Data showing a personstressed-out employeesemotional healthdisabilityprivacy issuesglobal employers


Traditional strategies

  1. Autonomous – leave it up to each local market to define itsneed and focus on emotional health as it sees fit
  2. Customized – provide a global strategy and a framework butallow 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 accesspoints?

2. Breaking down barriers to emotional health

  • How well does the solution address multi-cultural andmulti-generational differences?
  • How accessible is the solution? 24/7? Worksite only? Mobileenabled?
  • How engaging is the solution? Will employees use it?
  • How does it work to remove stigma?

3. Measurability

  • Can program success be measured?
  • Can meaningful comparisons be made between differentgeographies?
  • Are key learnings/successes transferrable to othergeographies?
  • How does the solution engage employees (hint: no engagement =no results!). How is engagement measured?

4. Other considerations

  • How important is it that the program(s) be evidence based?
  • Will spouses/partners be included?
  • Does the solution take into account appropriate data/privacyrequirements?
  • Is the program one-dimensional (e.g., resilience, mindfulness)or does it work across the broad continuum of emotional healthneeds (resilience to severe diagnoses)?

Tomer Ben-Kiki is CEO and co-founder ofHappifyHealth, a behavioral outcomes technology company. He is anexperienced entrepreneur who has held leadership positions athigh-growth companies such as Oberon Media, a leading casual gamingcompany providing for some of the world's biggest brands, includingMicrosoft, Yahoo and Sprint. Prior to Oberon, Tomer was theco-founder and president of RichFx, an e-commerce startup.

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