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How do we drive employee participation and engagement?

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How do we drive employee participation and engagement?

10/5/2015 2:23 PM EDT (edited)

How do we motivate employees to become active participants in their employers' HealthETeams Challenge teams?

1. 10/5/2015 2:28 PM EDT

We should provide HR directors or other project leaders with appropriate communications tools, such as email templates. And we should make sure there is adequate internal messaging from senior management, wellness team members and other participants to encourage employees to become involved.

2. 12/10/2015 12:10 PM EST

Yesterday, in our meeting with the HR staff from EVMS, we discovered a concept for having employees pay a moderate amount to build a rewards fund, beyond that which we would provide from our share of proceeds. This could add up to substantial funds and can create a real "WIIFM" for participants.

3. 12/22/2015 2:15 PM EST

I am writing a new blog based on an article in the Sunday, December 20, 2015 Career Connection section of The Virginian-Pilot. The article's premise is that there are three main ways that employees can successfully climb the career ladder.

The article lists those three ways as follows:

  • Improve your leadership skills
  • Be a team player
  • Be visible

If this article is true, then positioning the HealthETeams Challenge as a way to deliver on the three elements above would be an impact-filled way to attract the right employees to the project within participating teams and employers.

4. 12/22/2015 2:50 PM EST

I like Joe's Forum topic and went to his most recentl Blog posting to read more from the article. I noticed when I read his Forum posting that there was not a link to his most recent Blog posting. So, here it is:

https://hamptonroadscares.org/show/healthetogether-solutions-group-norfolk-virginia/post/114/healtheteams-challenge-and-three-ways-to-climb-the-career-ladder

5. 1/21/2016 11:06 AM EST

I like the fact that in our model for HealthETeams Challenge we incorporate opportunities for employee teams to form and to enable employees to express themselves and share their ideas and activities for improving health. A big motivator for many employees is healthy competition, winning some sort of meaningful recognition and financial reward as a member of a successful group. And the idea that a portion of proceeds can be contributed to a worthy cause such as helping nonprofits deliver similar services to underserved citizens is a key too,

6. 1/23/2016 10:22 PM EST

In the end, employees will change behavior when they see that it is good for them, that it will help their teammates and their company, that their individual and collective changes will benefit their community, friends and family and that their customers will appreciate what they and their employer are doing.

Like all projects, there has to be a good plan, their needs to be ongoing and persistent communication and reinforcement for what's working. And incentives need to be meaningful. While it seems simple, truth is if it were easy and didn't need any ongoing oversight, then employee wellness programs would all be going fantastically!

7. 3/4/2016 6:43 PM EST

I read an article this past week on the website, www.benefitnews.com that offered some helpful tips for how to use the concept of "gamification" to make wellness programs more engaging the enticing to keep participation and activity high. Download a reprint of the article from the attachment below or go to the link in the Documents section of this healthETeams Support group profile by clicking on the following link: https://hamptonroadscares.org/show/healthetogether-solutions-group-norfolk-virginia/folder/4595.

8. 3/4/2016 6:49 PM EST

I like the concept of how "gamification" can enhance the experience of active wellness program participation for employees. This is directly aligned with the key concept of mobile app challenges and the competition we offer in the HealthETeams Challenge. Here are the key points of the article that were most relevant to my way of thinking:

1. Wellness quests. Challenge your team members to sneak extra exercise into their day. Have them jot down a checkmark every time they take a stretch break. Heat up competition by posting results on a whiteboard for all to see. Add rules or creative complexities as time goes on and the activities become easier. The more quests employees complete, the healthier they’ll be.

2. Social communities. We all need a little help from our allies. We crave support from one another, and we’re willing to dig in deeper when we know others are rooting for us. So it’s no surprise that social interactions and competitions help employees stay motivated and happy. Hook your employees into healthy activities with team vs. team challenges, photos, comments, nudges and cheers. Recognize accomplishments in ways that best fit your company’s culture – whether that’s sending around leaderboard rankings each week or letting peers nominate each other for special badges.

3. Power-ups. The journey to well-being is never over — but it’s nearly impossible to keep going if you don’t hit milestones. This is when you need to activate “power-ups” — the quick tasks that feel like small wins. Remember how satisfying those power-ups were in your video games of childhood? Encourage your employees to take baby steps toward their goals. For instance, they may not have time for a lunchtime workout, but can they sneak in a few jumping jacks before every meeting? How about simply standing up for two minutes? Or taking a mid-meeting plank break? Achievements like these provide a burst of energy and intrinsic motivation to help us stick with commitments.

9. 3/11/2016 8:55 PM EST

It sounds like the last Cox Business Executive Discussion series event titled "Energizing the Workforce" was one that was chockfull of real world examples of things any manager and leader can do to help their people take their performance to the next level.

10. 3/16/2016 2:07 PM EDT

Very interesting set of articles in last Sunday's edition of The Virginian-Pilot. One article espoused the value of a team-oriented approach and cited the NFL draft as a model for how that works. Another one described how some co-workers don't want to give at the office to pre-selected charitable causes. This article suggests that letting employees choose a charity of their choice for contributions may be more powerful in terms of getting their support.

Of course, our HealthETeams Challenge concept addresses both of these employee participation and engagement models. So that is a good thing....

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