In the quickly evolving benefits space, we’ve watched many concepts and trends change—and the transformation from wellness to well-being is one of them.
There’s great desire from many companies to implement the right well-being program for their employees. Every workforce is different, so the various well-being goals will be different. Not only is a unique strategy required, the delivery of it is something today’s employees feel owed by their employer.
And, it can only help HR leaders in their ongoing quest to boost benefits engagement. In fact, a well-being strategy can support that initiative as well (and help people live healthier lives along the way). Here’s how:
1. Offer variety
You may have a number of point solutions that promote healthy lifestyles. Whether it’s diabetes management, weight-loss support, or smoking cessation, you invest in these vendors because they’re relevant to the needs of your population.
But you can’t just integrate and hope for the best. Instead, you need to make deliberate efforts to show people why they should get involved (and how fun and easy it can be). By adding gamification, incentives, challenges, and other compelling activities into the mix, you’re more likely to motivate participation.
This is exactly why we’ve curated a toolkit of experiences that foster better health and financial literacy, like healthy-recipe sharing and an HSA quiz. It’s also why we created HealthQuests: interactive journeys that support behavior change. These coaching programs use videos, flashcards, and friendly digital guides to help people stay on track with their goals in an easygoing manner. From exercise to diet to financial management, each HealthQuest empowers people to take control of their well-being.
Clever approaches like these can help people take that first step toward well-being opportunities—ones they otherwise could have missed.
2. Keep it relevant
Rather than prescribing one experience for everyone, give each person the opportunity to make their well-being journey their own. The aforementioned HealthQuests can do wonders on this front. People can choose from more than a dozen goals to pursue: One person might take a HealthQuest to reduce their sugar intake, while another might take one to reduce their stress level. It’s all about enabling them to pursue the goals that matter most in their lives.
You can also apply data to take personalization to the next level. Biometrics and medical claims, for instance, can shed light on people’s needs. That kind of data can be used to build customized incentive checklists that guide them to the activities that are most likely to serve their specific well-being goals. Plus, it will help drive engagement in those aforementioned point solutions you’ve already invested in.
When you connect with people on a personal level, you will connect them with things that can change their life.
3. Make repeat encounters easy
While it’s important to actively push your well-being program, enabling people to arrive at those experiences on their own is just as key. Bottom line: Keep navigation intuitive.
It all comes back to that ongoing challenge HR leaders deal with every day: improving benefits utilization and engagement. The same task applies to your well-being resources. Continue your nudges, but make sure people are empowered to take charge and arrive at relevant resources when they want to—because the right time can be many times. User-centered navigation sets the foundation for ultimate personalization; after all, it puts those experiences directly in the hands of people using them.
Two purposes, working together
When benefits and well-being initiatives go hand in hand, the overall impact is stronger. People use their benefits to get closer to the goals they want in life, and when those goals are met, well-being improves. What’s more, when people feel a greater sense of well-being, it’s easier for them to meet other goals—including business ones.
The time for better well-being is now.