Correlation or Causation? How Emotional, Mental and Physical Wellbeing Can Improve Your Organization

Viewpoints from Erin Milliken, MPH, CHES

Are you familiar with the term Transformative Wellbeing? With the proper education and practices, an employee can learn how to be healthy in body, mind, and spirit and become fabulously – almost effortlessly – productive and positive. Imagine an entire cast of energized people supporting your company and thriving in its people-first culture. It’s not a pipedream; it’s a productivity powerhouse within your grasp through workplace wellbeing.

With the ideal perspective, culture, and tools, you can do more than shout into the abyss about wellbeing.

Picture a culture of care and holistic wellbeing resources that enhance job satisfaction and loyalty while significantly reducing costly turnover rates. Our team strives to realize this experience for all our clients. The dimensions of holistic wellbeing don’t sit in neat boxes – they work together intrinsically. When one aspect is lacking, it puts the others at risk.

We often see the direct and indirect costs of poor mental health rank among the top healthcare expenditures for employers.

Mental health is also highly correlated to physical health outcomes. By leveraging holistic efforts, communicating program resources frequently, and garnering appropriate leadership support, wellbeing can work for your company.

According to the latest Business Group on Health survey, mental wellness support is still an essential component of an employer’s healthcare strategy, with 97% of employers offering it this year and 100% expected to include it in their employee benefits offerings by 2027. Nearly 80% of employers also report a rise in utilization of benefits to treat mental health and substance use disorders, the survey shows. [Source: HRExecutive.com 8/24]

How often do you have to hear that people are your greatest asset to believe it and build a flourishing program around it? Traditional employee assistance programs and mental health resources have let employees down. Members needing immediate counsel typically wait 30-60 days for a therapist match. Your people need mental health support, and we can and must do better for them. A culture of care is the key to bridging the gap between wellness potential and performance, empowering you to create a program to engage with your workforce and drive organizational success.

But how do you fund a solid wellbeing program?

Master these three techniques for securing and managing the budget for your wellness initiatives and iterate your way to employee and organizational success that results in wellness for both.

1. Ask for carrier wellness funds.
   You will only know if you ask. The client’s medical carrier or third-party administrator often provides funds for a wellness program. Do not forget to ask during renewal season!
2. Build the case to leadership.
   Emphasize to your leadership team the long-term benefits of workplace wellness. Use case studies, testimonials and real-life examples to get the funding needed.
3. Measure and show year-over-year success.
   The only way to determine the efficacy of your efforts is to measure. Use measurement and success to request more funding over time.

You’ve got this – and we have your back.

Discover how an intentional, proactive approach to employee wellbeing can significantly assist in managing healthcare expenses while boosting productivity and morale. Your employees are your most important asset, and we can show you how to treat them like they are within a culture of care that inspires personal and organizational flourishing.

If you can spare 30 minutes, we have a deal for you!

We know you hardly have a minute to yourself during open enrollment season, so these 30 minutes are crucial for framing your wellness efforts in 2025 and beyond. If your cost management and success measurement checklist includes elevating morale and boosting productivity, you must join us for this fast and informative conversation.

Register now for our webinar on Thursday, October 24, at 11 a.m. PT / Noon MT / 1 p.m. CT / 2 p.m. ET.

EPIC offers this material for general information only. EPIC does not intend this material to be, nor may any person receiving this information construe or rely on this material as, tax or legal advice. The matters addressed in this document and any related discussions or correspondence should be reviewed and discussed with legal counsel prior to acting or relying on these materials.