Stopping HR Burnout & Prioritizing Personalized Care with Ryan Kellogg

How can a small wellness team meaningfully engage over 20,000 employees across a massive health system? The team at the University of Kansas Health System discovered the answer is not just about physical health, and that traditional programs often miss the key ingredients for deep engagement: purpose and community.By focusing on gratitude and giving back, UKH has built a program that unites its workforce, strengthens the community, and has generated a ripple effect transforming their challenges from simple step-counting competitions into powerful, purpose-driven movements. Learn how Sahn Lucas and Janelle Shafer used a flexible platform and a network of champions to scale their impact, and how they partnered with other major corporations to donate hundreds of volunteer hours to local causes.Episode Highlights:00:00 – Building Flexible Wellbeing Programs That Scale00:38 – Gratitude in Action at UKH Health System01:54 – Purpose-Driven Wellness Careers and Team Culture04:31 – Creating Empathy and Community Inside UKH06:01 – Configurable Wellness Technology for Real-World Needs08:31 – Blending Digital Tools With Human Connection10:03 – Powering a 100+ Wellness Champion Network11:36 – Driving Community Partnerships and Competitive Challenges16:30 – Step Into Spring + Caring for KC: Culture-Building Events20:49 – Measuring Impact Through Steps, Volunteer Hours, and Engagement24:25 – Sustaining Year-Round Engagement With Creative Initiatives28:41 – Best Day EverKey Takeaways:"Our programming is a launching pad. Take our core concepts and go crazy. The best ideas come from our clients.""Gratitude in action builds community. It connects people to purpose and enhances well-being.""Culture at UKH is community-based and family-oriented, focusing on empathy and patient care.""Gratitude at work is about building relationships and rapport. It's a priority in personal and professional life.""Community challenges create camaraderie and positive results. Competition leads to service and outreach.""Digital tools and face-to-face interactions go hand in hand. Relationships help us tailor resources to needs.""Gratitude isn't just a feeling; it's an action. It creates a ripple effect, impacting lives and communities."Resources:Who is Navigate? Learn more at navigatewell.com Learn more about the ROI of employee wellbeing - https://info.navigatewell.com/roi-whitepaperUniversity of Kansas Health System: https://www.kansashealthsystem.com/

Troy is joined by two exceptional leaders today - Ryan Kellogg, Senior Vice President of Sales at Talkspace and a U.S. Army veteran; and Jenn Lowry, Navigate’s own Vice President of Product and Strategy - for a crucial discussion on shaping the future of workplace well-being. Together, they explore the intersection of authentic leadership, personalized mental health solutions, and practical strategies for preventing HR burnout. The discussion dives deep into why a one-size-fits-all approach to mental health is no longer sufficient for the modern workforce. Drawing from a powerful lesson learned as a young officer in the military, Ryan explains how leading with the heart is essential for building trust and navigating adversity. Jenn outlines the strategic value of integrating accessible, digital therapy into a holistic well-being ecosystem, emphasizing how data can drive early interventions and proactive support. Today’s conversation offers a clear roadmap for leaders to better support their people - from veterans in the workplace to the HR professionals on the front lines - by fostering an environment of psychological safety and accessible, high-quality care.Episode Highlights:00:00 - Leading With Heart and Authenticity in the Workplace01:51 - How Military Leadership Shapes Compassionate Corporate Culture06:03 - Building a Culture of Care Through Digital Therapy Partnerships09:36 - Personalizing Mental Health Access During Open Enrollment13:26 - Using Data Insights to Strengthen Employee Wellbeing Programs16:24 - Addressing Top Mental Health Challenges: Anxiety, Depression, and Burnout19:47 - Supporting Teens and Families Through Accessible Digital Therapy21:37 - Managing HR Stress and Mental Health Spikes in Open Enrollment Season23:19 - Creating Seamless Member Experiences That Boost Engagement25:44 - Building Resilience and Purpose Through Culture, Care, and Connection26:19 - Best Day EverKey Takeaways:"Self-care is such an important part of life. When I think of HR leaders out there, focusing on the stress that you're dealing with in the workplace, but also checking in with yourself.""We recognize that mental health is such a crucial component of wellness... that self-care aspect that tends to be forgotten.""We want to make sure that there is 24/7 access to the same therapist with continuity of care in mind.""How great would it be... to be proactive in their mental health and get them the services before they have those critical measures?""Stigma is the number one reason why people are not pursuing mental health resources. If we can go upstream a little bit... I'd like to think that it's a bit more normalized.""You only have one opportunity to make a first impression... I remember how I felt when I first started with you three years ago... I felt like I was the most important person in the room. That's important.""When you lead with love and you do good things, the scoreboard always takes care of itself."Resources:Who is Navigate? Learn more at navigatewell.com Learn more about the ROI of employee wellbeing - https://info.navigatewell.com/roi-whitepaperRyan Kellogg: https://www.linkedin.com/in/ryanjkellogg/Talkspace: https://www.talkspace.com/

Today’s episode of Navigate’s People First Podcast welcomes Sarah Wheeler, Corporate Wellness Program Manager at Children's Nebraska, who discusses her organization's employee well-being strategy and its connection to patient care. This episode explores their people-first approach, as Children's Nebraska cultivates a wellness program extending beyond conventional health initiatives.Sarah details Children's Nebraska's employee wellness program, whose design aligns with the ICARE values of Innovation, Collaboration, Accountability, Respect and Excellence, and features dedicated subject matter experts across emotional, social, financial, physical, and community well-being dimensions. Her informative and insightful conversation with Troy and Jeremy here today highlights "radical flexibility" in healthcare while integrating family and community values for support, and demonstrates how data drives program improvements, demonstrating ROI in employee retention and engagement.Episode Highlights:00:00 - Using Data and Values to Drive Employee Engagement01:29 - Sarah Wheeler’s Journey Into Wellbeing Leadership03:05 - Designing a Holistic Employee Wellness Program04:35 - Building a Team of Wellbeing Experts05:58 - Why Holistic Programs Boost Participation09:10 - Integrating Family and Community Into Wellness Initiatives11:50 - Champion Networks and Personalized Communication13:46 - Volunteerism and Culture as Drivers of Success15:26 - Proving ROI Through Retention and Engagement Results16:59 - Supporting Women’s Health and Workplace Flexibility19:33 - Leveraging Navigate Tools and Data for Better Outcomes22:34 - Best Day Ever: Celebrating Joy and Purpose at WorkKey Takeaways:"Healthcare workers care for others before themselves. Our job is to ensure they're cared for too.""We started our wellness program from scratch, meeting people where they are.""Holistic programs see better engagement. They meet immediate needs without huge barriers.""Family is woven into our social well-being. We bring family into the hospital to see behind the scenes.""Volunteer programs help us understand patient experiences and foster empathy.""Programs with a giving back aspect are more successful. They bridge cultural and care aspects.""We've seen a 35% turnover reduction and 26.7-point engagement increase since 2021.""Radical flexibility helps retain people. We meet employees in their life phase.""Navigate supports us by reaching people wherever they are, enhancing engagement."Resources:Who is Navigate? Learn more at navigatewell.com Learn more about the ROI of employee wellbeing - https://info.navigatewell.com/roi-whitepaperSarah Wheeler: https://www.linkedin.com/in/sarahwheelerfitness/

Welcome back to the Navigate’s People First Podcast, where, this week, Troy is joined by Brooke Ossenkop, VP of Marketing, and Dr. Jen Musick, VP of Health Solutions Services. Together, our talented trio discusses Navigate's acquisition of Health Solutions and the company's approach to employee wellbeing. Their conversation covers how integrating culture, care, and clinical engagement can create better outcomes for individuals and organizations.Dr. Musick explains the origins of Health Solutions, which grew from her work as a pharmacist who saw a need for better support for people with chronic conditions. The episode details the value of pharmacist-led coaching as a way to provide a human connection that digital tools alone may not offer while also demonstrating how data from biometrics, claims, and surveys is used to personalize support for each person. Overall, today’s fascinating discussion presents wellbeing as a method for developing life skills that contribute to professional and personal growth.Episode Highlights:00:00 - Wellbeing Skills for Thriving at Work and Life00:33 - Navigate’s Mission to Redefine Employee Health01:42 - The Backstory of Navigate and Health Solutions Acquisition04:35 - Dr. Jen’s Journey and the Power of Pharmacist-Led Coaching08:18 - Closing Healthcare Gaps with Coaching and Digital Integration12:10 - Case Study: Linn County’s Long-Term Coaching Success15:49 - Wellbeing and Upskilling as Workforce Growth Drivers18:13 - Using Health Data and Readiness Insights for Personalized Care21:47 - Multidimensional Care Team Approach and Preventative Strategies27:09 - How Employers Can Successfully Launch Health Coaching Programs34:35 - Transforming Outcomes with Integrated Coaching and Future Career Pillar37:15 - Best Day EverKey Takeaways:"Wellbeing skills are essential. Can I live my best life at work, play, or with family? That's where wellbeing shines.""Growth isn't just about size. It's about thinking bigger and rewriting employee wellbeing rules.""Aligning people on purpose is key. A mission of helping is how it all started.""Pharmacists in chronic disease management improve health and deliver ROI.""Coaching needs to be an integrated part of any wellness program for real impact.""Digital solutions enhance coaching. They make health coaches superhuman.""Improving employee health and wellbeing is the goal. Health coaching is essential.""Meet participants where they are. Coaching is about asking the right questions.""Data reveals readiness to change. It guides coaching conversations.""ROI is a lagging indicator. Improve health, and ROI will follow."Resources:Who is Navigate? Learn more at navigatewell.com Learn more about the ROI of employee wellbeing - https://info.navigatewell.com/roi-whitepaper

This week, Troy and Jay sit down with Alan Diehl, Manager of Learning and Development at Fike Corporation, to uncover how a decades-old manufacturing company became a trailblazer in employee wellbeing. Together, they discuss the critical role of personalization in driving engagement, the strategic business case for robust wellness initiatives, and how Fike has evolved its program over an incredible 40-year journey. This episode is a masterclass in transforming a traditional wellness program into a powerful tool for building culture and retaining top talent in a competitive industry.Alan shares the inside story of how Fike tailored its mental health and wellness messaging to resonate with its unique, male-dominated workforce, proving that the language we use is just as important as the resources we offer. The conversation highlights how viewing wellbeing as a competitive advantage, rather than a cost, directly impacts recruitment and employee retention. They also delve into the importance of a collective approach, from extending program access to employee spouses to strategically involving wellness champions and even skeptics to foster organizational buy-in. Ultimately, this discussion reveals how a holistic and adaptable strategy can create a high-performing culture where every employee feels supported.Episode Highlights:00:00 Personalization as the Key to Employee Wellness Engagement02:04 Fike’s 80-Year Legacy and Early Wellness Innovation04:36 Alan Diehl’s Unconventional Path to Leading wellbeing Programs08:52 Embedding Culture and Learning into Employee Retention Strategy12:35 Evolving Wellness from One-Time Events to Continuous Support16:03 Overcoming Engagement Barriers in a Male-Dominated Workforce18:05 Rebranding Mental Health Programs to Resonate with Employees25:40 Extending Wellness Resources to Families for Greater Impact32:22 Leveraging Flexible Incentives to Drive Participation36:18 Turning Skeptics into Advocates for Wellness Culture39:28 Best Day EverKey Takeaways:"Wellbeing programs, when thoughtfully designed, are more than just a perk. They're strategic initiatives that shape culture, boost engagement, and support employees’ health journey.""We also have to focus on the culture being something that sets us apart... For our competitive advantage, we know we need to retain as the key piece of our strategy.""Without the support at home, without a collective effort between the employee and their spouse and their family, we're going to fail in this mission.""If we want active participation, you have to have personalization. To me, that boosts morale, that builds trust through consistent communication and support.""Fundamentally, we firmly believe that it is the responsibility of the leader to create a healthy and wellness culture for that team.""Forward-thinking companies now are looking at wellbeing not just as a cost but as a competitive advantage, one that drives performance, retention, and long-term success."Resources:Who is Navigate? Learn more at navigatewell.com Learn more about the ROI of employee wellbeing - https://info.navigatewell.com/roi-whitepaperAlan Diehl: https://www.linkedin.com/in/alan-diehl-6586a4100/Fike Corporation: https://fike.com/

Giving Troy a bit of a break today, Jeremy welcomes special co-host, Jenn Lowry, Navigate's VP of Product and Strategy to the podcast today. Together, they sit down with Navigate's Mental Health Coach and licensed counselor, Katie Tarbill, for a fascinating chat about embracing mental health at work - such a big deal for everyone these days.  First up? They clear up "mental health" versus "mental well-being." Then it's all about workplace trends, leadership's role, what resources actually help people feel safe and good at work, and company policies. This episode really breaks down mental health. It’s not just clinical stuff - it’s also about building resilience and finding satisfaction. Our experts talk about the stigma, how tough it is to open up at work, and how important it is to create open, nonjudgmental spaces. Education, like Mental Health First Aid, gets a shout-out as do resources like EAPs, telehealth, findhelp.org and wearables. They also touch on holistic well-being, mindfulness, exercise, volunteering, and how company policies, like time off and mental well-being hours, show that employers care. It all helps build a workplace where mental health matters. Episode Highlights: 00:00 - Why Managers Are Critical to Workplace Mental Health01:10 - Defining Mental Health vs Mental Wellbeing02:56 - Katie’s Journey From Teacher to Mental Health Coach04:33 - Rising Mental Health Trends05:59 - How COVID Transformed Mental Health Access Through Telehealth07:11 - Empowering Leaders to Spot and Support Mental Health Needs08:26 - Practical Resources to Build a Mental Health-Friendly Workplace10:15 - Inside Mental Health First Aid12:16 - Using Data and Tools to Improve Employee Mental Health15:13 - Reducing Stigma Across Generations and Creating Safe Workspaces17:31 - Holistic Mental Wellbeing20:47 - Building Mental Health Culture Through Policies, Education, and Leadership23:54 - Best Day Ever Key Takeaways: "Managers and leaders are the first line of defense in recognizing mental health needs. They work daily with employees, noticing signs and symptoms." "Mental health is a clinical term involving diagnosis and treatment. Mental well-being is broader, focusing on prevention and building resilience." "Holistic approaches to mental health, like mindfulness and journaling, are popular. People seek less invasive ways to cope and manage stress." "Covid shifted healthcare towards virtual spaces. Telehealth became more utilized, making mental health support more accessible." "Education and knowledge about mental health are paramount. Courses like Mental Health First Aid can equip individuals to help those facing challenges." "Removing barriers to mental health care, like through telehealth, is crucial. It makes support more accessible and reduces stigma." "Generational stigma around mental health is real. Younger generations are more open, but we must continue breaking stigma for all." "Connecting community purpose to work purpose through volunteer hours builds a greater sense of community and enhances mental well-being." "Leaders set the tone for mental health in the workplace. They must lead by example, practicing what they preach and taking time off." Resources: Who is Navigate? Learn more at navigatewell.com  Learn more about the ROI of employee wellbeing - https://info.navigatewell.com/roi-whitepaper

Joining Troy and Jay this week are some truly inspiring folks from Norton Healthcare in Louisville, Kentucky - System Director of Prevention and Wellness, Allison Ledford, and Data Analyst, Cameron Stelzig. They’re here to talk all about "N Good Health," Norton’s fantastic employee wellbeing program, providing a deep dive into how they're thoughtfully mixing company culture with clinical care, and using data for good. Our guests really dig into how their program is built on solid evidence and smart data, noting that they started by figuring out what their employees truly needed, especially encouraging those crucial primary care physician relationships. Tasked with tailoring that for over 30,000 people, Cameron and Allison share how they make it personal and meet diverse needs across their growing regional presence. Plus, they’re not shy about using health data responsibly to improve care quality and manage program costs. A lot of ground covered.  You’re going to want to hear how these two leaders are making a real difference. Episode Highlights: 00:00 - Reducing ER Visits Through Data-Driven Care 01:08 - Making Primary Care the Center of Wellness 03:48 - Launching an Evidence-Based Wellness Program 05:30 - Customizing Wellness for a Regional Workforce 06:58 - Using Claims Data to Optimize Costs and Compliance 09:33 - Closing Care Gaps With Preventive Outreach 11:38 - Building a Secure, Scalable Wellness Data System 13:58 - Scaling Culture Change with 400+ Wellness Champions 17:03 - Designing Incentives That Feel Positive, Not Punitive 20:09 - Managing GLP-1 Costs with In-House Pharmacy Strategy 24:26 - Demonstrating ROI With Biometrics and Claims Analysis 26:43 - Achieving High Engagement Through Personalization 30:11 - Partnering on Custom Wellness Tech and Reporting 34:22 - Linking Wellness Participation to Clinical Quality Key Takeaways: "Wellness isn't a one-size-fits-all. We need a flexible platform to do the fine work of analyzing data and strategically tiering participation." "Our participants have higher utilization of preventive care services. They have more office visits and higher screening compliance than non-participants." "N Good Health is about wellness and a strategic imperative driven by data and a deep commitment to employee well-being." "We frame wellness incentives positively, not punitively." "Align wellness value with organizational values. The more aligned, the more stakeholders will be at the table." "Our participants have fewer inpatient admissions, lower ED visits, and fill fewer scripts than non-participants." "Data is the first step. Obtain data from internal departments and partners to incentivize engagement." "We use claims data to drive monthly well-being topics, ensuring programs are available for conditions on the rise." "A culture of well-being comes from grassroots efforts, creating a prestigious environment people want to be part of." Resources: Who is Navigate? Learn more at navigatewell.com  Learn more about the ROI of employee wellbeing - https://info.navigatewell.com/roi-whitepaper Norton Healthcare: https://nortonhealthcare.com/ Allison Ledford: https://www.linkedin.com/in/allison-ledford-1375a62b/ Cameron Stelzig: https://www.linkedin.com/in/william-cameron-stelzig-l2-l9-l9bb/

In today’s episode, Troy and Jay welcome listeners to a discussion close to their hearts - the vital topic of supporting school employees, the educators and staff responsible for shaping young minds. Their special guest is Lindsay Waechter, the Staff Wellness Coordinator for Iowa's fast growing Waukee School District, who shares the innovative work being done for the district's nearly 2,500 employees. Lindsay vividly explains the challenges and successes of prioritizing staff wellbeing.Troy and Jay learn how investing in school staff is not just beneficial, but essential. Lindsay explains how Waukee recognized this necessity, leading to the creation of her dedicated role to address the specific wellbeing challenges facing educators and support staff today. She details the district's shift from a standard, one size fits all wellness program to a more personalized, adaptable approach through Navigate. This strategy focuses on meeting employees where they are, addressing issues from teacher burnout and custodian back pain to mental health needs and connecting staff with local resources, all while supporting staff retention.Episode Highlights:00:00 - Why Teacher Wellbeing Is Key to Student Success01:17 - Staff Wellness as a Retention and Recruitment Tool03:15 - Building Wellness Programs for a Rapidly Growing District05:17 - Getting Leadership Buy-In for Wellbeing Initiatives06:37 - How Personalization Boosts Engagement and Outcomes10:10 - Addressing Mental Health and Burnout in Education13:09 - On-Demand Resources and Coaching for Staff14:34 - Prioritizing Women’s Health in School Wellness16:24 - Using Committees and Data to Shape Wellness Strategy22:55 - Extending Wellness Support Year-Round25:20 - Making Wellness Inclusive for All School Roles29:31 - Collaborating with Nurses to Support Whole-School Health30:45 - Best Day EverKey Takeaways:"We need our teachers to be happy and well. They shape our future."   "Moving beyond a one-size-fits-all approach prioritizes the health of educators.""Innovation in education is crucial. It's not just about the environment, but being innovative across the board.""We want educators to live healthy and well lives into retirement.""The pressures of educators are immense. Work-life balance and burnout are key issues.""Personalized programs lead to better engagement and health outcomes.""Mental health resources must address stigma and provide support for high stress.""Teaching is hard and getting harder. We prioritize health to support our educators.""Data-driven decisions in wellbeing programs help allocate resources effectively.""Reaching diverse audiences requires tailored solutions for different work roles."Resources:Who is Navigate? Learn more at navigatewell.com Learn more about the ROI of employee wellbeing - https://info.navigatewell.com/roi-whitepaperLindsay Waechter: https://www.linkedin.com/in/lindsay-waechter-169b81b6/

Troy and Jeremy’s vital conversation here today features Ben Schultz, Navigate's own People and Culture Lead, whose experience in building a "Great Place to Work" makes him the perfect guest to discuss burnout, a challenge so many face. This episode isn't just for those feeling the burnout crunch themselves - if you're a leader, a teammate, anyone who supports others, expect takeaways, truly. Let's get real about burnout.Ben, Troy, and Jeremy are not skimming the surface here, they’re getting into the nitty-gritty of burnout in today's workplaces. How is it different from plain old stress? This episode breaks it down. Creating safety? Encouraging honest chats? Essential. And it's not all on the company, either. What about those external pressures, the financial worries, the family stuff? Those count too. As you will hear, a holistic wellbeing program gets it. It acknowledges all sides of a person, not just their job title. Armed with these insights, our panel demonstrates how to create workplaces where wellbeing isn't a perk, but the very foundation in the battle against burnout.Episode Highlights:00:00 - What Burnout Is and How It Differs From Workplace Stress  01:09 - Leadership’s Responsibility in Preventing Burnout  03:34 - Recognizing Early Signs of Burnout in Employees  06:09 - Building a Culture of Psychological Safety and Open Communication  07:16 - Empowering Managers With Training and Tools to Support Teams  10:00 - Growth, Development, and Career Pathways as Burnout Prevention  11:21 - Addressing Personal Stressors With Holistic Wellbeing Support  14:50 - Turning Employee Feedback Into Meaningful Action  17:28 - Consolidating Resources for Better Employee Access  18:37 - Implementing People-First Policies That Actually Work  22:32 - Recognition, Incentives, and Transparent Compensation  26:05 - Supporting Work-Life Balance Through Flexibility and Time Off  33:29 - Three HR Strategies to Combat Burnout36:11 - Best Day Ever Key Takeaways:"Burnout is an overwhelming feeling. Even the smallest tasks feel burdensome. It's a struggle to think creatively.""Burnout isn't just workplace stress. It's a debilitating state of exhaustion affecting every life aspect.""A culture that combats burnout must be led from the top down. It can't just be an HR initiative.""Differentiate workplace stress from burnout. Stress is seasonal; burnout is ongoing and hard to define.""Know your people. Everyone shows up differently. Recognize signs of burnout by understanding individual behaviors.""Active listening and responding to employee concerns are crucial. Ensure they're heard and addressed.""Managers must prioritize people over metrics. Support them with training, tools, and mentorship.""Encourage growth and development. Understand what motivates employees and work with them for a successful work-life balance.""Pulse surveys and open dialogue help identify potential issues before they escalate. Prioritize employee wellbeing.""Recognition is key. Appreciate employees sincerely and thoughtfully. It builds a cohesive, motivated team."Resources:Who is Navigate? Learn more at navigatewell.com Learn more about the ROI of employee wellbeing - https://info.navigatewell.com/roi-whitepaperBen Schultz: https://www.linkedin.com/in/ben-a-schultz/

In this episode, Jeremy and Troy are joined by Christy Smith, Navigate's SVP of People and Growth Strategy, and Jim Barclay, SVP of Operations, to explore the crucial connection between organizational values and employee wellbeing. Together, they discuss the value of cultivating supportive company cultures that boost engagement and productivity, embedding values for purpose, connecting engagement strategy with wellness programs, and leveraging technology to personalize wellbeing initiatives. Our panel also goes on to emphasize that a strategic approach to wellbeing that utilizes data and personalization ultimately empowers employees' total health and career growth, leading to positive business outcomes. The message of today’s episode is crystal clear: prioritizing values-driven wellbeing enables companies to generate a virtuous cycle of employee flourishing and organizational success.Episode Highlights:00:00 - How Organizational Values Drive Workplace Wellbeing00:56 - Building a Culture of Belonging and Engagement03:45 - Aligning Wellbeing and Employee Experience07:44 - Using Technology for Personalized Wellbeing Programs12:56 - Turning Employee Feedback into Actionable Change16:40 - The Role of Incentives in Driving Engagement18:24 - Customizing Wellbeing Programs for Business Goals22:21 - Measuring Success: Data-Driven Wellbeing Strategies25:40 - Supporting Employees’ Readiness for Change28:12 - Removing Barriers to Wellbeing and Mental Health Support30:02 - The Power of Recognition, Competition, and Connection32:38 - Best Day EverKey Takeaways:"Creating a culture around core values fosters belonging. This drives engagement and impacts business outcomes.""Wellbeing and engagement strategies shouldn't be separate. Both impact the person showing up to work.""Aligning company values with employees' personal values is an X factor. It enhances satisfaction and purpose.""Personalization in wellbeing programs boosts engagement. It connects employees to the organization's culture.""Listening is key. Collect data, make it actionable, and build programs around it for real impact.""Our platform helps highlight hidden resources. Employees find support they didn't know existed.""The ‘Great Place to Work’ survey guides us. Feedback becomes strategic priorities for people and culture.""Comprehensive wellbeing programs reduce absenteeism by 25%. They enhance engagement and business outcomes.""Change in wellbeing vendors can be daunting. Trust is built by showing up and doing what you say.""Innovation and inspiration drive our wellbeing strategy. We connect dots across holistic health and organizational values."Resources:Who is Navigate? Learn more at navigatewell.com Learn more about the ROI of employee wellbeing - https://info.navigatewell.com/roi-whitepaperChristy Smith: https://www.linkedin.com/in/christy-smith0777/Jim Barclay: https://www.linkedin.com/in/jim-barclay-14856a7/