As a global manufacturing company, Dow has 40,000+ employees in 60 countries. Dow believes in putting people first and enabling their people to use their unique perspectives and backgrounds to find new ways to solve challenges and exceed customer expectation in an environment of inclusion, diversity and integrity.
Employee Survey Results
Dow’s programme design
• Game Design: Points & Levels quarterly game
• Rewards: £550 incentive (£30 for completing Health Check + £520 in points and levels)
• Devices: Device subsidy for US, 30 credits (£23) for members out of the US to get a device (one-time)
“Dow’s biggest ambition is to be innovative, to use the digital capabilities of our partner, the expertise coming from Personify Health and the ability to integrate that to reach the global scale with one tool is huge”
Opportunity: Create an integrated, one-stop health and wellbeing programme
Before starting with Personify Health in 2021, Dow’s health and wellbeing programme comprised of multiple vendors and made for a disjointed experience for their members. Dow looked to Personify Health to streamline and integrate their programme into a single platform. Within its first year, Dow realised the true value of having a comprehensive programme for their globally diverse workforce.
“We can empower everyone based on their own goals. So, we need to offer a robust tool and, in this case, that’s Personify Health. It offers people the chance to do what’s important to them. I love that about the portal, the ability to personalise. That’s paramount.”
Solution: A people-focused programme through Personify Health’s best practices
Dow’s programme is founded upon Personify Health best practices and a points and level programme design:
- Events Calendar outlining quarterly themes and supportive Double Points Campaigns
- Monthly Healthy Habit Challenges + quarterly Step and Spotlight Challenges
- £40 incentive for Year 1 enrolment. In Year 2, that money was reallocated to points & levels game best practice programme design Dow ingrained their health and wellbeing programme into the foundation of their culture by:
- Giving leadership early access to the platform so they could be experts
- Encouraging employees to incorporate wellness into their business goals
- Making additional investments in incentives to motivate their employees to join the programme
Dow expanded their wellbeing programme by adding partners. They reward their members for using:
- Enrich: A personalised financial literacy digital solution that provides financial management education to improve productivity, financial stress, and financial literacy.
- meQ: A clinically-validated resilience training platform that helps members become more resilient to everyday pressures through tools and webinars—like a webinar on burnout with Andrew Shatté, PhD from meQ.
Results: Meaningful programme impact that’s made the difference
Dow has seen an incredible impact on their organisation. Employees already feel more confident in their ability to manage their health and wellbeing:
- 59% are more aware of what they need for self-care
- 35% are in a better mood more often
- 54% feel healthier and have more energy for the day
- 50% have improved their physical activity
Enrolment & Engagement
- Surpassed year one enrolment goal of 50% with 62% enrolment
- 78% sustained average monthly engagement
Social Connection & Mindfulness
- 70% of members are connected to another employee through the platform
- 56% of members participated in a personal challenge
- 4k members reached or exceeded goal in Spotlight Mindfulness Challenge
- 8.8k employees enrolled in meQuilibrium
Enrich
- 22k Enrich users completed 25k sessions (3-month avg.)
- 72% Average financial knowledge gained (Sept)
- 33% Resilience Indicator Index (2% higher than benchmark)
meQ
- 31% Enrolment & 48% engagement (higher than benchmark)
- 12% Stress management & 10% Empathy top two factor improvements
- 22% Average reduction of users’ Financial Stress Scores after their fourth Financial Wellness Check-up
meQ’s Resilience Indicator Index
This leading indicator represents an employee’s average improvement on their lowest 4 factors, like stress management, empathy, positivity, & emotional control.
“Leaders need to walk the talk. These are human things that we deal with. We all want to stay fit, and we all need to stay healthy. This is a great way to get out there and have some competition and get to know your team better.”