Engage a diverse workforce through targeted campaigns
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Want to communicate a new wellness initiative? No problem! Sit your employees down, sleepy-eyed and suppressing belches after lunch, and march them through a PowerPoint presentation.
But what if 65 percent of your 13,000 employees work around the country away from your home office? What if much of your staff are well drillers and pipefitters out in the field?
“You can’t just pull them off the rig and shut down production,” says Lorrie Jacobs of Chesapeake Energy Corp.
So how do you communicate? In this session, you will learn how to:
- Address real health and wellness issues through various communication means
- Develop targeted campaigns to reach groups of employees
- Communicate with staff in remote locations
- Create a strong family-life culture of care and concern
- Create a healthier workforce
Find out how Chesapeake recruited 100 regional wellness ambassadors who were passionate about health and wellness. They promote and communicate wellness programs to employees.
Hear how Chesapeake used “wellness kiosks” to track weight and physical activity. These kiosks allowed employees to view their participation in its Living Well program, sign up for fitness classes and check health status. Forgot your password? Not a problem. The kiosks used fingerprint identification.
Hear about the Your Life Matters program, which addresses mental health, stress, depression and suicide. It communicated the employee assistance program, telling workers: It’s OK to get help. You’re not going to lose your job.
Chesapeake created a web page with videos about depression and drugs and alcohol addiction. Some of the stories featured celebrities whose famous names communicated the message. The page allowed people to view the videos in private at home or in an office.
But Chesapeake also found a way to communicate physical and mental wellness to the 3,000 employees with no computer access at work. One field worker typified the successful messaging about this: Depressed after suffering a series of blows—family deaths, health problems, even the death of his dog, he was guided to help through Chesapeake’s communications.
Chesapeake also offers face-to-face counseling and assistance, including traveling health coaches and a call center. Find out why Chesapeake sends out field reps to explain benefits and speak to employees.
Lorrie Jacobs joined Chesapeake Energy in February of 1995. As the Vice President of Compensation & Benefits, she oversees the administration of benefits including a self-funded medical and dental plan that covers over 21,000 employees and dependents in 17 states. Ms. Jacobs implements Chesapeake's health and wellness initiatives, and manages its credit union and the on-site health clinic.