
your People!
Top Considerations for Southwest’s
Wellness Program
• A program that aligns with our Culture
• Utilizing data to make decisions
• Focus on Employee well-being
• Employee Feedback
Data – Where and How?
• Data warehouse tools
• Benefits Consultant
• Medical Third-party Administrators (TPAs)
• Pharmacy Benefit Managers (PBMs)
• Wellness solution vendors
Focus on Employee Well-Being
• Physical
• Mental
• Emotional
Employee Feedback
• Positive
• Negative
• When the Rules Govern the Response
• Create an Opportunity to Address It
Wellness Program Options
Employee Assistance Program
Promotional Examples
Promotional Examples
Promotional Examples
A Gift for You,
Phoenix Center
Mammograms Onsite
Time:
Date:
Location:
Promotional Examples
Promotional Examples
Employee Feedback
Where the healthiest choice is easy
Meghan Ames, MSPH, RD, CWP
Healthiest Maryland Businesses Statewide Coordinator
Where the healthiest choice is easy
MissionTo provide Maryland
businesses with guidance and resources to promote health in the workplace.
Where the healthiest choice is easy
Maryland
Employers
Regional
Coordinators
www.healthiestmdbusinesses.org
ConsultationTraining andResources
Networking Funding Recognition
Member Benefits
www.healthiestmdbusinesses.org
Consultation
Hannah
Person Kayla
Kavoukas
Nicole Morris
Angela Deal
Jen Johnson
Angie Blair
Six Regional
Coordinators
Statewide
www.healthiestmdbusinesses.org
Training and Resources
Work@Health Trainings
Webinars
State and Local Conferences
Newsletters and Website
www.healthiestmdbusinesses.org
Networking
Website Newsletters
Social MediaRegional
Collaboratives
www.healthiestmdbusinesses.org
Funding
Lactation support
Physical Activity
Nutrition
www.healthiestmdbusinesses.org
Recognition
News Releases Success StoriesWellness at Work
Awards
Where the healthiest choice is easy
2017 Wellness at Work Awards
www.healthiestmdbusinesses.org
Where the healthiest choice is easy
Union Hospital of Cecil County
2017 Wellness at Work Gold Awardee
Nicole Morris, MS, RN, CWWPM
Mid-Shore Regional Coordinator
Caroline Bruce, RD, LDN CDE, NASM-CPT
Director, Health Promotion
www.healthiestmdbusinesses.org
Director of Health
Promotion
Wellness at Work Gold
Level Awardee
Community outreach
2017
Wellness at Work Bronze
Level Awardee
Grew to 2.5 full-time staff
2016
CDC Workplace
Health Promotion
Program
2015
Full-time Employee Wellness
Coordinator
HMB Work@Health
Training
2014
Part-time Employee Wellness
Coordinator
Joined HMB
Opened Fitness Center
2013
Wellness Champion
Grassroots worksite wellness activities
2012
Snapshot of Union Hospital’s Workplace Wellness
www.healthiestmdbusinesses.org
Worksite Health ScoreCard
2014 2015 2016 2017
Perc
ent
of Tota
l P
ossib
le P
oin
ts
Year
ScoreCard
score on
Organizational
Supports
increased by
9 percentage
points
ScoreCard
score on High
Cholesterol
and
Hypertension
increased by
62 percentage
points
ScoreCard
score on
Stress and
Depression
increased by
34 percentage
points
www.healthiestmdbusinesses.org
Organizational Supports
“The Work on Wellness program
has the support of the executive
team to achieve its mission…”
Richard Szumel, MD
CEO, Union Hospital
www.healthiestmdbusinesses.org
Food and Nutrition Highlights
“People are
eating healthier
and they don’t
even know it”
Holly Emmons
Union Hospital
Food Service
Manager
www.healthiestmdbusinesses.org
Physical Activity Highlights
“I try to meet
people where they
are. My goal is
just to get them
moving.”
Connie Hewitt
Union Hospital
Personal Trainer
www.healthiestmdbusinesses.org
Caroline Bruce, RD, LDN
Director, Health Promotion
Union Hospital of Cecil County
“HMB provided me with the framework in
which I shaped my wellness
program…Nicole Morris, is an
excellent resource that I can call
on when I want to learn
more about best practices in
the field of employee
wellness.”
“Union Hospital is truly great to
work with…Caroline Bruce has
taken advantage of the many
resources we offer, like CDC's
Work@Health Training, and is
always looking for ways to improve
their program. It's been rewarding
to see their growth over the years
Nicole Morris, MS, RN, CWWPM
Mid-Shore Regional Coordinator
Healthiest Maryland Businesses
and I'm proud that we
have been part of their
success.”
Where the healthiest choice is easy
2017 Wellness at Work Awards
Recipients
Caldwell Manufacturing
GCC Technologies, LLC
Leidos Biomedical Research Inc
MeetingPlay
A2LA
AHEC West
American Woodmark - Allegany Plant
Anne Arundel County Public Schools
Battelle National Biodefense Insititute
Brook Lane Health Services
Calvert County Health Department
Charles County Government
Chesapeake Multicultural Resource Center
City of Greenbelt
City of Hagerstown
Country Meadows
County Commissioners of Queen Anne's County
Fahrney-Keedy
Frederick County DSS
Garrett Regional Medical Center
Medifast, Inc.
Plamondon Companies
The Associated Jewish Community Federation of Baltimore
University of Maryland, Baltimore
Worcester County Commission on Aging
City of Salisbury
Easton Utilities
Frederick Regional Health System
Hub Labels
Hyatt Regency Chesapeake Bay Golf Resort Spa & Marina
Lower Shore Friends, Inc.
MedStar St. Mary's Hospital
Prince George's County Government
Taylor Bank
Adventist HealthCare
AOPA
AstraZeneca
Atlantic General Hospital
CareFirst BlueCross BlueShield
CBIZ
Doctors Community Hospital
Everbright Pacific, LLC dba Wisp Resort
First United Bank & Trust
Frederick County Public Schools
Frederick Memorial Hospital
Howard County Public School System
iHire, LLC
Kaiser Foundation Health Plan of the Mid-Atlantic States, Inc.
Legal & General America
Montgomery County Public Schools
Perdue Farms
Staples Distribution Center
The Arc of Washington County, Inc.
Union Hospital of Cecil County
Wolters Kluwer
Worcester County Government
Where the healthiest choice is easy
Join Us
1.• Visit
healthiestmdbusinesses.org
2.• Complete the Worksite Health ScoreCard
3.
• Review ScoreCard results with your Healthiest Maryland Businesses Regional Coordinator.
4.• Develop a plan to improve workplace
wellness activities and employee health
Where the healthiest choice is easy
Thank you!
Visit us athealthiestmdbusinesses.org
Healthiest Maryland Businesses
Center for Chronic Disease Prevention and Control
Maryland Department of Health and Mental Hygiene
201 West Preston Street
Baltimore, MD 21201
Acute versus Chronic Pain• Acute pain is a sign of real or impending tissue damage and usually
disappears with healing. It is the normal predicted physiologic response and
is usually of short duration.
• Chronic pain, a common and expensive problem in occupational and
disability medicine, has been defined by multiple different time durations
(generally from 6 weeks to 3 months after the onset of symptoms).
• Chronic pain suffering cost U.S. five hundred-sixty billion to six hundred
thirty-five billion dollars each year
➢ Medical bills
➢ Lost productivity
➢ Missed work Sources: ODG, Chronic Pain, 2016; Chronic, Undertreated Pain Affects 116 Million Americans. Szalavitz, M., Time, June 29, 2011
Average Day in the U.S.
• More than 650,000 opioid prescriptions dispensed
• 3,900 people initiate nonmedical use of prescription opioids
• 580 people initiate heroin use
• 78 people die from an opioid-related overdose (includes those involving prescription opioids and illicit opioids such as heroin)
• In 2016, more than 52,000 Americans lost their lives.
(https://www.hhs.gov/sites/default/files/Factsheet-opioids-061516.pdf)
Economic Impact of the Opioid Epidemic
$53.4 billion in health and social costs related to prescription opioid abuse
$42 billion in lost productivity
$8.2 billion in criminal justice cost
$2.2 billion in inpatient and outpatient medical costs
$944 million due to medical complications
https://www.hhs.gov/sites/default/files/Factsheet-opioids-061516.pdf
What Happened?• Institute of Medicine (National Academy of
Medicine)
• Joint Commission
• 5th vital sign
• Purdue Pharma
• Aggressive promotion for use in non-malignant pain market (non-cancer pain)
• Growing availability of OxyContin in the marketSource: Intensity of Chronic Pain –The Wrong Metric? Ballantyne, J., M.D., and Sullivan, M., M.D.,Ph.D., The N Engl J Med 2015
The Promotion and Marketing of OxyContin. Public Health Tragedy, American Journal of Public Health, Feb, 2009
Hydrocodone Consumption
Opioids
Source: http://alcoholrehab.com/addiction-articles/addiction-dependence-and-tolerance/
Morphine, Codeine, Heroin, Thebaine, Oripavine
Opioids
• Morphine
• Codeine
• Heroin
• Hydrocodone (Vicodin, Lortab)
• Methadone
• Oxycodone (Percocet, Oxycontin)
• Hydromorphone (Dilaudid)
• Meperidine (Demerol)
Opioid Calculator (MED)
Source: https://opioidcalculator.practicalpainmanagement.com/methods.php
Drug Overdose Trends
National Drug Threat Assessment Summary, DEA-DCT-DIR-0001-17, Nov. 2016
Maryland: Opioid-related Deaths on the Rise
• Number of heroin-related deaths in Maryland more than tripled
between 2010 and 2015.
• Number of opioid-related deaths increased by 23% between
2014 and 2015.
• Eighty-six percent of all intoxication deaths that occurred in
Maryland in 2015 were opioid related (includes death related to
heroin, prescription opioids, and non-pharmaceutical fentanyl).
• Deaths increased among all groups: Whites and African
Americans, men and women, and in all regions of the State.
Source: http://dhmh.maryland.gov/data/Documents/Quarterly%20data%202015%20merged%20file_v2.pdf
Opiate Prescribing by State
Source: http://www.riskandinsurance.com/wc-narcotics-abuse/
Why a Work Comp Problem?
Higher amounts of narcotics in treating acute work-related
low back pain cause injured workers to be:
• away from work longer (up to 69 days longer)
• have higher medical costs
• be 3X more likely to have surgery
• have a 6X greater chance of using narcotics beyond
the recommended time
Source: WorkComp Central 7/20/09
Prescription Drug Problems in Maryland Workers’ Comp
• Guaranteed payer, no co-pays, and freedom to choose
practitioner
• Opioids make up to 3 percent of costs in shorter term claims
and between 15 and 20 percent of all medical costs in longer
term claims
• Travelers estimates medical costs currently make up 60
percent of workers’ comp claim costs and are projected to
increase to 67 percent by 2019
• Narcotics account for 25% of drug costs
• Utilization is a major driver in total cost changesSources: Insurance Business May 17, 2013- Opioid Epidemic Plagues Workers’ Comp
NCCI, Workers’ Compensation Prescription Drug Study: 2013 Update, September 26, 2013
Workplace Impact of Prescription Opiates
• 1 in 20 physicians are following best practices guidelines for opiate prescribing
• The workers receiving multiple opioid prescriptions were 2.7 times more likely to be off work and had 4.7 times as many days off work
(Swedlow et al, “CWCI Special Report,” 2008)
Chesapeake Employers:
Prescribers by Specialty
Chesapeake Employers Insurance, 2015
2011 (39.1%)
2012 (38.4%)
2013 (36.6%)
2014 (35.8%)
2015 (34.5%)
2016 (31.3%)
Percentage of all Narcotics to Total Scripts
0
5
10
15
20
25
30
35
40
45
2011 2012 2013 2014 2015 2016
% Narcotic to Scripts
Source: Express Scripts
# Scripts >300 MED
0
10
20
30
40
50
60
70
80
Jul-14 Aug-14 Sep-14 Oct-14 Nov-14 Dec-14 Jan-15 Feb-15 Mar-15 Apr-15 May-15
Jun-15 Jul-15 Aug-15 Sep-15 Oct-15 Nov-15 Dec-15
# Rx >300 MED
# Rx >300 MED
Linear (# Rx >300 MED)
Source: Express Scripts
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Employee Assistance Programs and the Opioid Epidemic
Beth Thierer, LCSW-C, SHRM-CP
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• Utilization monitoring to track substance abuse trends.
• Drug free workplace training for supervisors and employees
• Provide coaching to your supervisors via a performance consultation
line on how to identify and better support employees in crisis and
engage them in conversation.
• Proactively identify and assist with promoting community supports
and treatment resources.
• Targeted EAP promotion including work-life services: legal and
financial consultation.
Organizational Support
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• In-the-moment support
• Crisis intervention services
• Work/life services
• Assessment
• Education
• Referrals
• Short term counseling
• Treatment monitoring
Addiction Support Services:
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• Education
• Ongoing support
• Encouragement
• Boundaries
• Expectations
• Treatment
• Coping with Change
Someone with an addiction will
NOT change until they are ready.
EAPs can provide support for your
employees in the meantime.
Most commonly addressed:
Family Support
