The 5 Pillars of Employee Behavior Change: Pillar #5

By Melissa Suzuno Nov 8, 2017 8:00:00 AM

You have high hopes for your employee wellbeing program—you’re going to motivate and inspire your employees to eat healthier, exercise more, quit smoking… well, the list goes on and on. And while you may have good intentions, if you’re like the majority of HR and benefits leaders, you’ve probably seen a bit of a gap between your hopes and reality. It can be hard to get the numbers you’d like to see for enrollment and participation—not to mention lasting engagement and long-term behavior change.

Part of the problem is that many programs neglect the science of behavior change, which minimizes their chances of long-term success.

In this series, we’ll explore the five pillars of behavior change that will help you design an effective employee wellbeing program. You can find the posts on Pillar #1 here, Pillar #2 here, Pillar #3 here, and Pillar #4 here.

The fifth pillar focuses on environment. How can you create an environment that makes it easier for employees to stick to healthy habits? Read on to find out!

The 5 Pillars of Employee Behavior Change: Pillar #4

By Melissa Suzuno Nov 1, 2017 8:00:00 AM

You have high hopes for your employee wellbeing program—you’re going to motivate and inspire your employees to eat healthier, exercise more, quit smoking… well, the list goes on and on. And while you may have good intentions, if you’re like the majority of HR and benefits leaders, you’ve probably seen a bit of a gap between your hopes and reality. It can be hard to get the numbers you’d like to see for enrollment and participation—not to mention lasting engagement and long-term behavior change.

Part of the problem is that many programs neglect the science of behavior change, which minimizes their chances of long-term success.

In this series, we’ll explore the five pillars of behavior change that will help you design an effective employee wellbeing program. You can find the posts on Pillar #1 here, Pillar #2 here, and Pillar #3 here.

The fourth pillar focuses on taking a person-centered approach to wellbeing. Read on to explore this concept in more detail!

The 5 Pillars of Employee Behavior Change: Pillar #3

By Melissa Suzuno Oct 25, 2017 8:00:00 AM

You have high hopes for your employee wellbeing program—you’re going to motivate and inspire your employees to eat healthier, exercise more, quit smoking… well, the list goes on and on. And while you may have good intentions, if you’re like the majority of HR and benefits leaders, you’ve probably seen a bit of a gap between your hopes and reality. It can be hard to get the numbers you’d like to see for enrollment and participation—not to mention lasting engagement and long-term behavior change.

Part of the problem is that many programs neglect the science of behavior change, which minimizes their chances of long-term success.

In this series, we’ll explore the five pillars of behavior change that will help you design an effective employee wellbeing program. You can find the posts on Pillar #1 here and Pillar #2 here.

The third pillar focuses on the topic of, well, focus! Let’s investigate why it’s important to narrow in on one habit rather than trying to make multiple changes at the same time.

Why your company (really, really) needs a stress management program

By Irene Malatesta Oct 24, 2017 12:21:37 PM

Most conscientious HR leaders today understand the importance of wellness programs for employee stress management.  Reducing workplace stress contributes to long-term employee happiness, worker retention and productivity, leading to a new trend in more comprehensive mind and body wellness initiatives.

The problem that many HR pros face? Convincing upper management that programs especially focused on stress management are not just “nice to haves” but rather, essential tools to improve both employee health and the health of the business. Stress leads to higher healthcare costs for businesses, lower productivity among employees, and lower employee morale, leading to lower retention and associated hiring costs. In short: Stress in the workplace is a big deal, and it’s worthwhile for the C-suite to take notice.

3 Science-Backed Steps to Better Workplace Communication

By Hollis Kool Oct 19, 2017 8:00:00 AM

I’m about to share a truth that may be a little hard to hear, but it needs to be said. Most of us are really bad at communicating—especially at work. There’s a reason why it’s so hard to communicate well in the workplace: We have to navigate the fine line between professional and social as well as the complex relationships we have with our coworkers.

But communication is such a big part of the employee experience that it can’t be neglected any longer. And it’s no secret that it’s a pain point at many companies. In fact, according to research by Deloitte, only 14% of companies believe their internal processes for collaboration and decision-making are working well, and 77% believe email is no longer a viable tool for effective communication.

It can be particularly difficult to change the entire nature of your workplace’s communication. Overhauling everyone’s communication style is a tall order. But, you’d be amazed at the way that changing your approach to communication can affect nearly all of the interactions happening around you.

Read on to learn about three tactics you can start to practice to work better in teams, improve interactions with your manager, help lead others, or find the right tone while you are in the break room.  

The 5 Pillars of Employee Behavior Change: Pillar #2

By Melissa Suzuno Oct 17, 2017 8:00:00 AM

The Grassroots Approach to Employee Wellbeing—And Why it Works

By Chris Cutter Oct 11, 2017 8:00:00 AM

The ideal version of employee wellbeing looks something like this: You have an engaged, enthusiastic workforce where employees are excited to come to work and have plenty of strategies to maintain their physical and mental health. And most of us have launched employee wellbeing programs with that very expectation.

Unfortunately, we often find that reality is a stark contrast to our idealized vision. We don’t get the enrollment or engagement we’d hoped for, and we see our employees revert back to their old behaviors after trying but failing to make lasting changes.

In a recent webinar, I spoke about how to build a culture of wellbeing at your company. In this post, I’ll focus on one aspect of this discussion: the grassroots approach to employee wellbeing. Read on to learn why the grassroots approach is so effective and what this could mean for your own employee wellbeing program.

The 5 Pillars of Employee Behavior Change: Pillar #1

By Melissa Suzuno Oct 5, 2017 8:00:00 AM

You have high hopes for your employee wellbeing program—you’re going to motivate and inspire your employees to eat healthier, exercise more, quit smoking… well, the list goes on and on. And while you may have good intentions, if you’re like the majority of HR and benefits leaders, you’ve probably seen a bit of a gap between your hopes and reality. It can be hard to get the numbers you’d like to see for enrollment and participation—not to mention lasting engagement and long-term behavior change.

Part of the problem is that many programs neglect the science of behavior change, which minimizes their chances of long-term success.

In this series, we’ll explore the five pillars of behavior change that will help you design an effective employee wellbeing program.

The first pillar focuses on the topic of motivation: How do you inspire employees to take a particular action, both at the outset and then on an ongoing basis?

The Case for Investing in Employee Wellbeing Coaching

By Hollis Kool Oct 4, 2017 8:00:00 AM

What’s the first thing you feel like doing after having a frustrating day at work? Coming home and complaining to your spouse, roommate, or best friend, right? Commiseration and validation of our emotions feels good, and usually brings us closer to others when we feel like they understand our experiences or feelings.

While you’re actually at work, though, it can be difficult to share your emotions in an appropriate or constructive way. You may worry that venting frustration, anger, or disappointment could get you labeled as a problem employee and hurt your chances of promotion and success at work. But what if there was a way for you to participate in the same type of commiseration and validation you experience in your personal life within a work setting?

Some employers have begun to offer real-time health and wellbeing coaching, effectively giving employees a way to express their emotions in a safe space at work. Keep reading to learn the benefits of including health coaches in your workplace wellbeing program, and why it’s worth the investment!

Is it Time to Rethink Your Approach to Employee Wellbeing?

By Melissa Suzuno Sep 28, 2017 8:00:00 AM

Today more than ever, employers are focused on how to improve the employee experience and fundamentally, the wellbeing of their workforce. Organizations are quickly realizing that the always-on mentality, stress, organizational design, and other factors of modern work are significantly impacting their employees’ ability to be productive, successful, and happy at work.

Yet despite this realization and the desire to overcome it with employee wellbeing offerings, many companies are still struggling to see tangible, lasting results.

We understand that as an HR or Benefits leader, you’re in a difficult place. Of course you want your employees to be happy and healthy, but the programs you’ve tried and the resources you’ve invested haven’t worked out the way you intended.

Why is that?

Let’s explore the biggest roadblocks to effective employee wellbeing programming.

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