We believe the world has changed – From founders to operational staff, for employee wellness to work it needs to operate across the entire leadership funnel.

We call this Wellness Intelligence.

Wellness Intelligence is a new initiative that allows data to drive decision making regarding the health of employees.

Wellness Intelligence brings together four areas of focus to benchmark and to effectively change using wellness recommendations.

Mission, Engagement, Mental health, and Physical health.

Wellness Intelligence has one job – to drive team growth through a happier, healthier and more engaged workforce.

Create allignment

Wellness Intelligence keeps Founders, Executives and HR or People teams on the same page by using metrics to help quantify the overall health of the organization. This ensures every initiative has a measurable impact across the entire company.

Drive focus

Wellness Intelligence enables Founders, Executives and HR or People teams to focus on the goals of their main growth lever - the staff. This focuses organizational leaders on their KPIs — driving growth, improving their team, and improving morale.

Simplify decisions

Wellness Intelligence identifies and removes roadblocks in the employee wellness landscape, enabling People Teams to move faster and smarter. A simple, predictable model gives you confidence to invest in preventative health.

Today’s employee wellness model is a legacy

Technology and remote working changed the way employee wellness works. Depending on your company make up, your employee wellness program was designed to live within large offices and top down structures. Simply put, Karen in HR is no longer capable of managing a more dispersed and diverse team.

Most People Teams haven’t evolved with their staff makeup – Marketing, Sales, and every other aspect of today’s tech company only interacts with their respective team and most of the time on a remote basis. They are discrete departments, where “keeping the pulse” of your team is not possible.

In this legacy model, wellness is measured through interactions and subjective opinions.  Decisions are made in a top down manner, without any sort of data to drive decision making. This typically leads to misalignment, duplication of effort, and a disconnect between management and staff members.

The LEON Wellness Intelligence methodology

Wellness Intelligence connects Founders, People teams, and staff members with a group of wellness benchmarks, breaking down pain points to increase focus, simplify decision making, optimize spend and most importantly, improve the health of your organization.

In the new world, wellness is looked at as a growth lever for upstart organizations. Healthy and engaged team members not only drive new business, but they add value to each and every person they interact with.

Wellness Intelligence links your entire organization into one, specific goal: To optimize the health in every aspect of your organization. By improving people, we improve your company and we improve the world we live in.

Wellness Intelligence keeps Founders, Executives and People Team aligned around the employee – unifying metrics and decisions to elicit change.

Alignment requires team members to “speak the same language” regarding the health of organizations and to drive change management when needed

The language 

In the legacy employee wellness model there are no metrics, or at best they are based off of yearly insurance premium increases. These data sets or lack of have led to poor decisions, lack of alignment and increased costs along all aspects of an organization. 

Wellness Intelligence owns metrics from end-to-end, ensuring everyone understands core wellness metrics and how to drive change.

Data vs. gut feelings

In the absence of data, gut feelings are often used to debate what is beneficial or not for both an organization and its people. Decisions regarding people should be made when working from facts, enabling actions that affect our staff in real time. Much like Professional Sports, we must make sure to improve the health of our organization when it matters. Now.

Vanity actions vs. real change

Many employee wellness programs are “nice to have” or “perks” for your employees. Much like a company happy hour or walking group at lunch, we have no way to measure its result.

Wellness Intelligence provides metrics that support business operations and decisions – such as measuring employee happiness, how often they exercise, or if they have any risk factors that are currently jeopardizing their health.

Wellness Intelligence has three areas of responsibility: Performance, Wellness, and Culture. This allows LEON to manage each benchmark effectively while including internal and external stakeholders.

Wellness Intelligence simplifies everything

Most companies have legacy wellness programs based on how businesses were run twenty years ago. Today’s businesses with remote teams and diversified people and cultures demand that employee wellness programs run off of data and recommendations built for the company and the employee.

Wellness Intelligence consolidates wellness operations into one program to simplify everything and improve health outcomes.

The legacy model creates problems

This legacy challenge is evident in People Teams. Should they be focused on improving the health and happiness of their employees using subjective “perks”, which really don’t provide any sort of measurable ROI?

You can see this in the problems created by the legacy model:

1. People teams are working outside their own area of expertise, creating a lack of focus and decision making.
2. A team of HR managers is incapable of measuring holistic health and subsequently improving the health of their team members.

To improve the health of an organization, you need the right people, data and recommendations, focused on delivering what the business and the people need, NOW.

Key issues with the legacy employee wellness 

Human Resource skill gaps

With legacy programs, each HR manager is responsible for the entire health of an organization with zero data to influence decision making.

This splits their focus:

• External action – like gym membership discounts, in office massage, healthy snacks, etc.
• Internal action – like creating competitions and walking groups, implementing schedule changes and work from home initiatives, and using surveys to understand their team.

The Wellness Intelligence model allows your HR team to leverage LEON’s expertise to bring their vision for a healthier workforce to life. The entire platform and recommendation engine was built to remove the guesswork of HR and to leverage our entire network, combining both external and internal actions.

Lack of objectivity

With the legacy model, HR teams are using their own subjective thinking to influence their program. Wellness is subjective and personal to your employees and without data, it’s impossible to understand the needs of your people.

With Wellness Intelligence, instead of guessing or using trends to drive decisions, you can use the data to align stockholders on company needs in real-time. This gets everyone on the same page, creating a single source of truth across the organization – and ultimately a path for improvement.

Signs you need a Wellness Intelligence program

There are common symptoms when you don’t have a Wellness Intelligence function – if you find the statements below sound like your team, it likely means you’ve waited too long to bring on Wellness Intelligence.

“My company doesn’t have a wellness program”

“We don’t know if our program is working or not”

“We get really low engagement in general”

“ We don’t have the bandwidth right now”

“ We have too many tools”

Wellness Intelligence drives growth

Wellness Intelligence creates benefits for the entire organizational  structure – but more importantly WellOps aligns the company around the employee.

Wellness Intelligence helps you generate more revenue by influencing key metrics: Performance, Wellness and Culture.

Increase revenue and more predictable growth

By increasing the key levers of employees' health – you’ll be able to grow faster and in a more sustainable way. This allows you to reduce the chance of employee and executive burnout while projecting growth in a more predictable and consistent manner.

This could mean:

• Sales and marketing can continue to operate at higher and more sustainable levels of productivity.
• Customer Success and Product can maintain mental health as they scale growth.
• Founders can trust that their team is robust enough to handle the stressors of growth, while using Wellness Intelligence to react to changes if needed.

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Conclusion

• Wellness Intelligence is a new organizational model that drives growth through operational efficiency via employee wellness.
• Wellness Intelligence has three key areas of responsibility: Performance, Culture and Wellness.
• Wellness Intelligence enables HR Teams to effectively manage the health of not just their organization, but also its people.
• Wellness Intelligence uses alignment, objective focus, and simplification to improve the health of employees.