From culture to VOI: proving wellbeing's business impact

From culture to VOI: proving wellbeing's business impact

If you're being asked to prove the business impact of your wellbeing program, you're not alone. Healthcare costs keep climbing. Leadership wants numbers. And somewhere between participation slides and vendor promises, the real question gets lost: Is this actually working? In this webinar-turned-podcast episode, Navigate Strategic Advisor Matt Percia sits down with three HR and wellness leaders who are answering that question every single day, each in a different industry, each with a different workforce, and each finding their own path to proving value. You'll hear from Ann Medakovich, Employee Well-being Lead at Nebraska Medicine, who is using personalized health journeys and biometric screenings to meet healthcare workers where they are. From Michelle Matthews, Wellness Coordinator at Rogue Credit Union, who's built a culture where wellbeing shows up in everything from financial wellness to ergonomic assessments. And from Cheryl Murphy, Human Resources Manager - Wellness at Hillsborough County who transformed their program from education-heavy webinars into action-driven challenges that 6,600 public sector employees want to join.

The future of health coaching in employee wellbeing

The wellbeing space is moving fast, and if you're feeling the pressure to cut through vendor noise and prove real results, you're not alone. Organizations everywhere are asking the same big question: Where is health coaching headed, and how do we get it right? In this leadership roundtable, our Navigate experts tackle the shifts happening right now in the coaching landscape. Employers are no longer asking whether to offer coaching, they're asking where individual support creates the most strategic value for their population. The panel pulls apart vendor fatigue, the GLP-1 cost crisis, and why complexity itself has become one of the biggest barriers to employee engagement. We also cover:  • The vendor consolidation reality and how to navigate point solution overwhelm •  How a large food production client cut through years of vendor churn and, within 60 days, saw more than 400 members at a manufacturing client enroll in coaching, in an industry most people assume is impossible to reach •  What GLP-1s have to do with coaching: why 29% of members in one Navigate program reduced or skipped their prescription entirely after working with a health coach

Rethinking how workplaces support women’s health

Most employers have a women's health benefit somewhere in their stack. It probably covers fertility or pregnancy, maybe menopause. And then it stops — as if women stop having health needs the moment they step off that particular conveyor belt. In this episode, Troy sits down with Dawn DuBois, Director of Community Outreach at St. Luke's Health System, and Dr. Jen Musick, Navigate's VP of Clinical Strategy, to make the case for treating women's health as a continuous, coordinated enterprise strategy — not a series of disconnected point solutions. Dawn brings 16 years of community health experience and a front-row view of where women fall through the cracks. Dr. Jen brings the clinical lens, including a sharp focus on why cardiovascular risk in women remains one of the most overlooked gaps in employer wellbeing programs. Together, they outline what it actually looks like to move from check-the-box women's benefits to an integrated strategy that follows women from their 20s through menopause and beyond. We also cover: * Why heart disease — the number one killer of women — rarely shows up in employer women's health programs, and what closing that gap looks like in practice *  How St. Luke’s Spirit impacts women’s health in the community across all stages of life, meeting women where they are in the times that matter most. * The two building blocks every HR leader should start with when launching or overhauling a women's health strategy — regardless of budget or company size

Reaching diverse workforces across industries - why your wellbeing program isn't working (and what actually does)

If your wellbeing program looks the same for every employee, it’s not a strategy — it’s a guess. And guesses don’t lower healthcare costs or fix burnout.In this episode, Troy Vincent and Jeremy Knipper sit down with Navigate’s VP of Clinical Strategy, Dr. Jen Musick  to unpack a reality most HR teams are quietly facing: wellbeing programs often fail because they ignore how people actually work. A plant worker on second shift, a burned-out nurse, a union crew member, and a high-performing consultant all face different pressures — yet companies still roll out the same step challenge and call it engagement. That’s where things break.The conversation dives into how Navigate approaches wellbeing differently: by aligning clinical science, workforce culture, and real engagement data to design programs that actually work across different industries. We also explore: * Why cookie-cutter wellbeing programs quietly fail across industries * The engagement myth that’s costing employers millions in healthcare spend * How personalized pathways drive 50%+ risk migration and real behavior change * Why public sector and union workforces often outperform expectations in wellbeing engagement * How leadership participation and culture determine whether a program succeeds or stalls

How culture turns wellbeing Into clinical results with Toby Stime and Jad Khalil

If your wellbeing program can’t prove outcomes, it’s not a benefit — it’s budget confetti. In this episode, Troy Vincent and Jeremy Knipper sit down with Toby Stime [http://linkedin.com/in/toby-stime-a1966915], Director of Benefits at Foster Farms, and Jad Khali [http://linkedin.com/in/j-khalil]l, Team Lead Client Success at Navigate and for a blunt look at what actually drives measurable wellbeing results — especially in complex, diverse, frontline workforces. Foster Farms nearly cut their wellbeing program entirely after three vendors in three years left them with admin headaches, plateaued participation, and “same poster, same program” fatigue. Then they switched to Navigate — and the story flips from transactional vendor chaos to a true partnership built on trust, cultural alignment, and relentless personalization. You’ll hear how they made wellbeing accessible across 7–8 primary languages, why “culture first” unlocked real engagement, and what happened when they moved from surface-level participation to targeted condition support and human coaching (not just tech). The payoff? Biometrics that don’t lie plus a clear framework for how brokers and HR leaders should evaluate a wellbeing partner without getting sold another shiny dashboard. We also explore: * Why “nice-to-have” wellbeing dies the moment budgets tighten * The real cost of plateaued programs (and why vendors love it) * How personalization + human coaching becomes the ultimate outcomes engine * What brokers/HR should demand in a vendor evaluation (culture + evolution, or walk)