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3 Ways Spectrum Brands Modernized

Its Wellbeing Program

Like many employers, Spectrum Brands had an existing wellbeing program in place. But “good enough” wasn’t going to cut it for this employer that wanted to increase engagement across its entire population, not just those already invested in health. Here are 3 ways Tammy Bursac, Senior Benefits Manager at Spectrum Brands, and her HR team have improved their wellbeing program with Welltok, which she calls an “extension of her team.”

How much of a difference did this make? Spectrum Brands saw a ~30% engagement rate in the first few months alone, a rate they hadn’t seen over the course of several years with their previous program!

1. Leverage Data to Offer Amazon-Style “Recommended for You” Programming

“With Welltok, we began offering “Action Cards” that resonated, giving people tips and steps they could think about and take action on. This made a huge difference, especially with those just starting to think about making important health changes.”

Spectrum Brands leveraged Welltok’s SDOH data and predictive analytics to make wellbeing relevant, offering employees programs they would be interested in. Additionally, Welltok helped them connect with their diverse population, which includes office-based employees who are always online, as well as in-field workers who many not have a valid email.

“We want people to get into wellbeing because it’s the right thing to do, it feels good and they feel success. Rewards are the jump-start we use to get them going on a path of sustained engagement and long-term change.”

Spectrum Brands employees complete actions to earn gym rebates and points that convert to dollars to purchase gift cards. With Welltok, they designed a “middle of the road” rewards program that builds intrinsic value in wellbeing activities – not one that positions rewards as the only reason for taking healthy actions.

What else can you do? Budgets don’t always allow for monetary rewards. Non-traditional incentives like extra vacation time, flexible work schedules and raffles for gifts also work to motivate employees.

2. Providing the Right Incentives

“Our new wellbeing program has been a success, which I know because I’ve had zero feedback. This is a positive thing and tells me it’s working, because you hear about things as soon as employees don’t like something.”

3. Making It Easy for New Hires to Engage

With all that happens on a new hire’s first day, wellbeing benefits can get lost among “where to find the bathroom/snacks and refill a water bottle.” Tammy's team has started introducing wellbeing benefits a few weeks after on-boarding to build on newbie’s excitement and avoid the spread of misinformation. Spectrum is also on a mission to make it easier for employees to engage early and often by working toward putting all resources in one place, and empowering employees to get answers to critical benefits questions when they need them.

Spectrum offers Welltok’s AI chatbot for on-demand answers to benefit-related questions. Not only does this self-service tool empower employees and give them information to improve benefits utilization, but also freed up HR staff time by reducing overall call volume.

Tammy and team are planning for 2021 and evaluating what programs her workforce needs for key areas like diabetes and stress management. We can help you do the same! Email activation@welltok.com to learn how.

What’s next? Spectrum Brands has taken its wellbeing program to the next level with Welltok’s Total Wellbeing Solution. And its engagement rates are soaring with upwards of 85% program completion rates. It’s also leveraged the platform to quickly deploy COVID-19 information and resources too like the “Dealing with Uncertainty” program from our Connect Partner meQuilibrium.