SAN ANTONIO—Security Service Federal Credit Union here has named Karyn Draeger to fill a position not often found in credit unions, “Employee Wellbeing Advisor.” Below, Ms. Draeger responds to five questions from CUToday.info about the position.
CUToday.info: What does an ‘Employee Well-Being Advisor’ Do?
Draeger: I serve as a confidential employee liaison for employees who have needs or situations that may not be able to be — or they may not want to be — addressed by their supervisors. In this way, employees can speak to someone who can help them identify and locate resources and tools that can help them. I can help with all kinds of issues - from getting information on employee discount products or assistance in how to utilize all of SSFCU’s benefits or helping work through a personal situation at home; basically, any financial, physical or emotional personal need.
Karyn Draeger, Security Service FCU
CUToday.info: What led to the creation of the position, and the job description (at least when one reads it) suggests employees having significant issues affecting them at work? Is that true?
Draeger: Our President and CEO, Jim Laffoon, met with employees over the course of the last year and heard that many wanted someone to go to outside of their normal supervisor who could help with personal situations. From these conversations, Mr. Laffoon conceived of and championed the idea for a well-rounded program, Total Wellbeing, to help employees achieve a work/life balance, building on the physical (CUFit), enhancing the financial (financial planning, reduced rates for employees on some products and services), and enhancing the emotional through outreach (employee advocate program). The reality is just about everyone needs some kind of assistance at some point in their lives, so we created a menu of services and options for our employees. My job is work to identify the items on the menu and help ensure employees are aware of what is available to them so they can get the service and assistance that they require.
CUToday.info: What are the kinds of issues ‘affecting home or work life,’ and at least in a broad sense, what can be done about them?
Draeger: Anything that affects a household can affect an employee on the job. We can't turn off feelings, concerns and needs just because it’s time for work. The objective of the program is to minimize the time it takes for an employee to identify and access resources that can help, allowing them to return to work with less stress both at work and at home. Many employees just need help in identifying and accessing these resources. A lot of time is spent helping identify the root needs and then getting the employee to the appropriate resource or subject matter expert who can help them.
CUToday.info: Beyond training and education in HR-related issues/fields, what experiences or education do you have, or does it help to have, in dealing with these kinds of issues?
Draeger: This position really requires a core understanding of Human Resources, employee benefits and employee relations. I understand how benefits and benefit plans work and how to utilize and build on inter-related services between employer-sponsored programs. It also requires someone who can really listen to an employee’s situation and provide an unbiased and objective viewpoint. Over the years, I've built — and continue to build — relationships and contacts within and around the community with community organizations and programs — all of these come into play when I’m working with an employee.
CUToday.info: Why should another credit union consider following Security Service FCU in creating such a position, and what are the benefits?
Draeger: I believe that a credit union that is considering creating such a position really needs to understand that this type of program and role requires a serious culture shift and a change in thinking. Most employers tell their employees to leave their personal problems at the door and to not bring any issues into the workplace. It requires 100% commitment from the leadership and management teams to communicate to employees that it's OK to have personal situations and that the company is willing to provide assistance on company time. The program has shown many benefits in just the short period since implementation in June. Employees have taken out 45 reduced cost mortgage loans, 80% have participated in health screenings and an average of 63 people reach out daily for help via email, phone or referral. We’ve seen improvement and increases in morale, employee benefit knowledge and usage, employee loyalty and employee brand recognition.