The Importance of Workplace Wellbeing Technology in 2023

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Hello and welcome to our presentation today on the importance of workplace well-being technology in 2023. My name is Sarah Kean, well-being consultant with Zeebo Health. And just to give you a quick overview of what we’re going to cover in today’s session, I’m going to start by showing you some key features of our own digital solution well-being 360.

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And then touch high level on some of the benefits of digital solutions in general, both for employees and employers alike. We’ll then take a sneak peek at the employer dashboard so you can get a sense of what the back end looks like when you view that aggregate data with key insights while also completely respecting the anonymity of the employees.

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And then we’ll look at how technology can really benefit employees in terms of facilitating positive behavior change, as well as having access to that on-demand support when they require it. And at the end, my colleague Fiona Noctan will kindly take you through a demonstration of our app and what it looks like on a mobile device.

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So just a little bit about well-being 360, for any of you who aren’t familiar with our technology, we refer to it as an all-in-one digital solution because we really aspire to provide support to employees and employers alike across many tiers from prevention and intervention through to treatment.

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And that makes our digital solution quite unique. We’ve been developing it for over five years and continually working on making improvements and new iterations with added features always in development.

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So just to give you a sense of three of the core pillars in our current offering. So Zivo Academy and Zivo Challenges, these two pillars really speak to that prevention and intervention piece. Where Zivo Academy is a big library of resources from masterclasses to meditations, workouts, recipes and so on.

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And this really speaks to that kind of health education piece, really supporting employees to have access to the information and then the practical skills and know-how. Zivo Challenges add another dimension to this, really supporting individuals on a personal level, develop habits through personal challenges, as well as creating social connection and cohesion through group, team, departmental and even organisational challenges.

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Zivo Therapy then, that final pillar, really speaks to the in a very anonymous accessible way that really helps to de-stigmatize reaching out for the support when they require it. Now Fiona will kindly give you a greater understanding of what this looks like on the app and go into some of these elements in greater detail, but just for you to get that kind of snapshot of an oversight of what Wellbeing 360 includes.

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We also feature a self-assessment tool which we currently refer to as a well-being score, and it really addresses again many domains of health and well-being. So looking at things like physical activity, sleep hygiene and dietary behavior, and then looking at other more abstract elements that profoundly impact our health and well-being such as social connection, energy management, financial well-being and our own mindset,

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of course mental health featuring hugely and much more commonplace and well-recognized. In our self-assessment tool we derive the questions from current guidelines established by the World Health Organization and other such bodies, as well as best evidence and the current literature.

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This serves in two ways, for the individual to really have that sense of where their baseline is at so they can monitor their progress over time, but also in terms of getting greater awareness around these health behaviors.

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So even participating in these self-assessments tool in and of itself can be very supportive. So Wellbeing 360 is available on demand, meaning employees can access that library of resources whenever they require it 24-7, and they also have quick and easy access to that one-to-one support that they can book in through their own booking tool directly with the facilitator, coach or therapist.

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It’s available on either iOS and Android, and also there is a desktop version for individuals who would prefer to access it through a computer. And it integrates with a wide variety of leading fitness trackers as well, from Apple Watch, Fitbit, Garmin, and so on.

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So we’re really making an endeavouring to make Wellbeing 360 as broadly accessible and integrated as possible. So I’m giving you a very high-level whirlwind tour, and these are just some of the kind of core features to supplement that.

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There’s many other elements that have been factored in, and as mentioned, continually being integrated to enhance the employee’s experience in using our solution. And Fiona can show you more of those in a few moments.

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Let’s just take a moment and look. high level at some of these benefits of providing digital solution to enhance wellbeing in general. So for employees, we’re really seeing the importance of offering a personalized approach more than ever in terms of really having that impact.

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As you know, people are in very different situations and will have very different requirements and preferences. And so for an effective solution, it’s really imperative that it’s personalized so that individuals can get what they most require and would most benefit them.

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We’re also seeing digital solutions really enable that holistic approach in a very integrated fashion because there’s one place to go for all of the different elements as opposed to it being fragmented and the intervention being dispersed in different locations.

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So having all these different domains covered in one access point is incredibly supportive as well. This of course is echoed in the accessibility piece and making sure that the intervention you run is scalable depending on the size of your workforce, of course, that will vary, but generally speaking, digital solutions really facilitate that accessibility.

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Anonymity is a key element as well, as mentioned when I discussed chemotherapy, that employees can reach out for support in a way that still honours their privacy. And that’s a big thing, even though we have made leaps and bounds in terms of mental health, a stigma still remains.

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And so having that anonymity through digital solutions is really supportive of individuals getting help when they require it. Also, digital solutions help to empower the individual. Many individuals will want to self-direct their own healing.

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journey or their own process or their own general evolution in terms of enhancing their health and wellbeing. And so they like to have let’s say the reins, the proverbial reins, and digital solutions enable that so that they can curate their own approach rather than having to follow a pre-set course or something that’s being imposed as a sort of one-size-fits-all approach.

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Also with digital solutions we see it’s much easier to gamify the solution making it more enjoyable and more fun and adding a novel element to their wellbeing journey. For employers, I guess the key thing with a digital solution is that scalability piece and the capacity to reach far more people than other modalities or interventions in terms of what the solutions may afford.

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It’s also inclusive and equitable in terms of, again, meeting that broad range of needs and preferences that employees may have and everyone can get from it what they require. We’ll talk in a few minutes about behavior change in the process and in that you’ll understand that wherever a person is relative in their stages of change, they may have different needs and requirements in terms of tools that are most effective to support them.

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That equitable approach means individuals can get what they most require. Some of your employees may require that really intensive, deep, immersive approach, whereas others may only require very light touch engagement.

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Digital solutions facilitate that. Everyone gets what they require. It’s also incredibly cohesive. Digital solutions, because of that scalability piece, means that everyone can access similar information or similar interventions at the same time.

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A classic example of that is the Fittest Workplace Challenge, where you can have the entire company irrespective of geographical location, all being able to engage and connect with one another in this one centralized space.

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The aggregate data I mentioned a moment ago about the employer dashboard can really serve to enhance broader interventions that are implemented and really highlight where on a collective level, the employees may be struggling and require extra support or also maybe thriving.

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And something to really celebrate and recognize and acknowledge about your organization. And of course, digital solutions tend to be far more cost-effective because of, again, that scalability piece.

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So all around can really, really be beneficial, as I said in general, and Wellbeing360 really addressing all of those elements and more. So what we’re seeing in the wellbeing space in terms of the development that’s happened in recent years, as mentioned, you know, you can have those fragmented offerings that are really, let’s say, sporadic, and even with wellbeing calendars that aim to build over a year,

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can still be a little bit have a quality of stop-start. And what we’re really looking to moving towards and what we’re seeing happening in many organisations is this real, demand for integrated solutions, and that ultimately really serves to embed a culture of wellbeing.

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Now you’ll see this little illustration shows these levels of maturing in terms of an organization’s view of employee wellbeing. And the biggest catchment being wellbeing as a healthcare benefit. And then we see wellbeing evolving for personal improvement for the employees.

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So those bottom two tiers would be quite commonplace. What we’re seeing now, and the more we really understand about employee wellbeing, we’re really seeing companies demanding wellbeing solution being as part of their core performance strategy, as well as moving in that direction of ESG reporting, really extending beyond just the employees in the bottom line, and seeing the impact of their solutions on stakeholders in broader communities.

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So wellbeing for social good. And technology can really facilitate that, and particularly wellbeing 360, because of this aggregate data and the insights that can be yielded from it, quite quickly that can then support more meaningful interventions and the strategy that comes from them.

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So this is very much needed, as anyone would be likely very well aware of at the moment, the concerning trajectory around mental health globally, the increased risk of burnout, just one tangent or one aspect.

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We’re seeing a most prevalent among young millennials and Gen Zs being the fastest employees to burnout, and also higher among women. And these are just some stats from research recently, and you have to be aware that burnout, how it’s defined, varies significantly across studies.

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But really the takeaway from here is just to appreciate that workplace wellbeing is important. being is coming to the fore for a very good reason. Many individuals are struggling. And this is echoed by the recent Gallup report in 2022, the state of the global workplace.

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And we’re just seeing, again, that trend about one in three individuals significantly struggling. And this research looked at various components from stress, worry to anger and sadness. And you’ll see, fortunately, there in 2021, we saw anger and sadness were on the decline and yet stress and worry still escalating.

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And so really, really important for employers to seriously consider what interventions they can implement, but that actually have impact and will really support again in the long term. health and longevity of their workforce.

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This is a great report for the Workforce Wellbeing Imperative published by Deloitte this year. And just looking at that again, maturing of our perspective around wellbeing from that legacy thinking towards this forward thinking and really acknowledging this amalgamation between providing wellbeing solutions in the workplace and also taking ownership and honouring, not honouring, excuse me, taking ownership and acknowledging,

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should I say, the impact of work on wellbeing and how the provision of digital solutions and technology can really fit into that while also acknowledging systemic and organisational issues that require attention and how they can complement one another.

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So just in terms of the backend reporting, just to give you kind of a sense of what an employer can see if they’re implementing or rolling out a digital solution. And of course, this will vary from provider to provider.

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And this is just a tiny glimpse of some of what can be reported on, particularly around, and as I mentioned earlier, how can the information be relayed back to the employer while still completely respecting the anonymity and privacy of the employee who’s using the support and the solution.

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So there’s high-level engagement and utilisation reporting across all of those core pillars we mentioned earlier from the academy to seeing the participation and challenges, to also seeing the uptake of that one-to-one support.

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And of course, that can be incredibly insightful and useful. We also can then track trends and see which topics and domains actually require perhaps more attention and might benefit from being supplemented by on-site or other solutions.

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So to give you an example, in Zevo, we provide… of webinars, trainings and courses that can be delivered live and on site that can also supplement the content provided on the platform. So an employer can see if there are glaring areas that maybe require attention and equally maybe it’s a case of looking at the choice architecture of the workplace itself and if you’re seeing trends for example around dietary behavior then taking a look at well what are the choices and how easy is it for employees to make healthier choices particularly if they’re on site and or indeed if they’re working from home what supports could be put in place.

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So there’s many insights that can be derived from tracking trends that can really support that longer term strategy development. So how can digital solutions help employees so we’re really taking a look here at that behavior change element as well as that on demand support.

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Facilitating the positive behavior change, quick and easy access to support, and providing a platform for shared experience. These will be three of the most impactful ways digital solutions assist employees.

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It’s certainly not exhaustive or obsolete by any means, but these will be three core areas. When it comes to behavior change, it can be incredibly complex and multi-dimensional. But there is a framework that can be useful reference to understand that different tools and techniques can be maybe more beneficial or most beneficial relative to where an individual is at in their journey.

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When we can identify that, we can then provide tools and resources that support an individual progressing on and embedding a new health behavior long-term and sustaining it in a healthy and balanced way.

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This stages of change framework, sometimes called the trans-theoretical model of change, is widely referenced and particularly in biomedical settings, really serves to support health care professionals.

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Again, acknowledging and identifying where an individual is at, and being able to then signpost the best supports and resources. Pre-contemplation is when an individual isn’t really thinking about change, it’s not on their radar at all.

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And at this point, really information and education and just inspiring stories can be really supportive to get the cogs turning and to peak interest. Contemplation is really that phase of leveraging pros and cons.

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So maybe being aware that change could be beneficial, but not ready to take the leap. Again, education, inspiration and even challenges and fun activities can be really helpful to tip the balance in favor of the pros and get action.

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action, get in action. Preparation is the next phase when an individual starts to get their proverbial ducks in a row and get organised and get the practicalities in place to follow through. Then we’re in action phase and that’s when a new behaviour is that first nought to six months and it has its own set of, let’s say, obstacles, challenges, barriers and characteristics broadly that distinguish it from maintenance phase once the behaviour has been established for six months or more,

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different issues tend to arise. So relative to where an individual is at, different tools and techniques can be supportive and that’s very much embedded in our approach in wellbeing 360. We have integrated many behaviour change techniques that are very widely established and evidence based and, again, allowing individuals to utilize what is most supportive of them at the particular point in their journey.

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So things like goals and planning, feedback and monitoring, having social support, shaping knowledge and education as mentioned already, having cues and prompts embedded in the featured in the app to support that change.

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And then repetition and substitution, also showing individuals new alternatives and new ways as well as the habit building piece. So some examples are education through master classes, goal setting through challenges, cues through prompts and reminders and push notifications, self monitoring through tracking steps and syncing with your health trackers or fitness trackers as well as personal challenges,

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social support through community forum and team challenges and then feedback through coaching or one-to-one support. So on an individual level, as mentioned, individuals can participate in that self-assessment tool, but also from there go into specific domains of health behavior and set specific goals and challenges.

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And they can really target certain outcomes like reducing stress, building their fitness, improving sleep quality and so on. So there’s that real broad holistic approach. Zeebo Academy, we really aspire again to give many different routes of accessing information.

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Some people love bite-sized practical tips. Other people love that theoretical deep dive and really understanding the why behind health behaviors. So again, we really aspire to cover all bases in the provision of our different offerings there.

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Master classes are just one example and really high quality content developed by our team of wellbeing specialists. And The format is designed in a way that it’s all bite-size chunks but with very practical tips.

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So from recipes and cooking classes to mobility and strength training and to pain management and also learning how to optimize your energy levels. Typically four to five classes that are in five to ten minute videos.

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So really digestible and easy for employees to access. As mentioned with the self-assessment tool the employees have an ability to track and monitor their progress over time and they also have different gradients of that.

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So it can be periodically checking in once a quarter and even annually if that’s all they want to do or having daily check-ins and utilizing functions such as the mood tracker for example. So that monitoring piece is woven deeply into the digital solution.

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And then just with regard to challenges, just to emphasize that individuals can set their own personal challenge or indeed participate in team or group challenges or our annual fittest workplace challenge where they can compete against other companies.

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So these are just an example of some of the personal challenges that are available as well as group challenges. So again, you’ll see the broad range. It’s not just diet and exercise. We have things like digital technology, healthy use of digital technology with digital detox and unplugging, reading challenges, decluttering.

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So you can really get a sense of the broad range of challenges that are available. So just to quickly show you a sample of the employee journey from signup and introduction to the app and really getting that overview and doing that assessment if they elect to do so to get that sense of their start point and maybe flag areas of health behavior that maybe benefit from greater or more attention and seeking out that personal support,

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whether it’s that mental health support piece or working with a health coach. And we’re really seeing that moving away from a very strong therapeutic emphasis and really focusing on health coaching can be a great entry point for a lot of people who perhaps don’t consider that they have a problem or an issue, but actually could benefit from that one to one support to really support them, excel and thrive.

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Monthly content is always updated. So there’s fresh blogs, fresh podcasts and master classes continually featured on the app. Again, another great benefit of a digital solution. It’s not static. It’s very dynamic.

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And then we have master classes for deeper dives, as mentioned previously. And then of course, the challenges, which have also mentioned. And so you can see how an individual can engage, as mentioned, in a very immersive experience or equally just have that light touch to jump in and out whenever it serves them greatest.

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And then I guess to really just reaffirm how committed we are to employees enhancing their experience and getting the most from the tool. We have a very intensive support process through our FAQ section, but also reaching out for one-to-one support and starting a conversation with a member of our Zivo CX team.

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If they’re running into technical difficulties or challenges or require support syncing devices and so on, there is many, many levels of support available to really… optimise the employee’s experience.

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So I’m going to stop now and hand you over to Fiona, who will kindly give you an overview of the technology and what it looks like on the mobile device. Hello, everyone. I’m delighted to be taking you all through our Zevo Health Wellbeing app, which is a comprehensive mobile health solution designed to provide employees with 24-7 support for around the clock physical, nutritional, financial and mental health care.

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At the bottom of the screen, you will see your navigation bar. This will direct you through each of the application’s key features. First off, on the homepage, your hub. To help get you started on the Zevo Health app, employees have the option to complete a wellbeing audit via a wellbeing score.

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On completion of this personal audit, employees will have greater insight into how they were functioning from month to month, and the score will prompt areas for support or improvement across mind, physical, sleep, nutritional and life balance.

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Next up on the homepage, we have our real-time goal tracker. This allows employees to measure and keep on track of physical and nutritional activities and goals. We also have our live leaderboard, which highlights the top movers in the organisation across seven and 30 days, which can act as a really great motivator and social engagement tool to get you and your peers out active and feeling good.

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We also have our mood monitor on the homepage. This allows employees to see patterns in their life, understand triggers and timings of their different mood states. to improve their emotional well-being.

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We also have our recent stories feed. This allows employees access to engaging and thought-provoking well-being content across physical, nutritional, financial and employee well-being. The format of the content is a mixture of text, audio and video, meaning employees can digest information in a format that’s most suitable to them.

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We also have our personal library. This is where employees can save their favorite pieces of content so you can revisit it easily and share content with peers as well which can act as a nice community engagement tool.

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We have our academy section. Zevo Academy is our learning hub packed full of well-being content including master classes, meditations, webinars and recipes. The Academy has been designed to provide employees with the resources necessary to look after their personal well-being and enhance their therapeutic experience if they’re undergoing therapy sessions.

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You have our challenges feature. The challenges solution in the Zevo Health app is one of the most popular features of the app and seeks to build connections and drive engagement across the business through fun and friendly team and company-wide challenges.

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Zevo challenges have also been shown to boost morale, camaraderie and make health and fitness fun for all involved. We have our personal challenges. These are on-demand challenges that are built into the app and are available to the employees directly.

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This can allow employees to start daily habits or new routines to improve their well-being and the challenges span a variety of topics to support employees mental, physical, nutritional and creative well-being.

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We have our company-wide challenges so Zevo can also organize company-wide challenges for you. This can be a great way to enhance social support, meet colleagues with similar interests and allow employees that may have little interaction to grow relations.

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This can be done via our chat feature. This is where members can send motivational messages or pictures to other team members during the challenge. We have our help and support feature so employees can access support from Zevo or external providers via the help and support feature.

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Organizations are also able to provide access to any health service specific to them, which can act as a dedicated health service directory and this is where you can access the Zevo website. where you can provide contact details such as health insurance providers, allowing employees to know where to find these resources and how to access them when they need it, thus increasing utilization rates.

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I’ll now take you through to our Zevo Therapy, which is our digital therapy feature housed on the app. This allows employees access safe and confidential platform where they can speak to a professional if they’re going through any difficulties and feel supported during the process.

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So as you can see, there’s two options to choose from. We have counseling and coaching. Counseling is a talking therapy involving a trained therapist who will listen to you and help you find ways to deal with your emotional issues.

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Coaching is a fantastic way. for individuals to develop skills and reach desired goals in life and employees are able to book sessions on the app and seek help should they need it in a matter of seconds and attend sessions in a comfortable environment.

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Thank you so much for your time today it was a pleasure taking you on tour of the Zevo Health Wellbeing app. Thank you so much Fiona. So just before we wrap up to emphasize how committed we are at Zevo to delivering the highest standards in conjunction with our additional well-being solution across all tiers from technology and data protection to our customer experience and account managers there to support both employees and employers along the way to our well-being specialists who are highly qualified and very compassionate in their one-to-one delivery of support as well as our marketing team of experts who can really support employers to optimize engagement with the tool and get the highest and best outcome.

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So benefits of working with Zevo we’re highly experienced in this sector we always always commit to a strong evidence-based approach and an integrative perspective always thinking big picture and seeing how all the different components interweave and interconnect with one another and also very much focused on that long-term embedded well-being culture and how we can best facilitate it.

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So if you would like to learn more about Wellbeing 360 please reach out to Emma Cook at zevohealth.com or equally you can learn more about it on our home page on zevohealth.com. Thank you so much for your time and attention today and I really hope it has benefited you.

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Thank you.