Integrative Case Study: Wellbeing Efforts at KPMG KPMG LLP is a large global organization providing audit, tax, risk and advisory services. Especially during tax season, stress and long hours are common for most KPMG employees. In the United States, KPMG worked with two organizations, Ceridian and WellCall, to provide an integrated program addressing employee attendance, work-life issues, and health and well-being. As Brian Kelly and colleagues write, “The goal was to create a healthy workforce and train the KMPG workforce to maximize functioning in all four domains of well-being: physical, spiritual, mental, and emotional” (p. 190). A “Passport to Wellbeing” pilot program was created that included 20 to 30 activities in each of the four domains (physical, spiritual, mental and emotional). Barbara Wankoff, director of workplace solutions at KPMG, says: “The program was run as a travel program that included mileage awards, and when participants completed a predetermined number of activities, they earned bonus points. The program was a great incentive for many people to become involved in their own well-being” (p. 191). Employees could only achieve “wellness athlete” status after recording activity in all four domains. This program gave KMPG well-being data at the level of its individual offices for the first time. The goal was to target health management activities where they would be most effective. Through this program, KPMG saw an increase in the number of employees seeking both preventative and necessary care. “Our hopes are that some of our employees with high risk factors for disease have been infected in time. Wellness Pilot was a worthwhile initiative, as well as exciting and rewarding on many levels,” said Wankoff (p. 192). 

1. What do you like or find interesting about KMPG's efforts here? 

2. What concerns or questions do you have about how KPMG employees might respond to this program? 

3. Would you like to have access to a program like this at your job (or your next full-time job)? Why or why not? 

4. If you were an HR professional at KPMG working to expand the Passport to Wellness program to other parts of the organization, what issues or questions would you like to address? 

Answering this last questions:

1. What do you like or find interesting about KMPG's efforts here?
2. What concerns or questions do you have about how KPMG employees might respond to this program?
3. Would you like access to a program like this at your job (or your next full-time job)? Why or why not?
4. If you were an HR professional at KPMG working to expand the Passport to Wellness program to other parts of the organization, what issues or questions would you like to address? (Hint: Think in terms of everything that has been covered in this chapter when answering this last question.