“You can’t expect people to do well in their business if they’ve got problems at home.” S. Truett Cathy, CEO of Chick-fil-A,
USA Today, June 22, 2006
When companies invest in the well-being of their employees, they can reap incredible benefits in the loyalty of their
employees, reduced turnover, increased productivity, and overall morale of the workforce.
In a recent survey, MBA graduates rated work-family balance as a more desirable quality than salary
in potential employers at a rate of 70%. (Chincilla & Torres, “Why become a family-responsible
When replacing an employee, studies show that it cost 150% of a blue-collar worker’s total
benefit package, and 250% of a managerial and sales professional benefit package.
(Tangri, “What Stress Costs,” 2003)
Studies on return on investment (ROI) indicate that companies that spend $1 on programs to reduce stress and increase
workplace health save from $1.40 - $4.90. (Goetzl, Juday & Ozminkowski, “A Systematic review of return on investment (ROI)
studies of corporate health and productivity management initiatives,” 1999).
Other studies on employee wellness programs rank the ROI at $6.85. (Tangri, 2003)
Employees compose the most valuable resource of any business. They either make you money or cost you money. They either reduce risk or
compound risk. The health and well-being of employees directly impact the health of an organization and the ultimate bottom line. When
employees grow weary or experience life crises (emotional, physical, or spiritual), they become distracted, despondent, and sometimes
An employer generally has three choices in dealing with an unhealthy employee:
Ignore the problem in hopes that healing and health will come in time.
Discard the employee and hire someone new.
Invest in the employee to demonstrate care, facilitate wholeness, and restore productivity.
The wise employer considers seriously the third option. Investing in an employee is far less costly than hiring and training someone new, and
such action creates a proactive environment of care which in turn fosters loyalty and enthusiasm on the part of the employee. When
individuals are allowed to “sharpen their axe,” they produce more results. In short, investing in one’s employees pays for itself. The wisest
employer also invests in himself/herself.
The Journey discovers the unique culture of a particular business and creates a customized plan to help each person reach his/her highest
potential. We incorporate a holistic approach, recognizing the need for health in body, mind, and spirit. The Journey addresses value
structures of an organization as well as the need for relationships of integrity.
Examples of possible topics and services include (but are not limited to):
Dealing with relationship pressures
Giving and receiving affirmation
Personal Peace and Wholeness
Living by a World View
Living a life of integrity
Teach Leadership Skills (soft skills and hard skills).
Serve as a life (personal) coach.
Address personal and spiritual issues on an individual or group basis.
Establish an ongoing culture of personal growth and spiritual development.
An organization may require employees to participate in certain aspects of The Journey, or it may allow employees to participate voluntarily.
Either way, the Journey operates as unobtrusively as possible within the corporate structure. Meetings may occur before or after work as well
as during lunch breaks.
We will work with your budget to develop a customized plan for you.
Cost is dependent on the length of investment and number of employees involved.
Length of commitment – from individual coaching to a seminar setting, to a long-term commitment of 6-12 months.
Journey groups may also form as employee-initiated studies with the permission of their employer. These may occur before
work, after work, or during lunch. There is no cost involved in doing this. We will coach you and support you.