The Action Catalyst: Unleashing the Power of Workforce Data

Renya Spak did exactly what most of us do the last time she opened an email addressed “Dear valued customer.” She hit the delete button immediately. Spak, the chief growth officer at Well, used that familiar annoyance to illustrate a simple truth during a thought leadership spotlight at From Day One’s Seattle conference. Generic messaging won’t cut it if you want real employee engagement, she says.From Generic Emails to Magic Nudges“Ugh,” Spak exclaimed, recalling the last time she received a generic promotional email. “As a loyal subscriber, you may be interested in our latest generic promotion that has absolutely nothing to do with your preferences. Click here to learn more.”Spak then contrasted that experience with a hyper-personalized offer she once received from a running-shoe retailer. “Hey, Renya, we saw you’ve been buying running gear… want first dibs before they sell out?” That led to a click and purchase. AI-powered personalization has emerged as a powerful tool in the marketing world, but organizations have been slow to adopt its use when interacting with employees. “It’s painful to imagine that benefits and well‑being still feel like dial‑up in a 5G environment,” Spak said.A Three‑Step Framework for PersonalizationSpak laid out a simple framework to personalize employee benefits in ways that encourage engagement:The first step is leveraging people analytics. You already have the dashboards, the models, the culture,” Spak told the crowd. From pay‑equity studies to performance‑prediction algorithms, HR and people analytics teams have amassed data that makes it easy to treat employees as individuals rather than anonymous line items.Next, foster cross-functional collaboration. Employee benefits, HR, and analytics should be merged. This might mean partnering with your wellness vendor to create parental-leave policies for grandparents or exploring pet-care stipends, modern perks that meet real employee needs.Then deliver precision nudges. Spak says the hardest part of personalizing employee benefits isn’t building the programs, it’s driving sustained engagement. “When employees actually use those benefits, productivity improves, retention increases, and costs go down,” Spak said.Data‑Driven Personalization PilotsSpak shared three real-world pilots from Well’s customers to drive her points:Healthy-food coupons via Instacart Health, was the first example. Well identified employees who were likely to have limited access to healthy food choices by combining ZIP-code analysis with biometric data and claims. Employees who engaged with health coaches through their benefits packages earned coupons for fresh groceries delivered through Instacart Health. Participation soared because the solution and incentive met an urgent, personal need. Another example was from a logistics firm with a large Spanish-speaking workforce. They noticed low engagement when outreach was delivered solely in English or Spanish. A breakthrough emerged with a Spanglish version, which was received as more authentic and human. “We saw 2.5 times higher engagement in Spanglish,” Spak said, “because we spoke to them in their language—both literally and culturally.”Lastly, a healthcare provider struggling with 100% annual turnover among its phlebotomists and rising non-urgent visits needed a solution. Well combined clinical insights and opinions on telehealth, with claims data to identify clinicians who were open to virtual care and ideal times to reach them. The information was used to deploy personalized messages to team members, highlighting the convenience of telehealth and providing direct connections to familiar providers. Early engagement metrics exceeded expectations with a significant uptick in scheduled virtual visits and a drop in avoidable ER usage. These pilot programs underscore a compelling statistic: 93% of employees consider the ability to customize their benefits a must-have or nice-to-have; 72% say personalization increases loyalty, while 40% say it boosts job satisfaction, according to a recent MetLife study. It all depends on getting the right message to the right person, at the right time, in the right tone, with the right incentive.The Importance of TrustTrust is the foundation that allows organizations to turn workplace data into personalized engagement. Spak reminded attendees that while HR teams fret over data privacy, employees rarely raise concerns. In contrast, every Request for Proposal (RFP) process brings data‑governance questions. “People will share their data if it’s used for their benefit,” Spak said, echoing a recent Deloitte finding that 90% of workers feel the same.The data and technology needed to personalize employee engagement at scale are already available. The challenge is cultural—building cross‑team partnerships, establishing governance, promoting engagement, and moving beyond one‑size‑fits‑all communications. The payoff is significant and measurable for those willing to adapt: stronger employee engagement, healthier behaviors, and measurable results, says Spak.Editor’s note: From Day One thanks our partner, Well, for sponsoring this thought leadership spotlight. Ade Akin covers workplace wellness, HR trends, and digital health solutions.(Photo by Josh Larson for From Day One)