(Editor’s Note: Chris Boyce is one of our featured guests at #TChat Events Wednesday, Feb 12, 2014. Join us to discuss employee engagement issues! See details in the preview post: “Does Your Workforce Feel the Love? “)
Written by Chris Boyce , CEO, Virgin Pulse
Headlines are a funny thing. They often do a terrible job of telling a story. Earlier this year, the RAND Corporation published what headlines described as a sobering report on the state of workplace wellness .
At first glance, these initiatives appeared to be falling far short of the mark. But (as is so often the case) headlines only tell a tiny slice of the story. To find the truth, we must look beneath the surface.
Wellness 1.0: A Flawed Model
It’s correct that the traditional concept of wellness is broken. Employers have been overly prescriptive with wellness strategies — relying far too heavily on specific programs, health risk assessments (HRAs) and biometric screenings . These tactics typically produce short-term gains, but they lose on long-term impact. This “Wellness 1.0” approach clearly has failed.
The Power Of Wellness 2.0
Traditional wellness has struggled because it overlooks a critical issue — telling employees how to act is not the same thing as empowering employees to make their own healthy behavioral choices, and supporting them along the way. In short, for workforce wellness to gain a meaningful foothold and make a lasting impact, culture must come first
How can companies accomplish this mission? In theory, it’s simple. But in reality, it can be a challenge. Developing a culture-first mentality means focusing on employees’ Total Quality of Life — including physical, mental, social, emotional, and financial health. It’s not just about convincing them to join a weight loss program or complete an annual HRA. It’s about connecting with them in ways that put lifestyle changes within easy reach, and encouraging them support one another through the process of transformation.
Creating a culture geared toward Total Quality of Life requires solutions that are engaging, social and fun, so employees naturally weave them into daily activity. It means moving beyond traditional wellness boundaries by connecting participants with a highly available online platform. It means providing “anytime” access to smart tools and resources that comfortably fit into an employee’s world — making it simple, interactive and rewarding to choose healthier options on a continuous basis.
Success Factors: Walking The Walk
Download the related Pulse Paper now Every Total Quality of Life strategy should incorporate healthy goals as foundational elements. For example, it’s essential to encourage nutritious eating habits and regular physical activity. But it’s also important for employers to demonstrate commitment to those goals by offering things like healthy cafeteria options and access to onsite workout facilities, so employees can easily integrate these choices into their daily routine.
Other elements can take Total Quality of Life even further. For example, classes that help employees establish and manage a 401k, or learn smart retirement savings strategies demonstrate an even deeper commitment to workforce well-being. The result? The more employers invest in employees’ personal and professional growth, the more committed, engaged and productive those employees will be. In short, a holistic approach is a wise investment in future business performance.
Measurable Improvement: It’s A Matter Of Time
Of course, cultural shifts take time. But they’re far more effective if employees believe you care about them — not just as “human resources,” but as whole humans. Employer commitment is key. Once employees move forward with wellness objectives, and begin to reach early milestones, they’ll start feeling better about themselves. Soon, personal achievements like weight loss or community volunteer involvement begin translating into direct payoffs at work. You’ll see more passion, creativity, and focus on the job. And when you reinforce these positive outcomes, it will lead to even more ambitious objectives.
Rewriting The Wellness Story
What headlines you should expect for Wellness 2.0? This next-generation approach to wellness, focused on Total Quality of Life, is helping companies shift their approach to a culture of continuous engagement. So keep looking for stories of individual and business transformation, fueled by more productive, loyal employees. Those stories are real, and ready to be told.
(Editor’s Note: Looking for more details about how to engage and support your workforce? Download the latest Virgin Pulse Paper, “ Total Quality of Life: A Roadmap for Employee Engagement ” by TalentCulture CEO, Meghan M. Biro.)
About the Author: Chris Boyce is CEO of Virgin Pulse . He is an accomplished technology entrepreneur who brings more than 15 years of consumer loyalty, enterprise and consumer software experience to Virgin Pulse. Leveraging Virgin’s philosophy that business should be a force for good, Chris’ leadership has been instrumental in guiding Virgin Pulse’s development of market-leading, technology-based products and services that help employers improve workforce health, boost employee engagement, and enhance corporate culture. Chris has an MBA from Harvard Business School. Connect with him on LinkedIn or Twitter .)
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