Dr. Jim Horning https://alessifunctionalhealth.com/users/jim-horning
(0:00) Introduction and guest Dr. Jim Horning (1:26) Corporate wellness: why it matters (4:39) Challenges of implementing wellness programs (7:59) Strategies for effective wellness initiatives (10:26) Wellness programs' effects on insurance and company culture (20:21) Target audience for corporate wellness (21:33) Scalability of wellness solutions (23:08) Summary of benefits from a healthy workforce (25:13) Conclusion and listener engagement00:00:00
I call it the fruit bowl initiative.
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Right?
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There's a fruit bowl in the break room, but that that doesn't do it.
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Like, that's not wellness.
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You know?
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So things like step challenges, gym discounts, you know, a meditation app.
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And it's not that there's anything wrong with those things, but that's not a wellness
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initiative.
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That's not being truly proactive.
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Welcome to Health Decoded, your number one source for real health information with your
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host, doctor Alessi and Matt Tack.
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Welcome to Health Decoded, with your host, Matt Tack.
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I am, not alongside doctor Alfred Alessi today.
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Actually have a guest in here that I'm really excited about, Jim Horning.
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Jim Horning is our Director of Wellness and Execution at Alessi Functional Health.
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Now I should say Ascend Functional Health.
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So I'm really excited to have him, with us today in the podcast.
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So I just wanna welcome everyone back.
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Today, we're gonna talk about something a little bit different.
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So we're gonna be talking to HR leaders, executives, and decision makers, and honestly,
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really anybody that, really thinks corporate wellness is important.
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So those people are responsible for the things that are getting harder every year, building a
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productive, more engaged and healthier workforce.
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So if you're dealing with the rising insurance costs, employee burnout, turnover,
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disengagement, this episode definitely is for you.
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So I'm joined by again, Jim Horning, our director of wellness at Ascend Functional
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Health, who leads our corporate wellness initiatives, and today we're going to unpack
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why corporate wellness is no longer a nice to have, it's a strategic necessity in the
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workforce today.
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So, Jim, how are you?
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Very good.
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Thanks for having me.
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It's great to be on the famed podcast.
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But this is one of my favorite topics, so, I'm excited to launch into it.
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You know, we see firsthand what happens when companies stop, you know, reacting to health
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problems, and they start investing proactively in their people.
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So great topic.
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I'm ready.
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For sure.
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So let's dig in.
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We're gonna be talking about the real cost of an unhealthy workforce.
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So, you know, at the end of the day, we always start with a problem.
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Like, what is the problem?
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Because most companies don't realize how expensive poor health actually is.
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And we're not just talking about insurance premiums.
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We're talking about absenteeism, presentee tism.
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That's a big word that we talk about.
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Low energy, burnout, disengagement.
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And at the end of the day, just turnover that you don't like to have.
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Retention's one of your biggest thing within the workforce today.
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So, most employers are paying more every year for health insurance, number one, yet their
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workforce is getting sicker and not healthier.
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So, do you think That about that?
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Is the paradox, right?
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Companies spend more, but they're not seeing better outcomes.
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And what we consistently see is this, employees are exhausted, stress is through the roof.
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There's preventable conditions like, you know, back pain.
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You got your office workers, for sure.
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We hear that a lot.
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Metabolic issues, anxiety, inflammation, everything is driving claims and people feel
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like their employer doesn't actually care about their health.
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It might not be true, but that's that's the perception and oftentimes the reality with
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certain organizations.
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They're like, Well, they don't care how I feel.
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They just care about my output.
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And we're seeing that across the board.
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Yeah.
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And when employees don't feel cared for, they become disengaged at the end of the day.
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And then what do they do after that?
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They likely leave or worse, you know, you have this silent quitting now, which they just stay
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on and they stay and become underperforming for a period of time before they eventually are let
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go.
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So, have you seen that?
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Yeah.
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Hands down.
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It's epidemic, really.
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An unhealthy workforce is one of the biggest hidden liabilities on a company's balance
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sheet.
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They don't look at it strategically, but that's part of the balance sheet.
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Yeah.
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100%.
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It affects directly affects the bottom line to everything.
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So, you know, as we dig in why, like, corporate wellness typically fails, most companies think
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they have a wellness program.
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You talk about this all the time.
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They they think they have a wellness program.
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Well, we do this, and the insurance, they rebate for this, and, you know, we might have a
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couple thousand bucks that we spend on them.
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But let's be honest, like, what does that look like?
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Yeah.
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I I call it the fruit bowl initiative.
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Right?
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There's a fruit bowl in the break room.
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That doesn't do it.
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Like, that's not wellness.
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So things like step challenges, gym discounts, a meditation app.
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And it's not that there's anything wrong with those things, but that's not a wellness
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initiative.
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That's not being truly proactive.
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Exactly.
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These programs are like they're the check a box.
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Yeah.
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But they don't, like, actually change the behavior.
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They don't reduce the the amount of claims that the company has, And they honestly don't make
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employees at the end of the day feel supported in their endeavor.
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Right?
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Whatever it is.
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Right?
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You know, I think it's important even at work to have this balance of you're engaging them
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with work activities, but then you're also engaging them with something outside of it
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that's creating healthy habits.
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Exactly.
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It can't be generic because that's the problem, right?
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They're disconnected from real health outcomes.
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They don't meet employees where they actually are.
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So you get proactive, you're going to make a difference.
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A burned out employee doesn't need another email about drinking more water.
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You know, that's not going to cut it.
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They need support, structure, accountability, and access to care.
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And that's strategic on the business front.
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You're thinking of your own ROI when you do that.
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It isn't just to be nice.
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You want to be the top of the top, and that is going to be important when you're trying to
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affect those that are burned out or nearing burnout.
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And that's where most wellness initiatives fall apart, that no infrastructure.
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The big part that we always talk about, no data.
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How do you collect the data?
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Where's the data associated?
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There's data and everything else, maybe in their marketing and everything, and their P and
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L, and their expenses at the bottom line, but like, there's no engagement, there's no data
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associated to that.
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How do you get that data?
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How do you get that feedback?
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So as we shift from like, okay, what isn't working to the benefits to actually care about
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your employees, this is where, you know, our true conversation begins here.
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Yeah.
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The most forward thinking companies are no longer asking, you know, what benefits can we
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offer?
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But they're asking how can we take care physically take care of our people?
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Like, what does that mean?
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And what does that look like?
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That's the key difference.
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So, well put, you know, what do we do at Ascend Functional Health?
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We build wellness initiatives that are structured, that are data driven.
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That is huge.
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We don't want to put blinders on anything that we do business wise, right?
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We want to see what we're doing and what the outcomes are.
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So data driven is definitely part of our wellness initiative.
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Mobile is very important and integrated into the employee experience.
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Or we don't wanna just stack it on top of everything.
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Like here's just another thing, boom, put on, on top and, and weigh everything down.
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No, we wanna integrate it into the employee experience.
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Yeah.
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That's experience is our word of the year this year at Ascend Functional Health.
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I keep saying Ascend Functional Health.
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I gotta get used to that, formerly Ascend Functional Health, now Ascend.
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But our word of the year is experience for the simple fact that it's your your life is an
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experience, right?
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And I always go back to the how do we make our life that experience that we want to make it?
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And I always go back to the quote from James Clear in the book Atomic Habits.
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We don't rise to the level of our goals, we fall to the level of our systems.
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And that just rings true for me.
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It's been a model that I tried to live my life, how am I incorporating more habits that allow
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me that are in the systems at which I operate to experience life more fully?
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And that's where collecting these structured, data driven, mobile, integrated for the
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employee experience, how they ring true and how you can benefit your employees.
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But this isn't about removing responsibility either, though, from the employees.
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You know, it's really about empowering them to make that difference.
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Yeah.
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Ownership is everything.
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Right?
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And then we have more confidence when we have that ownership.
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So when employees feel better, you know, physically, mentally, everything improves,
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right?
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Everything that they're involved in at work, not even just the wellness.
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So their focus, their energy, productivity, morale.
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Everyone talks about culture.
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You know, we we don't have a good culture.
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We do have a good culture.
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Well, team connection is is really the, foundation of culture.
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We want everybody to be connected, understand one another, and like you said, experience,
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understand one another's experiences.
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Well, how great would that be if the wellness initiative caused them to work together and to
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create this team dynamic?
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So healthy employees don't just work harder.
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They work smarter.
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They work longer.
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And the keyword, you know, they work with purpose.
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Purpose is such a critical word,
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It's huge.
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Yeah.
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Across the board, purpose.
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How are we purpose driven in everything we do?
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So, how corporate wellness reduces insurance costs, because that ultimately is where the big
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red flag is, that we always talk to businesses.
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They're like, Man, our insurance costs are just bleeding us.
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So let's talk about the metric every executive really cares about, and that's overall is going
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to be like, How do I reduce my insurance claims?
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Yeah.
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And that's where it becomes strategic, right?
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And it's financial strategy.
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It's not an expense.
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So like you said, the what comes to mind immediately for me, because I was just talking
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with an executive regarding the diabetic claims costs and how that that one chronic condition
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alone is bleeding out.
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You know, they're self funded.
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They're just paying out constantly.
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Like, we need a solution because high cost claims come from preventable or manageable
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conditions.
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So musculoskeletal issues, the metabolic disease, chronic stress and inflammation, poor
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recovery and mobility, all of these things need to be, at the forefront of an organization if
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they want to be strategic financially.
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Yeah, and when you intervene early, I will say it's never too late, but when you get there
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early, when you improve that movement, recovery, nutrition, and stress resilience,
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claims naturally, what do they do?
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They likely are going to go down.
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Yep.
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They're going to go.
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And that's exactly what we want to see.
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It's just as important utilization shifts, right?
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So employees stop waiting until something breaks and instead they engage in care
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proactively.
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You're creating these micro habits, if you will, it's going to grow.
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It's going to infiltrate not only their work, but their personal life.
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And that's cheaper.
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It's more effective.
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It's sustainable.
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It really is strategy just keeps coming to mind, whenever I talk about this, with
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organizations.
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Think of the big picture, how it's going to affect the individual and the organization as a
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whole.
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Corporate wellness isn't about spending more, it's purely about spending smarter.
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Exactly.
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And that's, you know, life.
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How are you making adequate deposits into your savings account, right?
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To get a return on, to get a return on what you're putting into that.
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And then ultimately like the business and the longevity of the business that is the saving
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accounts long term.
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Right.
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And when you one thing, yeah, because this kind of the bridge between spending smarter, like
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you just stated, and having that ideal culture.
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Right?
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You're investing into your people.
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And one of the most overlooked benefits of corporate wellness is culture, right?
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We want to create this cultural dynamic.
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So employees participate in wellness initiatives together, something powerful
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happens.
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So spend smarter because you're going to see a result on that culture side and then ultimately
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health wise for your entire employee base, you're going to become a coveted company to be
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at or to stay at, which is also really important.
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Yeah, there's the level of you maximize It's like a can't go wrong philosophy in this case.
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Insurance costs likely, you do it long enough, right?
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The insurance costs go down and then you get an ROI in your people and you have rising
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revenues.
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So literally the bottom line is you make a lot more money overall when you engage in your
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people.
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That's really important to think about how you're spending money smarter with corporate
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wellness and engaging into your workforce and making sure your people just feel cared for,
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number one, but they are becoming healthier.
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And that's the true emphasis of what a good quality corporate wellness program looks like.
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Yeah.
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So, let's dig into a little bit about the engagement, the culture, the retention piece,
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of what we do at Ascension Functional Health and how we aid in small businesses.
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I mean, look ideally at, when you say small businesses, and I'm part of even a small
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business committee, with the chamber.
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So I get to see firsthand, a lot of what's happening in those 25 to 50 employee count all
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the way up into the hundreds as well, And just how that culture will affect.
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We always think global, like, the big companies have great culture.
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Those small companies want great culture, right?
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They also want that, but they may be more limited know what they can invest.
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So we like to come in and say, well, let's plan this together.
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Let's look at smart ways that we can copy the big dogs, right?
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But create this enviable culture even for the smaller organizations.
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And most notably, especially Tampa Bay right now, right?
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We're really invested in our community, but it's here and beyond.
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So we're really looking at whether it's a small you know, organization, a small business, we
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want that team bonding.
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We want morale to improve.
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We want people to feel invested in, like you said, and supported, not just managed, not just
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here's your to do list, but really invested in to make a difference on that small front who
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may feel overwhelmed.
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You know, they don't know how to begin.
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They don't know what it means, to come in and plan alongside them and show them, this is
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perfect for your organization as well.
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Yeah.
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It becomes an overall shared experience, not just I like a working at Accenture, and, you
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know, we didn't have a wellness program.
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There's no wellness initiatives.
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Large organization, right?
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And so it becomes, you know, even for some somebody like that, it's it's almost moving the
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titanic when, you know, you do a corporate wellness initiatives with a 120 employees.
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Much more manageable when it becomes like 50 to 300, even four or 500.
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More manageable in the process of of creating something.
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You're in a little bit smaller boat.
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You can create culture and retention and and more community that way.
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But I remember, they spent majority of their dollars taking us out drinking.
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And we would just we would, you know, have these happy hours and kind of these elaborate
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elaborate ways of, you know, they would just wanna entertain us, and that's what they
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thought, you know, proper culture and retention looked like.
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We're taking this out for half hours and feeding some hors d'oeuvres.
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And we're flipping the script on that and saying, hey, why is that?
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You know?
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Why is it that you think a happy hour in hors d'oeuvres is what's gonna create your company
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culture when you could have something that they're more engaged, you're creating a
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healthier lifestyle and workforce for your employees, and they ultimately get the long
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benefit because they're able to engage better with their families maybe.
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They're able to become better parents, better daughters, husbands, whatever it might be.
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And that is ultimately what we're trying to it's not just like the shared experience
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internally within the organization, but you want them to be happy outside of the
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organization well.
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And so that's where I feel like that just engagement, culture, and retention is so
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impactful is that when you can when you can have them walk through walk out of your doors
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and be just as happy as walking into your doors, man, you're doing something pretty
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powerful.
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Yeah.
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That is powerful.
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It's the fastest way to build loyalty.
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Mhmm.
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Right?
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Invest in someone's health because they aren't just thinking about work all the time as as
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much as the, you know, those in in leadership may want them to.
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Right?
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But they've got weddings to attend.
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They have grandchildren they want to be able to lift up in the air or go play with at the park
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or, you know, be able to, to stay around long enough to see, you know, that, that coveted
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granddaughter get married.
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You know?
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Like, there's real skin in the game for their life, for their longevity.
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You invest in that, you've just created a loyalty that's unmatched.
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It is again, I gotta say it, it's it's strategy, but it's also just doing the right
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thing.
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Yeah.
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And retention follows because people don't leave companies that take care of them.
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Exactly.
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People do not leave companies that they genuinely love.
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In fact, I've seen a lot of people take discounts on what they potentially could earn
00:19:00
because they're I'm just in too good a spot.
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They care about me too much where I could make money elsewhere, but I stay here because we
00:19:08
have a we have a bond and we're we have a bigger vision involved here.
00:19:11
Exactly.
00:19:13
You you bring up a really good point just for me to add that that retention is so important,
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but you also become the honey that's going to attract because there are folks out there who
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are looking, where can I work where they would care about me?
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And in a market like we have, you were attracting the right kind of team member that's
00:19:35
really gonna make a difference for your company, this is also perfect, not only for
00:19:40
retention, but for in recruiting, for in being able to draw in the right team that's gonna
00:19:45
make a difference.
00:19:46
So it's win win.
00:19:48
Yeah.
00:19:49
I'm gonna steal your tagline here of something that you say, but the fastest way to build
00:19:53
loyalty is invest in someone's health.
00:19:55
Yeah.
00:19:55
100%.
00:19:56
Yeah.
00:19:57
It's, you you can give them the happy hours.
00:20:00
You can give them the hors d'oeuvres.
00:20:01
Can You give them even, like, a pay raise.
00:20:03
You can give them more paid time off, but if you give them health, you are giving them
00:20:09
something exponentially more that they are depositing into their own bank account.
00:20:15
So so let's dig into now who corporate wellness is actually for.
00:20:21
So this is especially impactful, this episode, small to medium sized businesses.
00:20:26
Right?
00:20:26
We target 50 employees ideally and up where every hire matters, especially that early in
00:20:32
the game.
00:20:33
You're 50 employees and up.
00:20:34
You're relatively you're stable, not not massively big, but you're there and you're
00:20:41
really trying to make an impact.
00:20:43
That's where every hire really truly matters, that you can retain them.
00:20:48
Yeah.
00:20:48
And we touched on it a little bit.
00:20:50
Like these companies don't have massive HR departments or unlimited budgets, right?
00:20:55
But they want solutions, and they need solutions that are turnkey, that are scalable,
00:21:00
that are measurable.
00:21:02
Yeah.
00:21:02
And that's what we provide.
00:21:03
We do the heavy lifting in that regard.
00:21:05
Yeah.
00:21:06
And that's exactly what we built.
00:21:08
So an infrastructure that allows companies to deploy real wellness through challenges without
00:21:14
the added complexity of you need to do this, this, and this.
00:21:18
We need to have 15 meetings to make this happen, and every employee needs to do this,
00:21:24
this, and this.
00:21:25
It's creating taking out that complexity and really adding a clean, scalable approach to the
00:21:32
wellness initiative.
00:21:33
A 100%.
00:21:34
At the end of the day, right, the best thing you can give your employees isn't another perk.
00:21:41
Right?
00:21:41
Yeah.
00:21:42
The yeah.
00:21:42
The other perk, the I I go back to my time with Accenture.
00:21:46
Like, they had these, points.
00:21:48
It was like a point structure at the end of the day.
00:21:50
And, know, it was kinda cool, but you could buy different things in this, like, store.
00:21:55
Right.
00:21:56
And so, like, the amount of points you collected, you could go in there and you could,
00:21:59
you know, buy yourself a golf set or go go buy something else.
00:22:03
And I just look I I probably don't know where any of that stuff is anymore.
00:22:06
I have no idea what what happened to it.
00:22:09
But it was the perk, but didn't really create, like, any level of culture.
00:22:14
And I will say, you know, I really enjoyed my time, at Accenture, and I took things from it
00:22:20
that we actually implement even today at Ascend.
00:22:24
But, and I will say but, they spent majority of their engagement not on anything associated to
00:22:31
the wellness of our employees how we can get them more engaged and how we can retain them
00:22:37
with through a mindset approach to build and properly build habit structures for the
00:22:43
longevity of their health.
00:22:45
Right.
00:22:45
And that's really what we built in.
00:22:47
It's it really just that comes down to health, like true physical health of your employees,
00:22:52
because health always healthy people show up differently every day, hands down.
00:22:59
At work, at home, and in life, all three of those things, if you have a healthy employee,
00:23:05
they will show up better for you every single day.
00:23:08
Yeah, 100%.
00:23:09
And when the workforce thrives, your business follows.
00:23:13
It's it's a given.
00:23:15
Yeah.
00:23:15
The the the business does absolutely follow everything.
00:23:20
It's when you have a stable workforce, your sales guys are just healthier, your ops guys
00:23:26
are healthier, your HR, know, hell, I shouldn't say guys and gals, I don't wanna leave out
00:23:31
anyone here.
00:23:33
But both of both of those drive success towards the business.
00:23:37
And that's that's ultimately we know if you're a business owner listening in or even if you're
00:23:42
an employee listening in.
00:23:44
Yeah.
00:23:44
If you're an HR rep listening in, you know, how much value and I think about this from even
00:23:50
employee standpoint that, you know, if you're an employee, listen to this, because how
00:23:54
important it is for you to start embedding these things at work.
00:23:57
And maybe it's you bringing this up to your CEO and saying, Hey, I think I really would enjoy
00:24:04
you guys thinking about building in some sort of corporate wellness into the infrastructure
00:24:09
of our DNA, because it's made an impact on me over this last year that I've made a decision
00:24:16
for my health, I really want this to be a DNA.
00:24:18
Maybe you can even be that ambassador for your organization.
00:24:23
So if you're just listening into this podcast because you love the Health Decoded podcast, I
00:24:27
would and you're an employee, I'd recommend, hey, how how can you talk?
00:24:31
How can you come up with ideas to entertain your C suite, or the CEO, or the president, or
00:24:39
even your HR to say, Hey, I would really like to help out in incorporating some level of
00:24:43
corporate wellness so that the entire workforce can thrive?
00:24:46
Yeah, absolutely.
00:24:48
Yeah.
00:24:49
If you're an HR leader and executive looking to reduce your insurance costs, improve
00:24:53
engagement, and build a healthier workforce, I would recommend reaching out to us at Ascend
00:24:58
Functional Health.
00:24:58
You'll be talking to Jim.
00:25:00
He would love to talk to you about everything that entails and give you a little bit more
00:25:05
detail.
00:25:06
And Jim's the type of guy which I love Jim because he's just gonna he's no nonsense, and
00:25:12
he's gonna tell you, hey.
00:25:12
It's a good fit.
00:25:13
It's not a good fit.
00:25:15
But that is ultimately if you if you are interested in anything associated to corporate
00:25:21
wellness and building a healthier workforce, I would recommend you getting in touch with Jim.
00:25:27
So at the end of the day, this is, our episode with Health Decoded.
00:25:32
Thank you for tuning in.
00:25:33
We'll see you on the next episode and make sure as always, if you're listening in, like,
00:25:39
subscribe, share this with somebody who needs to hear it.
00:25:42
We always love getting your feedback.
00:25:44
So if you have any questions you'd like to answer, email us at info@AlessiFXHealth.com.
00:25:49
Until next time, it's your cohost, Matt Tack in Health Decoded.
00:25:56
As always, your health is in your hands.
00:25:59
Thank you for tuning in to Health Decoded, where we break down the truth about all things
00:26:04
health and empower you to take charge of your well-being.
00:26:07
If you found value in today's episode, please subscribe, leave a review, and share it with
00:26:13
someone who needs to hear this.
00:26:15
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00:26:22
To hear your questions answered live on the show, send them to ask at alessi f x health dot
00:26:27
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00:26:28
That's ask@alessifxhealth.com.
00:26:34
Until next time.
00:26:35
Stay curious, stay empowered, and remember your health is in your hands.