Employers often use the terms “participation” and “engagement” interchangeably when describing the outcomes of their wellbeing program or resources. Wellvation views participation and engagement separately, with each providing value in understanding whether the wellbeing program is working.
Productivity, health care costs, and workplace resilience are big ROIs of workplace wellbeing. But they are also end-stage outcomes of highly effective wellbeing programs. To get here, companies need to reach a tipping point of employee engagement where lifestyle risks are being reduced and health i...
Employee wellness participation first requires employees to commit to lifestyle changes. Accordingly, humans must first generate the energy and motivation to change up routines and then commit to change. Since we are biologically wired toward routine, and not change, igniting wellbeing participation...
Personalization is certainly the buzz in employer-wellbeing. Employers look for it. Vendors claim to do it. But what does it mean for capabilities, offerings, and experiences? Does setting your own goals or picking activities equal personalization.
Employees want workplaces to prioritize their health, yet engagement continues to lag in many employer-sponsored wellbeing programs. Despite significant organizational investments in targeting strategies and incentivizing participation, organizations struggle to implement programs that are highly va...
There is little debate on the impacts of workforce engagement on organizational viability and effectiveness. The question that remains is, How can organizations create cultures that drive engagement? According to The Leader’s Guide to Corporate Culture published in the Harvard Business Review [1], l...
