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Sunrise is your monthly big-picture guide to employee well-being.


Designed for HR, internal communications, and corporate wellness leaders, we will share actionable steps to positively impact your organization.


September 2022

Sunrise is your monthly big-picture guide to employee well-being.

Designed for HR, internal communications, and corporate wellness leaders, we will share actionable steps to positively impact your organization.

September 2022


  • The relationship between employees and employers has evolved in recent years.
  • Corporate well-being programs are no longer just about virtual yoga sessions, smoothie-making workshops, and stair challenges.
  • People want an employee experience inclusive of physical, mental, social, career, community, and financial well-being. For example, did you know over half of U.S. working parents who pay for childcare estimate they’ll spend at least 20% of their salary on daycare this year?
  • Your C-suite needs this information in a language directly tied to business returns, including turnover, presenteeism, and health care costs. For example, finding a replacement employee costs up to 60% of the previous employee’s salary.
  • Hire Chasing the Sun to help your company design, communicate, and execute a strategic well-being plan that positively impacts the employee and the reputation and bottom line of the company.
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Table of Contents

The Challenge

The pandemic accelerated what was already a critical topic


As business leaders, how will we act as trusted advisors while ensuring our well-being is a priority?

At the beginning of lockdown, we focused on survival. We took virtual yoga classes, wine tastings, and art classes, among other activities, to stay active and connected. Then, in-between COVID variants came the off/on switch of staying at home and going to the office. At the same time, the economy was doing well, the job market opened up, and employees were leaving for greener pastures.

Now we are in an awkward phase of balancing the flexibility and balance of working from home with the social and relationship-building benefits of working in person. This sudden change has caused us to reexamine how companies provide their employees with the right benefits and well-being support. And employees are taking this information and comparing it to prospective employers.

Questions employees are asking themselves:

1. Is my life positively impacted working here?

2. Am I staying for the money or the experience?

3. Does my manager care about me as a person?

Why are people staying and leaving? It's not just money.


Well-being is a common theme around attrition and retention.

Source: McKinsey.

Graph of motivating factors that keep peo

From audio-only calls to email-free vacations, we continue to see C-suite members promoting positive well-being habits through internal communications and social media channels.

However, if an employee's immediate manager doesn't model this behavior, it's an employee experience misstep.

Question: What's your most impactful employee challenge? Click here to connect and let's discuss solutions.

The Opportunity

Will addressing the above positively impact the company’s business goals?

CEOs and boards want well-being initiatives to impact business returns, including customer service and financials.

By the Numbers: how many people are in your organization?



Employees who think mental health isn’t a valid reason to take time off.1


Annual days of productivity lost due to presenteeism.2



The annual cost of poor health due to workplace including absence, disability, presenteeism, and opportunity costs.3


Companies recognized with the C. Everett Koop National Health Award saw stock prices increase by 325%, as compared with the S&P 500 average appreciation of 105%.

Source: McKinsey


Gallup research shows organizations with a critical mass of engaged employees outperform their peers by 147% earnings per share.

Source: Gallup

Did You Know?

The world’s largest 2,500 public companies over the past 19 years report that the median tenure of a CEO has been five years, and only 19 percent of all CEOs remain in position for 10 or more years. Source: PwC

This means Well-being plans must be piloted, iterated, and scalable to have a long-term impact.

Question: Are you looking for ideas to secure executive buy-in? Click here and let's discuss.

The Solution

The Future of Employee Well-being

Designing an enterprise-wide employee well-being program requires a comprehensive look at:

Financial Well-being

Did you know among employees with an annual household income of $100,000 or more, 52% report feeling stressed by finances? How is your company helping your employees to manage their money?

Mental Well-being

From meditation apps to therapy sessions, your company might have invested heavily in this area. But have you examined the root causes of the work-related mental stressors impacting your employees?

Physical Well-being

Your company might have upped its game with gym reimbursements, but are your managers demanding their employees be on camera for all meetings? Think about how eight hours of video calls daily impact their mental and physical well-being.

Social Well-being

Does the company foster social connections? Examples might include resources and training to help managers and leaders create a sense of caring and belonging among employees. These are critical factors, particularly in a hybrid/remote work environment.

Community Well-being

Did you know volunteering can increase empathy across your organization? According to NAMI, a 2020 study conducted in the United Kingdom found those who volunteered reported being more satisfied with their lives and rated their overall health as better.

Career Well-being

Fostering competence is imperative for employees looking to grow in their careers. This includes helping people feel capable and effective in their work by empowering them to use their strengths and express their capacities.

Did You Know?

Over half of U.S. working parents who pay for childcare estimate they’ll spend at least 20% of their salary on daycare this year. Source: HR Brew

This means your employees might be stressing about family finances your company can help solve!

Your well-being checklist: do your employees...

Understand the benefits offered?

Do your employees know the benefits available to them? Have you asked recently? Are your middle managers aware of them so they can have real-time discussions with their directs if they come to them with a problem?

Believe these benefits align with their personal, family, and professional needs?

Are these benefits reflective of the needs and wants of your employees, who are thinking about themselves, their careers, and their families?

Use the benefits offered?

Are the well-being benefits your team has been working so smart to put together actually being used by your employees?

Even the best intentions...

The relationship between HR, internal communications, and your employees is essential to well-being program usage. Designing and executing a strategic communications plan can reach your audience so they are aware and can act.

Communicating your well-being plan: do your employees...

Feel listened to and confident you'll act?

Are you working with employee resource groups and other communities within your company to garner feedback on well-being benefits? And are you coming back to those groups showing how you've listened to and applied feedback?

Receive messages clearly and concisely?

If your employees view your message, can they understand what's needed from them within seconds?

Receive messages consistently?

It takes, on average, seven touchpoints for people to grasp a message. Are you sharing the messages consistently? You might feel like you're overcommunicating; that's ok!

Well-being and the Employee Experience

Designing an enterprise-wide employee well-being program requires a comprehensive look at:

Your Website

No longer is your website just for customers. Your prospective employees are looking at your website to learn about your company. How are you selling yourself to job applicants?

Your Job Descriptions

Throw out "nimble," "fast-paced," and "agile" from your job descriptions. Get specific on expectations and how their well-being will be prioritized.

The Interview

Like dating, applying for jobs is a two-way street. From the recruiter to peer interviews to the hiring manager and other stakeholders, they themselves will be asked how the culture is at the company and how employee well-being is a priority. How they address the question will impact whether or not there's a fit for the candidate.


Ever start a new job, have no clue about your role or expectations, and are unaware of those "unspoken rules"? These cause unnecessary stress and anxiety spikes. Mitigate them early, so your employees know what's expected.


How are your employees talking about well-being at your company during information interviews, professional events, and other moments when people might make decisions about applying for a job?

Empathic Leadership

Living with empathy and being an empathic leader can help grow and retain your employees, which will pay for itself many times over.

Question: Are you looking for a partner to design your well-being program? Click here and let's discuss.

Conclusion and Next Steps

The next era of the relationship between employer and employee will continue to evolve. What's clear is people want a comprehensive approach to well-being, so their life is better by working at this company. Now is the opportunity to design a complete system to well-being that runs throughout the entire employee experience.

What's your well-being story?

How you design your company's well-being program will significantly impact your employees. Doing the proper research with your employees will give you the insights needed to create the solution that will keep them at your company.

Understand the financial impact

Any well-being program needs to tie directly to business results. How you present that to C-level executives will significantly impact the ability to scale your program.

Reach out, and let's get to work

We work with companies to design and execute well-being programs to retain employees and save money. Let's discuss how we can work together!

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