Employee health wellness with Wellable
The ‘Green & Healthy Places’ podcast series covers sustainability, wellbeing and community in office, residential and hotel real estate today.
Welcome to episode 030 of the Green & Healthy Places podcast in which we explore the themes of sustainability and wellbeing in real estate, workplaces and hospitality today.
I’m your host, Matt Morley, Founder of Biofilico wellbeing design and Biofit Health & Fitness.
This time in Boston in the US to talk to Nick Patel, CEO of Wellable employee wellness.
We discuss how Wellable are aiming to be the Netflix of wellness content, how existing trends in workplace wellbeing have simply been accelerated by COVID, how mental health at work has become less taboo than ever before, his views on healthy building certifications as a communications tool for brands that care about employee wellbeing and his thoughts on the role technology, culture and physical spaces play in creating a truly healthy workplace experience.
GUEST / NICK PATEL, CEO
HIGHLIGHTS FROM OUR CONVERSATION
Being healthy to the earth often equates to being healthy to yourself
Companies are starting to invest in community health initiatives, so not just helping their employees who are living in those communities, but helping all local citizens
There's a shift happening from ROI, return on investment, to VOI value on investment
Healthy people are typically still very active and alert in productivity terms at 4pm
No one ever asked us to create content, on the health benefits of gratitude for example, the health benefits of finding purpose in your life, or the science of happiness, but we did it!
Talking workplace wellbeing with Wellable
FULL TRANSCRIPT FOLLOWS COURTESY OF OTTER.AI (excuse typos!)
Matt Morley
Nick, thanks so much for being here with us.. I want to start with how you’d pitch a real estate developer landlord or a corporate executive to describe the problem you're solving.
Nick Patel
Yeah, fundamentally, we're in the business of making individuals healthy, happy and more productive, not just professionally but in their personal lives as well. And so our goal in terms of fulfilling that mission is working with employers on a health plan for their properties, really they’re the sponsors, who can support tailored wellness programmes for their constituents, whether that's their employees, or their tenants, whoever that may be.
Now, if we're talking to an employer, I usually always open with the fact that having a wellness programme is the right thing to do for a number of different reasons. There are benefits in terms of business success,. So having a thriving workforce is also associated with having employees who are excited about coming to work every day, excited about giving 100% of themselves into that job, that results in more creativity, more engagement, more retention, all these things will translate into the bottom line for those companies.
When we're talking to a property manager or building owner, it's the same concept, it's just a different channel to that individual. In that case, if you're a property manager, or building owner, your client is the employer. So assisting them in critical things for their business is helpful to attract and retain those tenants, garner higher rents, things like that. So implementing programmes that help their employees lead healthy lives, takes one thing off their plate or supports them in their own personal initiatives or company initiatives, all of which results in just better business success.
Matt Morley
Very cool. I like the way you're presenting it not just as as filling a gap or reducing a negative impact. But in fact, spinning on the upside, which is adding to the business and generating positivity, generating revenue, whatever it might be, rather than just preventing bad things from happening. I think that's a fundamental point on that topic.
We’ve just been through a roller coaster of a past 16 months, how have you at Wellable had to adapt within that employee wellness space? And how have you had to adjust your products and services in line with what's been going on?
Nick Patel
Great question. I think, depending on when you would ask me this question, during the last 18 months, the response would be somewhat or significantly different. I think right now, we're in a place where we're looking backwards, and kind of reflecting on these moments, for us least in America, the vaccine rates are high, we're feeling people coming back to work, things like that. And so as I look back, even coming into March until today, I felt like we're going through three different phases.
I think most businesses went through this in some way, shape, or form, even ones that were thriving in a digital world, and ones that were heavily impacted in the sense that they were on site, or had to be physically present. But they all had this element that no one escaped this. And so there's this recovery phase, right, there's a response phase, and there's reimagined phase.
The recovery phrase for us specifically, we are a comprehensive wellness provider. So what that means is that we are offering a number of different solutions, all independently, that employers or properties can implement in their programme. So that includes software, and that includes services, which were at least pre COVID, delivered primarily on site.
So for us, our recovery phase dealt with helping our clients transition to digital solutions. We had an airline as a customer and as you can imagine, every aspect of their world was turned upside down. I couldn't imagine being in the call centre for that company. And so, they were concerned about health and workplace wellbeing, they're doing it for all the right reasons. But practically, it was something that they could not even think about addressing in the month of March, April, May.
There's a response phase once we realise what was happening, and how we're going to respond. We tried a number of different things. We launched a programme almost initially. So it was very impressive that by mid March, we're launching a new product, we called at the time Wellable LIVE and it was the alternative to our on site services business. It was a streaming service. We were doing effectively Zoom fitness classes, Zoom webinars and things like that, that were throughout the day, five days a week that anyone can watch recordings of.
We were concerned about bandwidth, internet, microphone access, and we're sending out iPads to improve their quality because they were using home computers and things like that. At the end of the day, I think we're proud of that product. But it wasn't something that we saw that was going to be long term.
Now we're entering that reimagined phase of what the world is going to look like, in the short term being 12 months or so also in a very long term. So pretty quickly by May we said, we think the solution if you're going to do digital products, or data content, ‘live’ is nice in many ways, but you are missing out so many the benefits of being able see someone's yoga posture, for example, in a live session, right? So we end up launching what we call Wellable on demand. It is our version of what we think is going to be the future, like most products that are in this early stage, it's still in its infancy, and it's still growing and changing. But really, it's thinking about Netflix for wellness content.
So for us, we initially launched in July, a full library of high quality, you know, multiple camera angles, miked up instructors, things like that of all fitness classes for everything Pilates, yoga, prenatal / postnatal workouts, things like that. And from there, we're exploring additional content, is it healthy cooking, is it just written content in terms of recipes, we already launched a mindfulness and meditation series as part of that. And that's what we're thinking the future of like this digital concept, because what we're seeing is a lot of our clients mainly are still trying to figure out permanently what it looks like. But for the most part, in general, there's going to be more remote work than there was before. And whether that's employees in the office only three days a week, full time remote, every wellness programme is going to need some type of digital element and content delivery. And I think that's what the future for on demand product is going to be.
Matt Morley
So with the shift then to to a largely digital platform in terms of the interface itself, how are your different audience groups interacting with Wellable? Is it via a specific app? Is it essentially online?
Nick Patel
Yes, that's a tough question to answer, because for our perspective, how we deliver health and wellness solutions, is that structurally, we offer a number of different products and offerings, all of which can be purchased independently, and mixed and matched. And so the way we think about is that every employer is unique culturally, you know, where are they based, geographically, the physical space, things like that. And they're comprised of very unique individuals. And in most cases, it's a very diverse subset of people, all of which want different things right.
For some people, having group fitness classes is a great opportunity. Others prefer a digital engagement experience and mobile app, and we try to offer all those independently of each other. So if you look at 100 of our customers, and look what they're doing broadly with Wellable, for the most part, they're doing things that are at the very least, different in small ways, and in some cases, very significantly different. No one's right or wrong. There's not a wellness programme that's perfect for every group or every building. And so that's what we're experiencing.
When you think about how people are interacting with our our solutions, in general, it's not always necessarily a digital interaction. Although that is our primary product, we are known as a software provider, but it could be, you know, pre COVID groups that are just doing things on site, that was everyone, whether it's a warehouse company, or things like that everyone was always on site. And that's the way they felt the best opportunity to deliver was. And so it's just terms of how we communicate our programmes and things like that. It really again, depends on the programme for us, we are an end to end provider so that includes the promotions of the programme , the delivery execution, capturing and responding to feedback.
So to the extent our clients give us that authority to message and communicate directly with the employee, we take advantage of that with tailored messages for people who aren't even participating to people who are very active and we don't want to disrupt their way they're interacting with that programme. For our best clients. Like I said before, they're individuals or their employees are very unique and different. They all want different things. They offer a very diverse mix of our solutions to their clients, or their employees, knowing that someone gravitate to some type of solutions other gravitate to others. And so our communication strategy kind of matches that depending on what it is, depending on who that demographic is or trying to a diverse set of outreach and things like that to capture just a broad audience and then hopefully allow them to self identify what makes the most sense for them.
workplace wellness trends
Matt Morley
I think it connects very neatly with the idea that workplace culture and to some extent the brand itself, as in how the individual company's brand values and mission statement is reflected in terms of how they operate at a corporate or other employee level. So that makes sense.
There's there's just so much happening in this workplace wellness space right now. And there's there's a lot of players emerging, a lot of content being created. You've been in the game since 2012. How have you seen the workplace wellness scene evolve? Obviously, there's sort of there's going to be presumably a pre COVID and a post COVID. Right. But I mean, like just sort of looking at it or bigger scale over the last decade, like what have been the major shifts that you've seen that you're perhaps at a strategic medium term level tapping into?
Nick Patel
Yeah, there’s clearly a pre COVID, post COVID narrative there. The one thing I'll say about COVID, I think everything is still settling a little bit. But I think the long term takeaway from COVID, from our perspective, and I think it kind of makes sense in most industries, is that it didn't necessarily change the world, it really accelerated what was already happening, right. And so remote work, was becoming more and more popular anyway but companies were hesitant, but due to COVID, they were forced to do it. Then they realised there are some growing pains, especially when you're doing it unplanned But they're realising their sales teams can be productive while not travelling, which some groups are already experiencing, and experimenting with.
I think the wellness industry in general, is similar. The trends that we are experiencing, we're just accelerated. It's been eight years since we were founded, so much has changed. You know, the funny little story when we first started, Fitbit had just created their Fitbit zip. So if you remember that, it's like the one that you clip on your belt. And their real selling point was, Oh, it's Bluetooth oriented, and you have an app, it wasn't anything about being wrist worn, or anything of that nature. And at the time, when we first started, you know, the iPhone was one or two years old, we thought the future of health and wellbeing from a digital perspective, that is what's going to be with these consumer apps and technologies. And so rather, you know, we view ourselves, you have to distinguish between the two, there's consumer technology, there's a direct and individual, there's enterprise wellness technologies. And that's when you're going to go to a property and employer health plan and asked them to be the sponsor of a programme.
Back in 2012, we thought the future was going to be connecting all these consumer technologies and the consumer grade solutions, let that market determine who the best products were, aggregate that to a single platform and expose that to employees, or tenants, whoever it may be. And that was a big differentiator. I remember going to employer groups trying to talk to them as a small company, and made the comment, look at this Fitbit, it's going to be great. People are using it. And they're asking the question, are people really going to use a Fitbit or activity tracker? So that was a story in 2012. Now, if you didn't connect to a Fitbit, like at the time, our competitors weren't doing that, that was like the novel. And that was our biggest key differentiator.
Now, if you don't connect to Fitbit, Apple Watch, Garmin, these technologies, it's a non starter. So in eight years, what became our biggest differentiator is just table stakes.
Mental health in the workplace
Just in general, I think the two biggest trends that were always happening pre COVID, were accelerated due to COVID. And we were experiencing these changes at different rates, certainly early years was a move to holistic wellbeing and considering mental health, certainly pre COVID it was still taboo in the workplace in terms of a conversation. Less so now, we’ve made a lot of progress due to COVID, for sure.
But it was always something that was gaining momentum. Now when we talk to employers, they're asking, How does Wellable address mental health in the workplace? They've asked us about financial wellbeing things of that nature that just weren't nearly as popular even five years ago.
the shift away from biometric screenings
The second big takeaway, at least in the US market, for sure, is that the original wellness programmes first introduced in the 1970s, and became really popular in the 90s and early 2000s. Effectively had I'm oversimplifying here, two big elements - a biometric screening and a health risk assessment. If I draw your blood of all your employees or tenants, I can capture information that data is good for you. And my argument be just because you have data doesn't mean it's good, right? There's gonna be some actionable intelligence from that data that makes it valuable, but data in itself is just attribute. And then the same thing to health risk assessment, it was heavily clinical focus. It was a self assessment. So you're often asking clinical questions to an employee who doesn't necessarily know the answer, and just feels like they want to get to the assessment and answer the questions.
Tonnes of research has always questioned those, even though for decades, but they have this element of stickiness to it. Employers like Safeway is a very famous case study for employee wellness programme here in the United States. And their whole programme is built off biometric screenings. And if you're Safeway, it's hard for you to walk away from a programme that you built the head, a case study on it that's been very widely touted and things like that.
But new programmes aren't adopting the solutions. And we were found find the old programmes, were willing to slowly peel them away. COVID certainly accelerated that in the sense that you couldn't do biometric screens anymore. So a lot of companies suspended that for the first time in a decade or so. And now they're ask themselves, well, we didn't have it before, our wellness programme is still showing positive results. The biometric screening doesn't cover certain holistic elements like mental health and things like that. And I think they're slowly moving away from those. So those are the two big things I find are trends that are happening or celebrate COVID or continue happening. It's a transition to holistic wellbeing, and moving away from things like biometric screenings and health risk assessments.
Healthy building certifications & wellbeing interiors
Matt Morley
So a lot of change, a lot of movement, an industry that's in full evolution. So let’s shift onto healthy building certifications, where you're dealing not just with wellbeing interior design, but also operational and facilities management processes. So these third party standards like WELL and FITWEL. Now, that can either happen at the owner level, or it can happen at the employer level. how does Wellable connect with tall that?
Nick Patel
Yeah, absolutely. I mean, I would even ask why do we have these certifications, I think it helps people hit certain standards and goals. But I think for really, it's a good way to communicate. If you're in a building, for example, it's a way for you to communicate that we are investing in the health and wellbeing of the tenants. And for most companies who value health and wellbeing that may impact their decision in terms of where they want to set their office and things like that.
It's similar to the ‘healthiest places to work’, companies often strive for that, because the recognition of that healthiest place to work, attracts the right talent, emphasises your values, in terms of caring for the employees and things like that. So it ends up being the end product.
In many ways, I have a number of things that you're engaging with, prior to ever getting that certification. And so as it relates to healthy spaces, especially this new normal, or this kind of post COVID normal that is still kind of unfolding and figure out how it all shakes out. We found or we find I think that promoting health and well being in general, across three buckets is where employers should strive. And we help in many of those areas, but not all of those areas. And by engaging in kind of these three areas or buckets - technology, culture and physical spaces.
Tech, culture and designing physical space for wellbeing
Technology, we always talked about this even prior COVID remote work was increasing, people are looking to be healthy, not just you know, when they're in eight hours a day, in their offices and things like that. And to be able to have a distributed health and wellbeing strategy, there has to be a technology element, there's no real way to do that well outside of that element. And so investing the right technologies, and we're a technology company, as a relates to health and wellbeing is really important. And we offer a number of solutions, depending on the type of wellness programme that you want to offer.
Culture. I always talk to a talk about properties in this way is that people forget that properties have culture to culture, something that companies often associate what's your company culture, but properties have culture too. And it's from you know, is it inclusive? How is it dynamic in the public spaces, all those things are pervasive. And people gravitate to the culture. I mean, that's what culture has is what people are doing when someone doesn't tell them what to do in some ways, right. And so buildings have cultures, employees have culture. And where we've always said is we provide content, we blog a lot, we have thought leadership, we actually have a group within our company that does proprietary research on a number of things, including culture. And that's something that we try to improve, but it's really something outside the scope of what our company does, outside of like guidance and consultation. So we know it's one of the key pillars. And, you know, we're actually personally focusing a lot on diversity, equity inclusion right now in terms of just research and understanding what that means.
We read an article from a professor at Harvard that that summed up pretty well, she said - there's no amount of employee wellness programmes, or company benefits that can offset racism in the workplace. That hit the nail on the head as relates to how important culture is as relates to health and wellbeing.
So then we have physical spaces, whether it's on site gyms, healthy food options, air quality, things of that nature.
As companies or buildings kind of pursue health and wellbeing in the lens of these three areas, I find that they typically can sail through the certification process. And the certification process, in our view, is really getting recognition for all the work you're doing as it relates to health and well being.
Matt Morley
I think that's a crucial insight that to unpack and in a sense demystify some of these healthy building certifications that can seem quite imposing and really a mountain to climb. When you're coming from a standing start. I think the point you're making very clearly, and it's a powerful one, is that if you're active in this space, if you're already engaging with the idea of workplace wellness, and you're looking after your employees, a healthy building certification should be within reach. It's a subtle point, but the certification is really kind of like doing the exam, having done the hard work, right? And Wellable is there to help with some of the hard work. So you can, in a sense, do all of that first, and then the certification just comes later, rather than starting with that and having to roll all of this out, because there's a lot to do.
ESG - Environmental, Social and Governance
So how does Wellable’s work contribute to ESG?
Nick Patel
What's interesting about ESG is that the definition is continuously expanding. So for I think, ESG, when people often associated with this, several years ago, it was around largely a sustainability movement, about going green. And what we found actually, by the requests in demand of our clients, both current perspective is that they often lump that sustainability element into health and wellbeing. And so the general concept being that you know, being healthy to the earth often equates to being healthy to yourself, walking to work or biking to work has both of those benefits. And they're deeply, deeply connected, clean air, good for your body, it's good for the earth, deeply, deeply connected. And so we find that that definition, I would have told you when we first started this company, that we would never be in the concept of sustainability risk broadly. And now we find that they're overlapping very heavily. And so that's where I think our biggest splash happens as a relates to the ESG movement.
But to your point, we often talk to companies, when we think about community health initiatives. And as a public health level, government, especially local governments are doing a really good job about driving Community Health had done an extremely good job of connecting with the private sector, off the concept of Yes, this is the right thing you should do. That is what ESG is about. In many ways, these are the right things you should engage in similar to you should have an employee wellness programme for the right reasons. But by the way, there are all these extra ancillary benefits that come from it.
Community engagement in ESG
In the case of the ESG movement, where we're seeing really big changes and impacts on public health at the local level, it's the private sector, recognising something that was when you would think is fairly obvious is that you recruit and retain employees from the community that you operate in. So if you're in whatever town or city may be, having healthy, happy, healthier citizens of that town or city is going to translate into your company benefits as well. Obviously, your wellness programme can help accelerate those type of things. And we're finding that companies are starting to invest in community health initiatives, so not just helping their employees who are living in those communities, but helping all local citizens is where the wellbeing movement is most deeply tied as relates to ESG.
We started originally, just as employer focus, we've started expanding to properties. And now we have a number of groups, from public health departments and things looking to run community programmes. And largely this is driven by this ESG movement.
Matt Morley
I've seen that very much there's been this kind of kicker in that particular piece of ESG. Around community. Suddenly, the Black Lives Matter moment, I think was a was a turning point in that and it really then suddenly put community up there not just in terms of ethical business practices, or ethical procurement policies for business, in line then with how you look after employee employees, but then there was this piece in between around the community. I think that's, that's a strong point dimension.
Now, but underlying all of this, then is that discussion with the CFO where the saying, okay, but that all sounds great, but you know, show me the data, show me the evidence of how this is having a tangible impact on our staff and on our business. So how does wearable play into that conversation around generating hard data? And if you like, almost analytics around the impact of of working with you?
Nick Patel
Yeah, there's a transition to a couple of questions. Previously, you mentioned about what's changing in the employee wellness space. And I didn't mention this, but this is something that certainly was happening, it's top of the list as well, is that there's a shift from ROI, return on investment, to VOI value on investment.
So the classic model, going back to the, you know, original, old school wellness programmes was that I could invest $1, into an employee wellness programme, and I would extract $2 in savings. You know, if you're in the United States, where you're uncovering your health insurance for all your employees, that would most likely show up in your health care costs. And that's why you did the investment was a strictly financial decision. And what we've transitioned from that, and a couple ways, one, a, that's really hard to measure, right, there are all these external factors that are in play there outside your control COVID. Being a great example, more commonly, you know, a high flu season one year, also has an impact on your claims and things that day to day or year to year, but doesn't necessarily show doesn't always get removed from a wellness programme, per se. Vi, for example, says let's consider those financial benefits, let's consider all these other things to have financial outcomes, but don't show up in a certain hard dollar.
So things like employee retention, depending on the near the number you use, it can be you know, the cost of someone's full salary for a year to just recruit a new employee. So it's always cheaper, like it is in business to retain a customer than find a new one. Same thing with keeping an employee who is familiar with your processes. You don't have to go through the training or the finding that talent, things like that greater productivity, so less sick days, greater productivity in the sense that people have fatigue at the end of the day. And Healthy People are typically still very active and alert in productivity terms at 4pm when they're working and things like that.
So there's a long list of what those value on investment elements could be. So the first place we always start with companies is why are you having this programme? What are those key kind of value on investment metrics that you will measure success? So whenever we have a client join Wellable they fill out a questionnaire and one of the questions is how do you want to measure success and that's really kind of a way to capture these VOI elements, and then from there, you have to capture the data.
So if someone says, Yes, I would like to see less sick days, we need to find out where in there, you know, time attendance records that data sets. If it's about health care costs, how can we have access to those health care claims to begin to measure those things. And so for most companies, especially the ones we're working with, who in many cases are either transitioning from a different wellness vendor to our platform, or just launching a programme for the first time, they conceptually have an idea of things they want to track, but they don't necessarily haven't implemented anything around that in the first step is that data capture based on those specific elements that you want to measure? And from there, depending on what those elements are, the measurement process is a little bit different.
In every scenario, there will be some kind of confounding variables, for example, COVID, right. So looking at healthcare claims of last year, there's no way for you to segment out perfectly, but you should consider that as you think about, you know, the value you're getting from. And at the end of the day, you can measure programme success through these value on investment metrics. But we always talk about why are we doing these programmes, it's for the right reasons, it's for those employees, it's for those tenants.
So I would always encourage employers, and we have it built into our programme capturing the feedback of those participants, right, there's no version of our sick days dropped or healthcare costs drop, and then every employee hits the programme, that's not a successful programme, it really comes down to that. So in every scenario, you're capturing their feedback, you want to make sure what they're doing is fun, because if it's not, it's not sustainable. And you want to make sure you're really building a programme based on the needs and the wants of that audience.
Matt Morley
I like it. So it's a qualitative approach combined with some of the quantitative data to give you some some real, tangible feedback from from the front line, it strikes me a lot of what you're doing then is is in a sense about content creation. What's the strategy behind your content creation?
Nick Patel
Yep, so we work with a diverse population. So everything we're doing is effectively all of the above. And some companies webinars resonate really, really well. Other ones they don't, and just for cultural reasons, based on individual interests and needs, sometimes marketing issues. So our goal is to offer a diverse set of content. So just actual material and topics we cover and deliver that in a diverse way, in terms of different media types, articles, video content, long form material, short form material, things like that.
The one thing I'll say, just as like a business founder is I never thought that we would be as much in the content game as we are now. I just mean, looking back on it, it seemed pretty obvious, but it never occurred to me, we have a very large content team. And they're very busy! And so when we think about content, we think about the combination of two factors, one, responding to demand.
So there's demand for greater mental health resources and things like that we need to respond to those areas. And we're consciously doing that. And we're going to do that in different formats. I think what's tricky is we often are seen as a thought leader, by our clients we're trying to be so I guess it's no surprise there. And so when that perspective is put in, we're being asked to think about the future in a way they have not.
So for us, no one ever asked us to create content, on the health benefits of gratitude for example, the health benefits of finding purpose in your life, or the science of happiness, but we did it. Those are all things that conceptually when you talk to an employer or property and say, hey, these are things are really important. Have you considered to incorporate that your wellness programme and we show all the data around that tie it to, you know, health benefits and well being? They jump on it quickly, but there's something no one ever demanded.
So when you go talk to most employers, they're asking us to do fiscal activity programmes and nutrition programmes. Obviously, we need those some groups now asking for mental health and financial well being, but we cover so many dimensions of health and well being and educating those employers on why those dimension are important, is critical. And then, you know, identifying where those areas to invest in so that's what we spend a lot of time at The back to actually why we formed Wellable is supposed to be this thought engine for us, not just for our content creation, but also for just general topics in the HR and property management space.
The big thing we're working on now is, as I mentioned before, is diversity, equity inclusion. I don't know exactly what that means from a product perspective, or how we're gonna deliver that content. And we're still exploring it. But we know that it's critical to the future health and well being. And make sure we deliver that in a format that kind of impactful to our customers.
Matt Morley
I really encourage listeners to have a little dig around on your site, I found it really interesting and insightful to spend a little time Yeah, moving through the space that you've referred to the empty content that you provide online, as a way to see almost taking the temperature of what both you think is important and relevant, and presumably what what the world of work is asking for, in terms of relevant content. So just seeing the diversity of the articles and the headlines out there was was a real eye opener for me. It's, it's been fascinating. Thank you so much for your time, you've got a really exciting future ahead. So I wish you the very best of luck. How can people reach out Connect, follow along, see what you're up to?
Nick Patel
Yeah, absolutely. If you have any questions, you want to connect me directly my emails just Nick @ wellable.co but a great place to start is of course our website www.wellable.co where you can check out our blog, definitely subscribe to it. I think a couple years ago, we won our award for the best wellness blog, we continue to produce a lot of interesting content there. So if you're just broadly interested in health and wellbeing as your HR person or property person or whoever it may be, it's a great way to get different pieces of content on current issues, emerging issues, and really the future of health and well being at the enterprise level.
Matt Morley
Awesome. Thanks again Nick. It's been great.