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.

Person-Centered Therapy vs. Cognitive-Behavioral Therapy: What’s the Difference?

By Julia Miller Sep 27, 2017 8:00:00 AM


If you’re like most people, you’ve probably struggled with some sort of behavior change, like exercising more regularly, better managing stress, or eating more healthfully. There are many benefits to working with someone else, whether it’s a therapist, counselor, or coach. While there is a relational quality to all types of counseling (a client/patient must want to talk and share with their therapist, after all!), approaches come in all shapes and sizes.

Person-centered therapy (PCT) is based on a foundation of empathy, unconditional positive regard, and authenticity. It assumes that people are naturally inclined toward positive growth and that they have a great capacity for self understanding and modifying their behavior and attitudes, given the right environment/climate/support.

Cognitive-behavioral therapy (CBT), on the other hand, is based on the assumption that most problems are a result of negative thoughts, which means that existing cognitive patterns must be altered in order to move past emotional or behavioral issues.

To help bring these definitions to life, below are two similar conversations, one that uses the PCT approach we favor here at LifeDojo, and one that uses a CBT approach.

A New Paradigm for Approaching Mental Health in the Workplace

By Chris Cutter Sep 21, 2017 8:00:00 AM

If you have a stake in your employees’ health (and most HR, benefits, and people managers do), you’ve probably already realized that poor mental health among your employees is a massive and complex problem. And the larger your company, the more people who are likely affected by it (we’ll look at some numbers a bit later).

Poor mental health clearly comes at a tremendous cost to the employee who is suffering, but also to your company as well.

Yet because of the complexity of this topic, it can be challenging to address mental health issues in a timely and effective manner. In a recent webinar, we covered this topic in detail. If you'd like to dive right in, you can watch the on-demand recording here. In this post, we'll discuss the barriers to addressing mental health in the workplace and offer a new paradigm for overcoming these barriers.

How Blue Apron Approaches Employee Wellbeing

By Melissa Suzuno Sep 20, 2017 8:00:00 AM

How does a 5,000-person company with employees distributed in offices and warehouses around the country approach employee wellbeing? LifeDojo recently caught up with Hannah Bertiger, Benefits & Wellness Coordinator at Blue Apron to find out!

Read on to learn about Blue Apron’s current programs, goals, and nutrition tips!

Dispelling the Myths of Workplace Wellness Programs

By Chris Cutter Sep 14, 2017 8:00:00 AM

You’ve probably observed a disconnect between the ideal version of workplace “wellness” and the all-too-common reality. In the ideal version, you have an office full of motivated, healthy employees who participate in your programs and achieve lasting results. But if you’re like a lot of other benefits and HR leaders, your reality looks a little more like this: minimal enrollment, low participation, and few lasting results.

Why is there such a big discrepancy here? There are a number of myths circulating around workplace wellness programs, and the perpetuation of these myths is preventing employers from helping employees make lasting health improvements in their lives.

We discussed these myths, and explored the science-backed solutions to those myths in more detail in a recent webinar, but you can keep reading here for the quick overview.

In this post, we’ll uncover and dispel the four prevailing myths in the wellbeing and health industry that hold back the true potential of behavior change in your employee population. Some of the insights include: the role of information and knowledge in habit change, the time it takes to change a habit, the downside to social challenges, and whether distinct programs are necessary for specific types of habits.

We’ve Got the Cure for These 4 Common Wellbeing Program Ailments

By Hollis Kool Sep 13, 2017 8:00:00 AM

With most ailments like the common cold, you usually know exactly what to do. When you have a sore throat, you gargle with salt water. If you have a cold, nothing works better than Mom’s chicken soup. But what if you’re struggling with something that’s a little more complex?

3 Questions to Ask Before Launching a Wellbeing Program

By Melissa Suzuno Sep 6, 2017 8:00:00 AM

You can see the future, and it’s looking bright. Everyone at your company is feeling energized and enthusiastic about their work, connected to the people around them, and full of vitality.

Sounds great, right? It’s easy to imagine that a wellbeing program will solve all of your company’s problems and transform your employee experience. But it’s important to take some time to clearly define exactly what your goals are for your wellbeing program.

Here are three big questions to ask yourself before you launch any wellbeing program.

How to Personalize Your Employee Wellbeing Program

By Hollis Kool Aug 30, 2017 8:00:00 AM

Here’s a common scenario: Your company decides to offer a wellness challenge, and you get a big group committed to running a 5k or walking 10,000 steps a day for a month. People seem excited and motivated at the beginning of the program. But by the end, or a few weeks after? That excitement has vanished.

Why does this approach to employee wellbeing tend to fade out? First off, once the ideal conditions and group encouragement are gone, most people revert back to their usual habits (you can learn more about how tricky it is to really create new habits here). But perhaps more importantly, it’s because the goal was set externally and isn’t necessarily relevant to each individual participant.

Want to know how you can start making personalized wellbeing programming that recognizes your employees as individuals? Read on to learn more about the benefits to personalizing your wellbeing program, and how to actually accomplish this. Let’s get personal.

Habit Change & Workplace Wellbeing: Part 2

By Hollis Kool Aug 24, 2017 8:00:00 AM

In Part 1 of this series, we explored some of the factors that go into the mechanics of habit change and why it’s so hard to adjust our behavior, even if we have a strong desire to make a change. If you missed it or want a quick refresher, you can see that post here.

In this post, we’re going to look at how the science of behavior change can impact your employee wellbeing programs, and what that means for you as you design them.

Habit Change & Workplace Wellbeing: Part 1

By Hollis Kool Aug 23, 2017 8:00:00 AM

"We are what we repeatedly doExcellence, then, is not an act, but a habit.”

- Aristotle

Your alarm rings at 6am, you hit the snooze button—five more minutes of sleep. The second alarm goes off, and, grunting, you sit up. You reach over to shut off the alarm on your phone, and open up Facebook and start scrolling. If you’re feeling extra groggy this morning you might venture over to Instagram and Snapchat, too. Thirty minutes later, you’ve somehow managed to get yourself showered, dressed, fed, and out the door for work.

This morning routine—which may be a little hectic, but relatively low effort—is fairly unremarkable. Maybe your Special K ran out and you switched over to Honey Nut Cheerios, but for the most part, you can’t remember the specificities of one morning from the next.

The quote above from Aristotle makes the ordinary feel more remarkable than it seems. But, he has a point: Habits are the building blocks of our minute-by-minute behaviors, which make up our day-by-day routines. These automatic, unconscious routines make up our semblance of a person—40% of our behavior, in fact, is habitual rather than decided.

But what if we want to augment these routines? What if we are unhappy with the type of lifestyle they create in aggregate?

As an HR person or employer, you may wonder how you can encourage positive routines for your employees or help them disrupt their unhealthy habits. And wellbeing programs are one effective approach to accomplish this.

In Part 1 of this two-part series, we’ll take a more in-depth look at how habit formation actually works, how long it takes, and what makes it more likely to stick. In Part 2, we’ll consider what this means for your workplace wellbeing program design.


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Lifedojo solves the employer’s crisis of under-utilized disease management, behavioral health and well-being benefits through an all-encompassing employee behavior change engine.

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