In The News Archives | HealthFleet https://www.healthfleet.com/category/in-the-news/ Wed, 05 Oct 2022 05:18:19 +0000 en-US hourly 1 https://wordpress.org/?v=6.0.2 https://www.healthfleet.com/wp-content/uploads/2022/09/cropped-HealthFleet_Icon-Color-32x32.png In The News Archives | HealthFleet https://www.healthfleet.com/category/in-the-news/ 32 32 HealthFleet’s Chief Medical Officer Contributes to White House Conference on Hunger, Nutrition, and Health https://www.healthfleet.com/2022/10/05/healthfleets-chief-medical-officer-contributes-to-white-house-conference-on-hunger-nutrition-and-health/ Wed, 05 Oct 2022 05:18:19 +0000 https://www.healthfleet.com/?p=5615 NEEDHAM, Mass. — Dr. Cate Collings, MD, MS, FACC, Dip ABLM provided expertise, guidance and support to the Biden-Harris Administration’s White House Conference on Hunger, Nutrition, and Health last week. The conference was focused on developing a transformational vision for ending hunger and reducing diet-related disease by 2030, while at the same time improving access [...]

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NEEDHAM, Mass. — Dr. Cate Collings, MD, MS, FACC, Dip ABLM provided expertise, guidance and support to the Biden-Harris Administration’s White House Conference on Hunger, Nutrition, and Health last week. The conference was focused on developing a transformational vision for ending hunger and reducing diet-related disease by 2030, while at the same time improving access and affordability to eliminate disparities among impacted communities.

“The conference initiatives and commitments will accelerate a long-needed focus on food as medicine and mitigation of the ever-rising diet-related chronic disease that burdens individuals, families, and our country. HealthFleet and its programs are an important part of the solution,” said Dr. Collings. “HealthFleet meets people where they are at regardless of their economic circumstances, educational level, or cultural and food customs.”

One of the many objectives of the conference was to create priorities and private-public partnerships to help solve nutritional insecurity and diet-related diseases of American citizens. HealthFleet and its programs help employers and health systems who are tasked with addressing diet-related diseases and developing food as medicine priorities.

“We are encouraged by the breadth and depth of participation by a diverse group of stakeholders at the conference,” added Cheryl Morrison Deutsch, CEO of HealthFleet. “In particular we are proud that many HealthFleet customers and partners participated in the conversation and have outlined key priorities over the coming weeks and months to bring the vision to life.”

HealthFleet continues to engage with customers, stakeholders and partners to further support the improvement of diet-related chronic diseases as well as more broadly improving individual health outcomes. The organization continues to support efforts such as the White House National Strategy on Hunger, Nutrition, and Health.

Details about the White House National Strategy on Hunger, Nutrition, and Health can be found by visiting: https://www.whitehouse.gov/wp-content/uploads/2022/09/White-House-National-Strategy-on-Hunger-Nutrition-and-Health-FINAL.pdf

 

About HealthFleet:

HealthFleet is a leading health technology company, offering solutions that blend technology, people, and content to deliver impactful programs targeting the most pervasive chronic health conditions. We do so in two significant ways — our content-agnostic SaaS platform enables organizations to deliver their programs through a tailored technology and services solution, allowing them to reach their audience by increasing their digital footprint; and the Restore Product Suite, which includes personalized, actionable support for employees that address health issues before they escalate. We aim to help as many as possible by enabling others to help as many as possible.

To learn more about HealthFleet, visit us at www.healthfleet.com.

Contacts

Erica Thompson
ethompson@healthfleet.com
Telephone: 617.648.2981

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Zillion Announces Rebranding, Changes Name To HealthFleet https://www.healthfleet.com/2022/09/20/zillion-announces-rebranding-changes-name-to-healthfleet-2/ Tue, 20 Sep 2022 19:14:37 +0000 https://www.healthfleet.com/?p=5535 NEEDHAM, MASSACHUSETTS — Zillion today unveiled a new identity, including a new name and logo, as part of an extensive rebranding initiative. Starting today, the company has officially rebranded to HealthFleet Inc, to better reflect what they do: offer a fleet of products and technologies that support individuals in achieving their health goals. Currently, the [...]

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NEEDHAM, MASSACHUSETTS — Zillion today unveiled a new identity, including a new name and logo, as part of an extensive rebranding initiative. Starting today, the company has officially rebranded to HealthFleet Inc, to better reflect what they do: offer a fleet of products and technologies that support individuals in achieving their health goals. Currently, the company offers a family of coach-led health and wellbeing products offered as a single solution to whole health, as well as SaaS technology that supports the digitalization of wellness programs by other organizations with the common goal of promoting health.

“During our Zillion years, our focus was to build and improve our technology to ensure it is engaging and truly supportive to the audiences we serve. As HealthFleet, we’re returning to our roots and continuing to focus on our customers’ needs as well as our end users’, says Cheryl Morrison Deutsch, CEO of HealthFleet. The timing of this new brand aligns with the significant patient-centric transformation happening within the healthcare industry.

The new brand identity embodies a renewed sense of purpose and is rooted in the company’s heritage — to help people live happier, healthier lives for themselves, their families, and their communities. “With a clear goal of helping patients, we’re constantly innovating solutions for the management of health conditions which can be added to our fleet of technology products. With HealthFleet, we’re looking to create a patient journey that is not just about physical or mental health, but about whole-person health. We’re also enhancing our technology and products to meet a complete journey that helps people manage not just one condition, but various conditions throughout their lives,” Cheryl adds.

This rebrand marks a major milestone as the company continues to serve its patients with a personalized approach to healthcare that encompasses a patient’s journey from diagnosis to management. Their new branding, driven by their mission to develop technology-based solutions for common problems in the healthcare industry, rolls out today.

The improved branding will provide a better understanding of the company’s mission, with enhanced customer experiences, valuable resources, and solutions for patients and providers. “HealthFleet helps us define ourselves better, which will ultimately help us become a bigger, well-recognized player in the market. It helps clarify our mission with a clear message: We’re here to help. And we’re here to stay,” Cheryl concludes.

About HealthFleet:

HealthFleet is a leading health technology company, offering solutions that blend technology, people, and content to deliver impactful programs targeting the most pervasive chronic health conditions. We do so in two significant ways — our content-agnostic SaaS platform enables organizations to deliver their programs through a tailored technology and services solution, allowing them to reach their audience by increasing their digital footprint; and the Restore Product Suite, which includes personalized, actionable support for employees that address health issues before they escalate. We aim to help as many as possible by enabling others to help as many as possible.

To learn more about HealthFleet, visit us at www.healthfleet.com.

 

Contact:

Erica Thompson
ethompson@zillion.com
Telephone: 617.648.2981

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Zillion Partners with Dexcom to Integrate Continuous Glucose Monitoring (CGM) Data with its RestoreHealth Program https://www.healthfleet.com/2022/09/07/zillion-partners-with-dexcom-to-integrate-continuous-glucose-monitoring-cgm-data-with-its-restorehealth-program/ Wed, 07 Sep 2022 18:09:28 +0000 https://www.zillion.com/?p=5021 Telehealth leader announces the use of innovative medical technology in combination with RestoreHealth, the company’s comprehensive metabolic disease support program, to improve health outcomes and reduce financial impact.   NEEDHAM, MASSACHUSETTS — Zillion announced today its partnership with Dexcom, the leader in real-time continuous glucose monitoring (CGM), to connect Dexcom CGM with Zillion’s platform for [...]

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Telehealth leader announces the use of innovative medical technology in combination with RestoreHealth, the company’s comprehensive metabolic disease support program, to improve health outcomes and reduce financial impact.

 

NEEDHAM, MASSACHUSETTS — Zillion announced today its partnership with Dexcom, the leader in real-time continuous glucose monitoring (CGM), to connect Dexcom CGM with Zillion’s platform for use with their RestoreHealth program. This partnership will continue to enhance the RestoreHealth offering to employer and health system patients.

“Type 2 Diabetes continues to be a growing health problem. At Zillion, our goal is to develop programs to improve individual health outcomes, as well as reduce medical expenses.” said Zillion President and CEO, Cheryl Morrison Deutsch. “We’re excited to partner with Dexcom to provide patients with the data they need to take control of their health and experience real improvements that help them live happier and healthier lives.” 

Statistics show that people with diabetes have two-to-three times higher medical expenses. Although they represent 10-15% of the total patient population, they represent 30-50% of total medical and pharmacy expenditures each year.

According to Dr. Cate Collings, Chief Medical Officer for Zillion, CGM represents a technological improvement that helps RestoreHealth members and coaches proactively manage real-time health data to allow for adjustments to the plan of care.

“We have seen metabolic disease factor reduction with RestoreHealth,” said Collings. “In some cases we have been able to successfully decrease disease incidence. We expect to see significant enhancement to these results with this partnership.”    

Today, thousands of members across multiple programs powered by Zillion are experiencing healthier lives. Zillion has delivered programs for Fortune 500 companies that include national health care payers, large health care providers, and US enterprises with a global footprint.

 

About Zillion:

Zillion is a leading health technology company, offering solutions that blend technology, people, and content to deliver impactful programs targeting the most pervasive chronic health conditions. We do so in two significant ways — Zillion Platform, a content-agnostic platform that enables organizations to deliver their programs through a tailored technology and services solution, allowing them to reach their audience by increasing their digital footprint; and the Restore Product Suite, which includes personalized, actionable support for employees that address health issues before they escalate. We aim to help as many as possible by enabling others to help as many as possible.

To learn more about Zillion, visit us at www.zillion.com.

Contact:
Erica Thompson
ethompson@zillion.com
Telephone: 617.648.2981

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Zillion Earns 2022 Great Place to Work Certification™ https://www.healthfleet.com/2022/06/29/zillion-earns-2022-great-place-to-work-certification/ Wed, 29 Jun 2022 19:09:32 +0000 https://www.zillion.com/?p=5005 The Telehealth leader is Great Place to Work® Certified for the 2nd consecutive year   NEEDHAM, MASSACHUSETTS — Zillion is proud to be Certified™ by Great Place to Work® for the 2nd consecutive year! The prestigious award is based entirely on what current employees say about their experience working at Zillion. This year, 94% of employees said it’s [...]

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The Telehealth leader is Great Place to Work® Certified for the 2nd consecutive year

 

NEEDHAM, MASSACHUSETTS — Zillion is proud to be Certified™ by Great Place to Work® for the 2nd consecutive year! The prestigious award is based entirely on what current employees say about their experience working at Zillion. This year, 94% of employees said it’s a great place to work – 37 points higher than the average U.S. company.

Great Place to Work® is the global authority on workplace culture, employee experience, and the leadership behaviors proven to deliver market-leading revenue, employee retention and increased innovation.

“Great Place to Work Certification™ isn’t something that comes easily – it takes ongoing dedication to the employee experience,” said Sarah Lewis-Kulin, Vice President of Global Recognition at Great Place to Work. “It’s the only official recognition determined by employees’ real-time reports of their company culture. Earning this designation means that Zillion is one of the best companies to work for in the country.”

“We are thrilled to become Great Place to Work-Certified™ for the second consecutive year! We consider employee experience a top priority every day,” said President and CEO Cheryl Morrison Deustch. “We owe our continued success to our team of dedicated employees at Zillion. We celebrate and thank them for all they do and we are honored to receive this incredible recognition.”

A bit of our culture:
We put our people first. We are transparent, respectful and understand that work is not always their number one priority. At Zillion we value a work-life balance. These last few years have been exceptionally hard on everyone. Covid-19 not only changed where we worked, transitioning to fully remote and permanently closing our offices, to how we worked. We encourage collaboration, engagement, cross training and taking the next steps in their careers and promote from within. We continue to support our employees to make themselves and their families their first priorities. Our RestoreResilience program supports our members who are struggling with life’s challenges – we do just that for our employees too – we practice what we preach!

According to Great Place to Work research, job seekers are 4.5 times more likely to find a great boss at a Certified great workplace. Additionally, employees at Certified workplaces are 93% more likely to look forward to coming to work, and are twice as likely to be paid fairly, earn a fair share of the company’s profits and have a fair chance at promotion.

WE’RE HIRING!
Looking to grow your career at a company that puts its people first? Visit us on LinkedIn for an opportunity to work with us!

About Zillion:
Zillion is a leading health technology company, offering solutions that blend technology, people, and content to deliver impactful programs targeting the most pervasive chronic health conditions. We do so in two significant ways — Zillion Platform, a content-agnostic platform that enables organizations to deliver their programs through a tailored technology and services solution, allowing them to reach their audience by increasing their digital footprint; and the Restore Product Suite, which includes personalized, actionable support for employees that address health issues before they escalate. We aim to help as many as possible by enabling others to help as many as possible.

To learn more about Zillion, visit us at www.zillion.com.

About Great Place to Work Certification™
Great Place to Work® Certification™ is the most definitive “employer-of-choice” recognition that companies aspire to achieve. It is the only recognition based entirely on what employees report about their workplace experience – specifically, how consistently they experience a high-trust workplace. Great Place to Work Certification is recognized worldwide by employees and employers alike and is the global benchmark for identifying and recognizing outstanding employee experience. Every year, more than 10,000 companies across 60 countries apply to get Great Place to Work-Certified.

About Great Place to Work®
Great Place to Work® is the global authority on workplace culture. Since 1992, they have surveyed more than 100 million employees worldwide and used those deep insights to define what makes a great workplace: trust. Their employee survey platform empowers leaders with the feedback, real-time reporting and insights they need to make data-driven people decisions. Everything they do is driven by the mission to build a better world by helping every organization become a great place to work For All™.
Learn more at greatplacetowork.com and on LinkedInTwitterFacebook and Instagram.

 

Contact:

Nicole Rosser
Sr. Director of Employee Experience
nrosser@zillion.com

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Zillion’s Restore Coach Institute is Now an Approved Health and Wellness Coach Training and Education Program by the National Board of Health and Wellness Coaching (NBHWC) https://www.healthfleet.com/2022/06/23/zillions-restore-coach-institute-is-now-an-approved-health-and-wellness-coach-training-and-education-program-by-the-national-board-of-health-and-wellness-coaching-nbhwc/ Thu, 23 Jun 2022 19:53:41 +0000 https://www.zillion.com/?p=4992 The employee health and wellness leader’s coaching graduates are now eligible to apply for the HWC Certifying Examination to become National Board Certified Health & Wellness Coach (NBC-HWC). NEEDHAM, MASSACHUSETTS – Zillion and its coaching team is proud to announce that the National Board for Health and Wellness Coaching (NBHWC) has approved Zillion’s Restore Coach [...]

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The employee health and wellness leader’s coaching graduates are now eligible to apply for the HWC Certifying Examination to become National Board Certified Health & Wellness Coach (NBC-HWC).


NEEDHAM, MASSACHUSETTS –
Zillion and its coaching team is proud to announce that the National Board for Health and Wellness Coaching (NBHWC) has approved Zillion’s Restore Coach Institute as an Approved Health and Wellness Coach Training and Education Program. This means Zillion can now train coaching candidates for National Board certification as health and wellness coaches. 

The NBHWC collaborates with the National Board of Medical Examiners (an associate member of the American Board of Medical Specialties) to create the gold standard of board certification exam for Health and Wellness coaches. Board Certification is the key to ensuring the highest quality of medical care across all disciplines and is the best way for practitioners to demonstrate their commitment to providing the highest quality, most up to date treatment for their patients. 

We are excited to be able to offer an NBHWC approved health and wellness coach training program to our coaching trainees. This brings incredible value to the program and will be a draw for future applicants.” Zillion President and CEO, Cheryl Morrison Deutsch

Practitioners who wish to achieve NBHWC certification as a health and wellness coach must complete the NBHWC exam but can only take the exam after first completing: 

  1. An NBHWC approved training program like the one offered by Zillion’s Restore Coach Institute.
  2. Followed by 50 sessions of health and wellness coaching that also must meet NBHWC standards

Zillion already had a robust internal training program for their extensive team of health and wellness coaches, to support its RestoreHealth digital health and wellness platform that relies heavily on personalized coaching. Those coaches will now be able to take the exam for NBHWC without having to seek out an additional accredited training program. This increases the value of them coming to work as a coach for Zillion, and increases their value to Zillion who is able to offer them as a board certified coach. 

“With this accreditation, we are now able to train and certify health coaches. This adds value for our current team of Restore coaches, future Restore coaches, and our current and future SaaS clients.” – Zillion Director of Coaching Operations and Delivery, Kristen Simon


About Zillion:

Zillion is a leading health technology company, offering solutions that blend technology, people, and content to deliver impactful programs targeting the most pervasive chronic health conditions. We do so in two significant ways — Zillion Platform, a content-agnostic platform that enables organizations to deliver their programs through a tailored technology and services solution, allowing them to reach their audience by increasing their digital footprint; and the Restore Product Suite, which includes personalized, actionable support for employees that addresses health issues before they escalate. We aim to help as many as possible by enabling others to help as many as possible.

To learn more about Zillion, visit us at www.zillion.com.

 

# # #

For More Information Contact:
Kristen Simon
Email: kristen@zillion.com
Telephone: 404.955.5405

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Zillion Announces the Hiring of Chief Revenue Officer, Jamie Marcellus RN, MBA https://www.healthfleet.com/2022/06/16/zillion-announces-the-hiring-of-chief-revenue-officer-jamie-marcellus-rn-mba/ Thu, 16 Jun 2022 17:25:06 +0000 https://www.zillion.com/?p=4975 NEEDHAM, MASSACHUSETTS — Zillion announces the hiring of Jamie Marcellus to the position of Chief Revenue Officer. Marcellus’s experience of more than 20 years of progressive management experience in both public and private healthcare systems and services will be an excellent addition to the Zillion team. Prior to Zillion, Marcellus guided a number of large healthcare [...]

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NEEDHAM, MASSACHUSETTS — Zillion announces the hiring of Jamie Marcellus to the position of Chief Revenue Officer. Marcellus’s experience of more than 20 years of progressive management experience in both public and private healthcare systems and services will be an excellent addition to the Zillion team. Prior to Zillion, Marcellus guided a number of large healthcare companies including HumanaCare, First Health Care and Best Doctors.

“We couldn’t be more excited to have Jamie joining the Zillion team. He has had an extensive career in the business of healthcare and will help us continue to improve outcomes, provide exceptional customer experiences, and drive shareholder value. Jamie’s experience makes him the perfect fit as the new CRO for Zillion ” – Zillion President and CEO, Cheryl Morrison Deutsch

A registered nurse by training, Marcellus has spent his whole career helping patients and working to improve outcomes. He has worked in government health care agencies and employer health organizations. Most recently he led HumanaCare, a Health and Wellbeing provider through acquisition, rapid growth and final divestiture. He is intimately familiar with both the patient and business side of the healthcare industry, making him the perfect fit to run Zillion’s revenue related functions.

“Zillion has demonstrated the consistent ability to make a transformative impact on people’s lives, improve health outcomes, and bend the healthcare cost curve. I am thrilled at the opportunity to join and be part of an organization delivering positive change.” – New Chief Revenue Officer, Jamie Marcellus


About Zillion:

Zillion is a leading health technology company, offering solutions that blend technology, people, and content to deliver impactful programs targeting the most pervasive chronic health conditions. We do so in two significant ways — Zillion Platform, a content-agnostic platform that enables organizations to deliver their programs through a tailored technology and services solution, allowing them to reach their audience by increasing their digital footprint; and the Restore Product Suite, which includes personalized, actionable support for employees that address health issues before they escalate. We aim to help as many as possible by enabling others to help as many as possible.

To learn more about Zillion, visit us at www.zillion.com.

Contact:

ethompson@zillion.com
Telephone: (617) 648-2981

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Covid-19 And Workplace Burnout: The Role Of Managers And HR Professionals — For HR.com https://www.healthfleet.com/2022/05/12/covid-19-and-workplace-burnout-the-role-of-managers-and-hr-professionals/ Thu, 12 May 2022 18:09:19 +0000 https://www.zillion.com/?p=4909 For HR.com by Cheryl Morrison Deutsch, President & CEO, Zillion — The past two years have brought unprecedented difficulties to workers around the world. Many employees lost jobs, had to search for new ones, or were forced to transition to a remote working environment. This brought stress and anxiety, increased or altered working hours, and [...]

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For HR.com by Cheryl Morrison Deutsch, President & CEO, Zillion — The past two years have brought unprecedented difficulties to workers around the world. Many employees lost jobs, had to search for new ones, or were forced to transition to a remote working environment. This brought stress and anxiety, increased or altered working hours, and cultivated a general feeling that the work people were doing was accomplishing less. All of these are signature drivers of workplace burnout.

Burnout is a serious issue, and it should be taken seriously. Not only does it cause a measurable decrease in productivity and lead to increased employee turnover, but there are also a host of serious chronic illnesses that can result from prolonged exposure to the conditions that cause workplace burnout.

So, what do managers and human resource professionals need to be doing to prevent burnout at their companies, and what resources should they be providing to their employees to help them in these unprecedented times? The first step is in understanding the specifics of this current struggle and why it created the perfect storm for workplace burnout.

Covid-19 and Workplace Burnout

The specific day varied for different people, but most can remember the day in the spring of 2020 when they received an announcement from their employer that the office would be going remote for a few weeks as we ‘flattened the curve.’ Unfortunately, as we now know, the pandemic impacted our lives for a much longer time.

After about a week of working from home, the novelty of not having to commute and being able to make lunch in our own kitchens wore off.

Employees became more disconnected from employer-based care programs meant to prevent workplace-related mental health issues. A manager in an office setting can monitor their employees for signs of stress and overwork; they can adjust their workload if they notice them spending long hours in the office every day. In a remote setting, those employees may be working long hours without receiving acknowledgment from their managers for the extra work. They may feel as though it’s obvious they are in over their heads and no one is bothering to help.

In addition, the workday in the office is rife with conscious and subconscious guideposts that help workers keep track of the day and break up their activities throughout. When your coworkers all start walking past your office door towards the common area, it could be a sign that it’s time to start thinking about lunch. In the same way, it’s much easier to know the workday is over if the office starts emptying out. One could argue that remote workers should be able to just look at the clock to know when it’s time to eat or stop working, but humans rely on rhythms to form their internal clocks. When we all started working from home, the rhythms and cycles we all had developed to inform our days disappeared. Workers are spending extra hours without realizing, eating too much or not enough, and losing track of their time more often.

As these problems compound, workers experience burnout, decreasing their overall productivity and ability to perform their roles. If they don’t overcome these issues they will eventually spiral into cynicism about their job and look for work elsewhere.

The New Role of Managers

Managers under the new paradigm of remote work have to accept that their role has changed. In-person managers have more of a sense of control. Their role is to make sure their employees are getting the work done. In a remote work environment, a different skill set is required. Managers need to step up and be leaders. They should take a bird’s eye view and think carefully about the needs of their teams and the way their team members can communicate these needs.

One of the biggest contributors to workplace burnout is when the employees don’t feel seen. Employers need to implement new tools that give their employees new ways to express their needs and issues. When employers either don’t realize extra hours are being worked or they expect their employees to take on the extra hours when they would have been commuting, they contribute to this sense among their overworking employees. In this new work paradigm, managers need to realize how impactful something as simple as checking in can be.

It is essential that business leaders adopt new workplace-based health and wellness systems. Modern tools have been designed to work with remote workers, even giving them opportunities to report anonymously when they are feeling various mental health issues. Managers can then see aggregate data to know when certain mental health resources need to be provided or promoted among their staff.

Creating a New Routine

Proper remote work health programs also need to provide new ways to shape a daily schedule. Individual health coaches provided through workplace health programs can help employees create new triggers and reminders throughout their day. The coach works with the employees to determine when these triggers need to happen and for what activities, allowing them to find ways to break up their day when working from home.

When working in person, it isn’t uncommon to take a walk around the office to stretch one’s legs and chat with coworkers, but remote workers might not feel like they have the autonomy to get up and take a walk around the block during the workday. By offering and encouraging the use of tools that direct employees to identify opportunities to break up their workday and create reminders to make sure they take those opportunities, remote workers will know they have the support from their managers to prioritize their own mental health.

A real life example of this comes from the healthcare industry. An employee was working long hours and found she was frequently dehydrated. We decided with her employer to have a water bottle with a straw within reach of each of her workstations and scheduled time each hour to spend at least a minute drinking water. This may seem like a small adjustment, but it is a first step in creating a routine that helps an employee’s mental health. It also shows the employee that their place of work is prioritizing their wellbeing and is a resource to help solve some of their day-to-day problems.

Providing Resources When They Are Needed

Remote work not only makes it more difficult for managers to see how hard their employees are working, it also makes it harder for them to demonstrate awareness when they recognize an employee or team is struggling.

Most industries have a yearly cycle, in which certain parts of the year are busier than others and employees may require extra support. CPAs are often busy during tax season; financial institutions face an uptick in work at the end of each quarter.

During these times, employees are most prone to burnout. In a traditional work environment, employers can provide perks in the office during these times to help maintain morale. They can even provide mental health professionals to be available to staff who need or want their help. All of this, even when it isn’t strictly needed, shows workers that their employers have their backs and understand they are going through extra stress.

Managers of remote workers need to find ways to do the same. Again this is where modern digital employee health platforms come in. Managers can promote the use of mental health coaching tools during times of peak stress. By providing modern tools, managers can stay hands-off about matters that may be too personal to discuss employee-to-employer, while still providing tangible solutions to their employees’ mental health concerns. These tools will not only help to prevent burnout during busy times of the year, they also show a workforce that their leadership values and prioritizes their wellbeing.

Health Impacts of Burnout

Workforce burnout can lead to lasting chronic health conditions. The World Health Organization and the International Labor Organization said that working long hours led to 745,000 deaths from stroke and ischemic heart disease in 2016, a 29% increase since 2000. These illnesses can impact a company’s bottom line and need to be addressed. In addition to working to prevent burnout among their employees, business managers need to make sure to protect them from any resulting health complications.

Now Is the Time to Adopt

While no one is quite sure how the remote work world is eventually going to shake out, almost everyone thinks that remote work is going to be a much larger part of the modern workforce going forward. At the same time, employees have never been more willing to leave their jobs in search of an employer who treats them better.

And today, it is more common now for people to talk about their work lives with their friends, comparing their compensation and benefits. Employees will know what resources are available at other companies and will wonder why they are missing out. Companies that don’t provide mental and physical health resources to their staff may give the impression they don’t prioritize their employees’ wellbeing or that they are oblivious to their struggles, both of which will give employees a wandering eye when it comes to employment.

In an era where employee burnout is at an all-time high, high-quality digital health and wellness programs must be a priority.

Click here to read the article on HR.com

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Cheryl Morrison-Deutsch of Zillion: Five Things Business Leaders Can Do To Create A Fantastic Work Culture — For Authority Magazine https://www.healthfleet.com/2022/02/01/authority-magazine-cheryl-morrison-deutsch-of-zillion-five-things-business-leaders-can-do-to-create-a-fantastic-work-culture/ Tue, 01 Feb 2022 19:55:28 +0000 https://www.zillion.com/?p=4619 Authority Magazine, Jan 26, 2022 — As a part of my series about about how leaders can create a “fantastic work culture”, I had the pleasure of interviewing Cheryl Morrison Deutsch. Ms. Morrison Deutsch brings to Zillion almost 30 years of experience in translating business and technology requirements into actionable plans to provide a superior user [...]

Cheryl Morrison-Deutsch of Zillion: Five Things Business Leaders Can Do To Create A Fantastic Work Culture — For Authority Magazine

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Authority Magazine, Jan 26, 2022 —

a part of my series about about how leaders can create a “fantastic work culture”, I had the pleasure of interviewing Cheryl Morrison Deutsch.

Ms. Morrison Deutsch brings to Zillion almost 30 years of experience in translating business and technology requirements into actionable plans to provide a superior user experience. Before joining Zillion, Ms. Morrison Deutsch served as Executive Director of Customer Experience, Collaboration and Transformation at Kronos. Prior to Kronos, she was a thought leader at Cloud Technology Partners (CTP). At CTP she developed both the technical and organizational strategies to support customers’ business transformations. Ms. Morrison Deutsch spent eight years at Health Dialog as the Chief Application Officer, where she designed and managed the launch of a global coaching application. Throughout her career, she has been a leader at the intersection of healthcare and technology and has been responsible for the delivery of multiple innovative offerings that connect clinicians and patients. These offerings provide world-class care and address the management and improvement of chronic conditions globally. Ms. Morrison Deutsch holds a BA from Curry College and a MEd from the University of South Carolina-Columbia.

Thank you so much for doing this with us! Can you tell us a story about what brought you to this specific career path?

career is more like a series of connected dots rather than a straight path. When I look back and reflect on my journey, the roles that I had, and the companies that I worked for — at first blush they seem to be disjointed. However, they all fit together to play a role in either what it taught me about myself or the opportunity to gain new skills. Each position played a key part in my ability to serve in my role today at Zillion.

I began in the education field working with college age students, playing the role of advisor and mentor, and helping them to develop the skills they needed. It was through this position that I also discovered my innate love for technology and its ability to empower people to accomplish their goals.

I continued down the path of using technology to empower people as I continued my journey which included roles in technology training and internal technology support for consulting firms. This led me to my first professional experience with the intersection of technology and healthcare. The ability to provide systems to people as they strive to provide the best care possible to those in need became my passion. Whether it was an occupational therapist having the ability to know who to screen for services and when so that individuals in long term care didn’t get overlooked or to help nurses know what the most important topics they could discuss with an individual so that they could keep them out of the hospital and help them live healthier lives.

I have had roles that gave me the opportunity to work with newer technologies and to understand that it is also about the people. The transformation role at UKG (Kronos at the time) put a spotlight on the idea that transformation isn’t just about technology, but also about the people and the processes you have in place. It really taught me that you can’t separate out the human element from great technology solutions and I think that especially holds true when you talk about healthcare.

All this leads to the opportunity I found here at Zillion. The mission at Zillion is to help as many people as possible live happier, healthier lives for themselves, their families, and their communities. We do that by finding the right balance in our use of technology to help people get the care they need and deserve at the right time and in the right way.

The opportunity and privilege to lead Zillion, with colleagues who are so passionate about what they do and why they do it, makes me believe I am in the right place and that the experiences that have led me here, even if it wasn’t a very straight line, have all been critical to giving me the abilities to provide that leadership and direction. I wouldn’t want to be anywhere else right now!

Can you share the most interesting story that happened to you since you began leading your company?

I would have to say that leading a company through the ins and outs and changes has been one of the most challenging times in my career! We were busier than ever in March of 2020. I was really liking the way our new, “Work Your Way” program was going. That program allowed people to work wherever was best for them, hopefully avoiding long unneeded commutes and giving people the flexibility to work the way they felt was best for them.

On March 6th all that changed when we decided to go fully remote to protect our team and to wait a few weeks to see how this was all going to resolve. Zillion is not that big and an outbreak in one of our offices could have really created a huge business problem, not to mention we didn’t want employees taking unneeded risks. Working with our Employee Experience team, we immediately put in place new standard communications to keep everyone on top of what was happening, created non-business opportunities to virtually get together, and new standards for individual communications. I feel like I got to know the employees even better than before, we worked together better than ever and all gave each other the grace to get through a very tough time. During one of our monthly Town Hall Meetings in the beginning of the pandemic, we introduced a special guest, Amy the Llama. She joined us virtually from Luvin Arms Animal Sanctuary in California. There were lots of smiles and laughter from the team. I think that Town Hall might have been the highlight of last summer!

Luckily, as an organization we weathered the changes well! It was a time that both challenged me and inspired me. We learned that as a virtual organization we can attract the best people regardless of where they live, and we can keep the people who are working for us even when their life circumstances change and they need to relocate.

Are you working on any exciting projects now? How do you think that will help people?

I am excited to share that we are about to launch a women’s health program focused on midlife health and menopause. This program will offer a unique combination of coaching and content that is focused on educating and empowering women to take control of their own healthcare. Many women suffer needlessly because they don’t know what options they have and how to get help. This program will combine scientifically backed content and trained health coaches, who can support a woman day to day, as well as prepare them to be their own best advocate. We expect RestoreBalance to hit the market later this summer!

As a healthcare technology company, we are always working on changes and updates to our platform. In addition to our technology we also offer content and services to support a customer’s business as they utilize the platform. We are constantly improving existing programs and creating new ones to keep our offerings diverse, current, and flexible to consumer feedback.

Ok, lets jump to the main part of our interview. According to this study cited in Forbes, more than half of the US workforce is unhappy. Why do you think that number is so high?

As I mentioned earlier 2021 was an especially tough year for many organizations. There have been so many unknowns and that type of environment effects everyone. People are feeling isolated and stuck in place. Too many of today’s workers doesn’t trust their company, their manager, or where they stand in the organization. While companies have been focused on the mechanics of running the business they have often forgotten the basics of communication, transparency, and recognition. When you have an environment where people are afraid to take time off and don’t feel a connection or an accountability to the work they are doing it is no wonder they are unhappy! We work very hard to bring a sense of belonging and purpose to Zillion and that responsibility starts with me.

Based on your experience or research, how do you think an unhappy workforce will impact a) company productivity b) company profitability c) and employee health and wellbeing?

When you have an unhappy workforce the employee experience and the customer experience suffer. There becomes an overwhelming lack of energy and creativity, workers become resentful and productivity plummets. The organization loses sense of purpose and urgency. People go through the motions of their job, but they don’t look at the big picture or where they fit in. This can leave members of the team vulnerable to being lured away and not always for more money, but for a sense of purpose and accomplishment. The bottom line for any organization like this will suffer as a result!

This has a huge impact on an individual’s mental and physical health. Stress, anxiety, and depression are some of the key risks which lead to a workforce that is unfocused, negative and often physically ill as well. It becomes a very destructive cycle and one that has to be stopped by making purposeful changes to the culture.

Can you share 5 things that managers and executives should be doing to improve their company work culture? Can you give a personal story or example for each?

  1. Assume Positive intent- this is something I talk about with every person that joins Zillion as well as a reminder at key moments when there could be some friction between teams or individuals. I truly believe that no one who comes to work at Zillion wakes up and decides they want to screw something up today. Believe your employees have the best intentions and if they have a different way of doing something or approaching a problem then it is best to work together and understand the other person’s approach.
  2. Mistakes are expected and corrected — we are a high growth company and we move fast. Sometimes people make decisions with the information they have and we learn through the process that we are not getting the outcome we want and need. All I ask of the members of the Zillion team is to recognize mistakes, share that they happened, and come up with a solution or better approach. If the mistake is covered up or someone else is blame — that is when we have a problem. There are even times we reward finding and fixing mistakes. By doing this we free people up to take accountability, focus on the best interest of all, and remove the fear of action while waiting to find a perfect answer. There was a very specific member acquisition event years ago where we had several team members attend. We had some great ideas around how to best attract and sign-up new members. We realized by the middle of the event that we were not getting the members signed up as he had hoped. We didn’t wait till the day was over, we huddled, talked about the issues, and switched up our approach. There was no blaming or finger pointing. There were a few laughs however and then the changes that were made provided for a much better member experience and really helped make the event a success.
  3. Make your mission approachable, actionable, and one every team member can understand — The team needs a rallying cry of why we exist and why what we do matters. It helps people understand decisions that are made and enable them to see how they help us achieve that mission. Of course, that needs to be driven throughout the organization and have goals tied to it for each team. Without this kind of clear focus, it would be easy to go off course or find teams that are at odds with other teams because they don’t know what success looks like in the big picture. We rally around the idea of helping as many people as possible live happier and healthier lives for themselves, their families and communities. I repeat this often and so does the leadership team. We can draw a line from every project and goal through the organization back to this mission. If it doesn’t help us get to where our clients’ needs are, we need to question why we are doing it.
  4. Much like we expect you to make a mistake, we also all reserve the right to be smarter later and, with that, the right to change our mind based on new information — We don’t always have perfect information. If we are afraid to make a move or start an initiative until we have the perfect set of information, we might never start any project! Freeing people to make the best choice they can, with the information they have, at the time, helps us move faster and make progress. A great example of this was a project centered around some enhancements to our video capabilities. The team was worried that the options were very similar, but there were a couple of unknowns that could have driven us to one decision or another. Instead of getting stuck swirling or trying to understand every permutation, we met, reviewed the key criteria and made a decision. If we learn something later then we will look at alternatives and adapt, but look how much farther along we will be. I am proud to say we are weeks away from delivering the changes and our customers couldn’t be more excited!
  5. Create cross functional opportunities to come together without an agenda or specific topic — Making space for this kind of interaction is important to deepen the understanding of the company, our values, and to spark creativity. This can be in the form of trivia afternoons, virtual wine tastings, coffee hours, or drop-ins. We also have a series of conversations I have called “WaterCooler Conversations”. This gives people a chance to connect on a different level, learn a little about their coworkers and I get a chance to listen to what’s important to the organization and answer questions I might not get asked in a more formal setting. We have found that those who participate in one or two of these a month feel more connected and more invested in the organization. I love having a chance to just listen and share in these types of settings and it is invaluable to me and the leadership team to learn what is really happening in the organization when folks let their hair down and feel free to have a voice!

It’s very nice to suggest ideas, but it seems like we have to “change the culture regarding work culture”. What can we do as a society to make a broader change in the US workforce’s work culture?

I often think people believe a couple of quick activities, events or even benefits can change a company’s culture…it doesn’t happen that easily. There are systemic changes that can and should be made on a national scale that will make it easier for companies to provide a humane and meaningful workplace culture. I think there should be mandated sick time and vacation time across the board. People should be free to take care of a sick family member when there is an urgent need without fear of losing their job. I also believe that in today’s world having a more remote workforce can benefit everyone. It opens opportunities to search a broader talent pool to find the best fit for your company and it allows great team members to stay a part of the organization even if there are circumstances that cause them to move out of an area. These are all things we strive for at Zillion and it would be great if these things could be available to all!

How would you describe your leadership or management style? Can you give us a few examples?

I would categorize myself as a servant leader. I am committed to my team and seek to listen, support, and empower. That said, I understand based on the situation and the individual I may need to take a very different approach. Not everyone has the same needs and professional growth objectives and it would be unfair and unrealistic for me to believe that one approach fits all. As an example, with one new leader in the organization I felt it was my role to help them gain confidence in what they were doing. We believed they were the right person for the role and it was important not to debate or directly challenge their goals and initiatives, but instead to ask questions and encourage them to try. I had to make sure they knew I trusted them to do the job. I was right, they gained that confidence and have continued to grow and take on more responsibilities and most importantly, they love what they are doing. I have another leader in the organization that has plenty of confidence, but a specific way of thinking. A great growth opportunity for them is to hear and think about other points of view. In that situation I make sure to challenge and spark healthy debate and work on listening for understanding not just listening to rebut. It takes a lot of thought about the individuals you work with and their strengths and grow areas. It is the job of the CEO to help actively manage and develop each member of the team. Active management does not mean micro management and it is important to distinguish between them.

None of us are able to achieve success without some help along the way. Is there a particular person who you are grateful towards who helped get you to where you are? Can you share a story about that?

There have been many people who taught me a lot throughout my career. From the Dean of Students at my first job at a college, to a woman who helped me develop my passion for health care when I was learning all about chronic care management and how technology could change the way those services were delivered. But there is one individual who has crossed my path multiple times in my career. He believed in me from the beginning and challenges me in ways no one else has. His feedback is always kind, supportive and direct. He has let me know he cares about me as an individual and as a colleague and often provides insight into my behavior and actions that is difficult to see. Once of the earlier opportunities we had to work together, it was a tough assignment. We had to develop and deploy a health care application and the training that went with it across the country. This was still back in the time of dial-up internet so it was a while ago!! There were a lot of politics in the organization, and we were placed there as consultants. In order to be as successful as possible, we spent many lunches, meetings and what I will call strategy sessions together. We talked about how to approach the client, how to be influential, how to manage the team. They taught me so much about leading and how to wield power responsibly. Those are lessons I will never forget and truly I use them every day.

How have you used your success to bring goodness to the world?

I truly believe that mental health and physical health equal whole health. I would like to think that through my success — and I think of my success as being able to have an audience and a reach to make a difference — I am able to spread the word that it is ok, to not be ok. There is no stigma in reaching out and saying you need help. I know it has been in the news lately, but I have had the honor and privilege of being a founding board member of the IAM Strong Foundation. They are a 501c3 that focuses on tweens and teens and the people that love them. We work to get the word out that asking for help is not a weakness and that they are not alone in their struggle. I believe that if we have saved the life of at least one young adult then all the work is worth it.

Can you please give us your favorite “Life Lesson Quote”? Can you share how that was relevant to you in your life?

“Information is power only when you share it”

There are organizations and situations where individuals try to wield power by being the keeper of a secret or a piece of information that would be critical to solving a problem at hand. This is true in both personal and professional situations. Those same people often believe they can sweep in for the win when they show up with that information or in fact by holding on to it, they win.

The opposite of that is what is true. Sharing information for the good of the community or organization breeds a happy healthy functioning community or business built on trust and respect. Holding on to information doesn’t put you on top it just turns others against you. Collaboration for the win!

You are a person of great influence. If you could inspire a movement that would bring the most amount of good to the most amount of people, what would that be? You never know what your idea can trigger. 🙂

I think education should be a lifelong opportunity. The world is changing so fast and jobs that are out there today didn’t even exist 5 years ago. I think there should be opportunities for all US employees to take sabbaticals and go back to school. This would allow them to advance their existing career by learning more about it or learn about something new altogether. This opportunity should be universal and in many ways it would level the playing field surrounding educational opportunities in this country. Education is a privilege, but it should not only be for the privileged. And it shouldn’t end when you are 18 or 21 but should be part of a person’s entire life.

Thank you for these fantastic insights. We wish you continued success!

The post <a href="https://medium.com/authority-magazine/cheryl-morrison-deutsch-of-zillion-five-things-business-leaders-can-do-to-create-a-fantastic-work-10416ca60eaf" target="_blank" rel="noopener noreferrer">Cheryl Morrison-Deutsch of Zillion: Five Things Business Leaders Can Do To Create A Fantastic Work Culture — For Authority Magazine</a> appeared first on HealthFleet.

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HR.com Announces ‘The State of Human Experience 2022’ Advisory Board to Guide HR Research and Virtual Event https://www.healthfleet.com/2022/01/27/hr-com-announces-the-state-of-human-experience-2022-advisory-board/ Thu, 27 Jan 2022 21:54:31 +0000 https://www.zillion.com/?p=4599 Jacksons Point, Ontario, Canada – The new HR Research Institute advisory board will guide valuable research related to human experience in the workplace. The accompanying virtual event will present the research and present webcasts on trends, best practices, and insights to educate HR Professionals. HR.com, the largest network of human resources (HR) professionals, has announced [...]

HR.com Announces ‘The State of Human Experience 2022’ Advisory Board to Guide HR Research and Virtual Event

The post <a href="https://www.hr.com/en/about_us/hr_com_press_releases/hrcom-announces-%E2%80%98the-state-of-human-experience-202_kvwqi3bk.html" target="_blank" rel="noopener noreferrer">HR.com Announces ‘The State of Human Experience 2022’ Advisory Board to Guide HR Research and Virtual Event</a> appeared first on HealthFleet.

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Jacksons Point, Ontario, Canada – The new HR Research Institute advisory board will guide valuable research related to human experience in the workplace. The accompanying virtual event will present the research and present webcasts on trends, best practices, and insights to educate HR Professionals.

HR.com, the largest network of human resources (HR) professionals, has announced their Advisory Board for the “State of Human Experience 2022” to bring together thought leaders for collaboration, sharing knowledge, and providing valuable insights. Their expertise will help organizations navigate a range of issues related to the employee experience in today’s work environment through annual research and education of HR professionals.

Working closely with HR.com’s HR Research Institute (HRRI), the newly-appointed board of industry experts and thought leaders will counsel on the most impactful topics and key areas with how ever-changing human experience looks in today’s organizations and workforces. The resulting research study will provide a detailed snapshot of today’s human experience and where it’s headed in the near future, especially considering the pandemic’s effect on the work environment.

The research insights and findings will be published in a major report and will be further distilled into a two-page infographic. The results will also be featured at the complimentary virtual event, The State of Human Experience in the Workplace, scheduled for February 16-17, 2022. Free for interested HR professionals, this two-day event will include informative webcast sessions with experts and thought leaders, most of which qualify for certification learning credits.

The advisory board’s guidance will be invaluable in ensuring both the research and the virtual event are best-in-class for HR professionals in attendance, as well as addressing today’s top concerns.

The state of the industry research will closely examine several areas of human experience including:

  • Indicators of today’s employee experience and the impact of those experiences on issues such as well-being, engagement, performance and retention
  • The human experience and why some experts advocate examining such issues from the perspective of the “whole person,” seeing workers as fellow human beings and allowing us to consider the experiences of other stakeholders, such as customers, contractors, service providers and more
  • The roles that various HR functions play in shaping the employee experience, from performance management to benefits programs to corporate culture and the company brand
  • The HR and talent management initiatives that have the strongest impact on human experience

The newly appointed ‘State of Human Experience 2022’ Advisory Board is comprised of the following industry thought leaders:

  • James Anderson, Co-Founder, Peachy Mondays
  • Carolyn Beal, HXM Suite Lead, Solution Marketing, SAP SuccessFactors
  • Juan Luis Betancourt, CEO, Humantelligence
  • Theresa Harkins-Schulz, Senior Vice President- Customer Experience, Inspirus | Sodexo
  • Scott Johnson, CEO, Motivisity
  • Anne Maltese, Director of People Insights, Quantum Workplace
  • Viktor Mirovic, Co-Founder & CEO, KeenCorp
  • Cheryl Morrison Deutsch, President & Chief Experience Officer, Zillion Group
  • Sam Stroman, VP Marketing, AwardCo
  • Ewan Speirs, VP Marketing, WorkForce Software
  • AJ Whalen, Director, Marketing & Partner Engagement, SpinifexIT
  • Emily Wilson, Global Head of Product Marketing, Qualtrics
  • David Yang, CEO & Co-Founder, Yva.ai

The HR Research Institute releases annual “State of the Industry” research reports in a variety of HR topic areas, including the first annual report on this topic, The State of Human Experience in the Workplace 2021: Improve talent management by gaining a better understanding of employee engagement, which was published February 2021.

Additional HR.com research reports and infographics, always free, can be downloaded anytime at hr.com/hrresearchinstitute

About HR.com
At HR.com, we are committed to educating HR professionals and helping them build meaningful careers. When it comes to HR, we connect them with everything they need and almost 2 million HR pros agree! They rely on the HR.com community as the foremost, trusted resource for education, career development, networking, and compliance. Offerings include the largest network of HR executives, leading-edge industry research from the HR Research Institute, 13 HR-themed ePublications, innovative HR education including 250+ annual webcasts, the most comprehensive HR certification exam preparation that guarantees passing SHRM and HRCI certification, as well as valuable HR tools, and legal compliance updates. HR.com has the largest knowledge base of HR practices globally and offers unparalleled training and networking for HR professionals all over the world… 24/7… 365. Visit www.HR.com to maximize your potential.

For more company news, check out HR.com News.

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California Broker Magazine – Virtual Employee Wellbeing Programs are Necessary in Our New World https://www.healthfleet.com/2020/08/13/virtual-employee-wellbeing-programs-are-necessary-in-our-new-world-california-broker-magazine/ Thu, 13 Aug 2020 13:23:54 +0000 https://www.zillion.com/?p=3034 Zillion’s Dana Yockey offers a perspective on how COVID-19 has changed the landscape for the adoption and use of telehealth solutions… [...]

California Broker Magazine – Virtual Employee Wellbeing Programs are Necessary in Our New World

The post <a href="https://www.calbrokermag.com/more/virtual-employee-wellbeing-programs-are-necessary-in-our-new-world/" target="_blank" rel="noopener noreferrer">California Broker Magazine – Virtual Employee Wellbeing Programs are Necessary in Our New World</a> appeared first on HealthFleet.

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The post <a href="https://www.calbrokermag.com/more/virtual-employee-wellbeing-programs-are-necessary-in-our-new-world/" target="_blank" rel="noopener noreferrer">California Broker Magazine – Virtual Employee Wellbeing Programs are Necessary in Our New World</a> appeared first on HealthFleet.

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