stressed-out employees emotional health disability privacy issues global employers Traditional strategies
- Autonomous – leave it up to each local market to define its need and focus on emotional health as it sees fit
- Customized – provide a global strategy and a framework but allow each local market to tailor programs to meet its need
A new approach – digitally adaptive
Factors for employers to consider
1. Corporate culture- How concentrated or dispersed is your global workforce?
- How are decisions made now?
- How are budgets allocated?
- Do employees have easy access to digital technology or access points?
- How well does the solution address multi-cultural and multi-generational differences?
- How accessible is the solution? 24/7? Worksite only? Mobile enabled?
- How engaging is the solution? Will employees use it?
- How does it work to remove stigma?
- Can program success be measured?
- Can meaningful comparisons be made between different geographies?
- Are key learnings/successes transferrable to other geographies?
- How does the solution engage employees (hint: no engagement = no results!). How is engagement measured?
- How important is it that the program(s) be evidence based?
- Will spouses/partners be included?
- Does the solution take into account appropriate data/privacy requirements?
- Is the program one-dimensional (e.g., resilience, mindfulness) or does it work across the broad continuum of emotional health needs (resilience to severe diagnoses)?
Tomer Ben-Kiki is CEO and co-founder of Happify Health, a behavioral outcomes technology company. He is an experienced entrepreneur who has held leadership positions at high-growth companies such as Oberon Media, a leading casual gaming company providing for some of the world's biggest brands, including Microsoft, Yahoo and Sprint. Prior to Oberon, Tomer was the co-founder and president of RichFx, an e-commerce startup.
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