When organizations work to improve employee engagement, the focus tends to be on the day to day work experience. Feedback is sought from employees through surveys and focus groups. Recognition programs are created. And career development programs are rolled out. Join Jason Lauritsen, a former Human Resources executive, as he takes a look at one critically important element of a successful engagement effort that almost always gets overlooked: wellness.

1. The Missing Piece of your Employee Engagement Efforts
Jason Lauritsen Shelley Trout
With: Moderated by:
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www.humanresourcestoday.com/webinar-series/workplace-wellness

4. About Jason Lauritsen
Jason Lauritsen a keynote speaker, author, and consultant. He is an employee engagement and workplace culture
expert who will challenge you to think differently. A former corporate Human Resources executive, Jason has
dedicated his career to helping leaders build organizations that are good for both people and profits.
He also led the research team for Quantum Workplace’s Best Places to Work program where he has studied the
employee experience at thousands of companies to understand what the best workplaces in the world do differently
than the rest.
Jason is the author of the books Unlocking High Performance: How to use performance management to engage
and empower employees to reach their full potential, and Social Gravity: Harnessing the Natural Laws of
Relationships. Connect with Jason at www.JasonLauritsen.com or by sending him an email.
About Shelley Trout
Shelley went to UC Berkeley and majored in Anthropology & Archaeology. After working at the Center of Digital
Archaeology, she became fascinated with digital representations of personality and culture, and now leads Webinar
Production at Aggregage, providing some of the most interesting thought-leaders across a wide variety of industries with
a space to celebrate the diversity, depth, and experience of their professional cultures, personalities, and passions.

5. www.JasonLauritsen.com|
@JasonLauritsen
WELLNESSThe Missing Piece of your Employee Engagement Efforts

6. What is EMPLOYEE
ENGAGEMENT?
ENGAGEMENT is the degree to which an
employee is both willing and able to
perform to their potential.

11. Workplace environments in the
United States are responsible for…
120,000 excess deaths per year
(5th leading cause of death)
$180 billion in additional
healthcare expenses (approx.
8% of total healthcare spending)

12. WELLNESS DRIVE
SATISFACTIO
N
EMPLOYEE
ENGAGEMEN
T
What is EMPLOYEE
ENGAGEMENT?

13. WELLNESS DRIVE
SATISFACTIO
N
EMPLOYEE
ENGAGEMEN
T
What is EMPLOYEE
ENGAGEMENT?

14. WORK

15. LIFE
WORK

16. LIFE
WORK

17. LIFE
WORK

18. Missing Piece Transition slide
Wellness is the missing
piece of employee
engagement.

19. 1. RELATIONSHIP

20. We are facing a loneliness epidemic:
• 47% of Americans lacked meaningful interpersonal
interactions with a friend or family member on a daily basis
(Cigna Study)
• 46% said they felt lonely often (Cigna Study)
• 47% feel left out (Cigna Study)
• Over 50% of employees surveyed felt lonely “always” or
“very often” at work (Global Work Connectivity Report – Future Workplace/VirginPulse)

22. Reciprocity Repair
SUPPORT

23. Things to Consider
•Teach relationship skills to managers
and employees.
•Make time for employees to socialize
and connect at and through work.

24. 2. FINANCIAL
STABILITY

25. Our level of income impacts our wellbeing:
“Low income exacerbates the emotional pain
associated with such misfortunes as divorce, ill health,
and being alone. We conclude that high income buys
life satisfaction but not happiness, and that low income
is associated both with low life evaluation and low
emotional well-being.”
“High income improves evaluation of life but not emotional well-being” by Daniel Kahneman and Angus Deaton

26. Pay is a financial wellness and engagement issue.
https://www.nytimes.com/2016/12/06/business/economy/a-bigger-
economic-pie-but-a-smaller-slice-for-half-of-the-us.html
The real average pre-tax
income for the lowest
earning 50% of the U.S.
population (when adjusted
for inflation) has not
changed in the past three
decades.

27. Minimum wage is no where near a living wage.

28. WHAT IS A LIVING WAGE?
The Living Wage is a market-based approach that
draws upon geographically specific expenditure
data related to a family’s likely minimum food,
childcare, health insurance, housing,
transportation, and other basic necessities (e.g.
clothing, personal care items, etc.) costs.
http://livingwage.mit.edu/

29. WHAT IS A LIVING WAGE?
http://livingwage.mit.edu/
Living Wage Minimum Wage Poverty Wage
1 Adult $22,984.00 $16,328.00 ($6,656.00) $12,064.00
1 Adult 1 Child $50,044.80 $16,328.00 ($33,716.80) $16,244.80
1 Adult 2
Children $57,283.20 $16,328.00 ($40,955.20) $20,425.60
1 Adult 3
Children $72,550.40 $16,328.00 ($56,222.40) $24,606.40
Example for Kansas City, Missouri:

30. Things to Consider
• Ensure employee’s basic needs are met.
• Provide a spectrum of financial wellness
and stability support to meet employees
where they are.

31. 3. MENTAL HEALTH

32. Mental health is a real issue for every employer:
• 1 in 5 adults suffer from a mental health condition
• 56% of Americans with a mental illness did not receive
treatment (http://www.mentalhealthamerica.net)
• Suicide is the 10th leading cause of death in America. There
are 25 times more attempts than suicides. (https://afsp.org/)
• The rate of suicides is highest in middle-aged men. In 2016,
white males accounted for 7 in 10 suicides. (https://afsp.org/)

33. Mental health is a real issue for every employer:
A recent WHO-led study estimates that
depression and anxiety disorders cost the
global economy US$ 1 trillion each year in lost
productivity.
https://www.who.int/mental_health/in_the_workplace/en/

34. Addressing mental health is good for business:
Greater than 80% of employees treated for
mental illness report improved levels of work
efficacy and satisfaction.
http://workplacementalhealth.org/

35. Things to Consider
• Create greater awareness about mental
health. Destigmatize mental health by
bringing it into the open.
• Make resources easily available. Suicide
prevention lifeline: 1-800-273-8255
• Teach people to genuinely check in with
one another. “How are you?”

36. WELLNESS DRIVE
SATISFACTIO
N
EMPLOYEE
ENGAGEMEN
T
EMPLOYEE ENGAGEMENT needs
WELLNESS

37. gettalk.at/hrt
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referenced materials.

38. 38
Q&A
Shelley Trout
With: Moderated by:
HR Keynote speaker, author and consultant
Linkedin page: in/jasonlauritsen
Twitter ID: @JasonLauritsen
Email: jason@jasonlauritsen.com
Website: www.jasonlauritsen.com
Jason Lauritsen
Editor, Aggregage
Linkedin page: in/shelleytrout/
Twitter ID: @hrposts
Email: shelley.trout@aggregage.com
Website: aggregage.com
www.humanresourcestoday.com/webinar-series/workplace-wellness