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Keep your Employees Motivated with Workplace Wellness

An effective business wellness program relies on engaged and motivated staff. Employees are more likely to take advantage of their employer’s health benefits and to make a positive difference for their coworkers. This is why HR and wellness experts are constantly looking for innovative strategies to keep and boost employee engagement throughout the year.

You’re probably not the only one who struggles to prioritize themselves and take steps to improve their health; your employees do, too. So consider what would happen if you could change that—if you could increase employee engagement and encourage people to make healthy choices.

Keeping employees involved in your workplace health program is difficult. Employees’ enthusiasm and motivation can quickly dwindle when wellness activities become repetitive and uninteresting. But, on the other hand, a wellness program would be useless if employees did not engage and participate in it.

So, if you’ve been running a wellness program for years or are just getting started, keep these tried-and-true methods in mind to keep your employees engaged throughout the year:

Strengthen Employee Engagement

It is indeed a big factor! In organizations with poor employee communications, employee engagement and motivation are at an all-time low. Employees who are unaware of their position and believe they are falling behind are more challenging to motivate.

Make sure you understand their motivations

Employees are not all created equal, and their motivations are not all the same. For example, some people prefer monetary gifts, while others value encouraging words or a delicate touch.

Define precise, attainable engagement goals

Specific and verifiable engagement goals and objectives should be assigned by top management. Employees that have clearly stated objectives are more likely to succeed.

 Encourage Awareness

Instead of just managing and minimizing stress, empower your staff to thrive at work and home. Create a work atmosphere where the fundamentals of a healthy, thoughtful, and successful life are validated. Develop a habit to switch off your computer at night, take actual vacations, and call in sick when necessary. You’ll go a long way toward preventing burnout if you raise your knowledge of stress factors.

Involve Employees in strategic planning

An instructive program on “How to Train for the Ironman” will go over like a lead balloon if the majority of your staff are starting on their fitness adventure. Even if the instructor is engaging and the subject is good, if it is not something your employees are interested in, they will not be driven. Consequently, there’s a good probability it won’t yield much.

Think about the topics your employees would love to learn about. Begin by conducting periodic surveys to gauge employee interest in a list of wellness issues and allowing them to suggest concerns they would want to see addressed. You might also look back at previous topics with high attendance rates, such as cooking demos or in-house Zumba sessions, and repeat (or spin-off) those that were successful.

Choose the Right Rewards

Employees have a wide range of interests and are motivated in various ways, each of which is unique.

Every incentive, on the other hand, is classified into one of two types:

  • Intrinsic motivators come from within, such as the satisfaction of completing a task well done or the satisfaction of contributing to a community or organization.
  • Extrinsic motivators are somewhat more formal benefits, such as pay raises and promotions.

Employees might be encouraged to join in wellness programs for the first time by using extrinsic motivators such as cash awards, gift cards, and cheaper healthcare rates. On the other hand, employees must be proud of their achievements and use that pride as a springboard for future success. Managers can also use praise to acknowledge and congratulate staff who reach wellness goals or put forth a lot of effort in order to keep employees engaged and motivated to try again.

 Reward Prizes in phases

Avoid providing incentives solely at the start or finish of a wellness challenge to assist build a lasting pattern of healthy behaviors. For example, provide Fitbits to coworkers at the beginning of a fitness exercise but nothing at the end. As a result, the employee will be less inclined to finish the task.

It may also appear impractical to require employees to attend a year’s worth of lunch-and-learns in order to receive a reward. Instead, consider health-program incentives in the same way you would water a garden: a steady supply of the good stuff yields the best results. Small prizes along the road (with a greater reward lurking in the distance) will help people stay motivated and work toward the next goal.

Assist Employees in Comprehending the Program

Employees are much less likely to participate if they are left to figure out how their workplace wellness program works and the benefits of participating independently. Host welcome sessions that explain the program’s purpose and how employees can do to increase employee motivation. The best method to keep your staff motivated to complete the program is to encourage them to be realistic with their goals and seek more program resources.

Regular communication also helps employees comprehend the program and the benefits of participating, which promotes motivation. Apart from emails, there are a variety of communication alternatives available at work, such as slack channels, posters, text messages, and the intranet, which employees can use to learn.

Consider a Collaborative Effort

Peer pressure is frequently thought to be a negative force. However, coworkers can use their influence to motivate staff. Encourage staff to work together to achieve health and wellness goals. Please encourage them to do so since it’s frequently simpler to attain objectives and stay in programs when you’re part of a group. Employees are more driven if they see people cheering them on, and they are more likely to stay if they feel a part of something bigger than themselves.

Make It Easy to Access

If employees cannot participate in wellness program events, such as lunch-and-learns or physical challenges, their motivation is likely to dwindle. Instead, plan some sessions at different times so that all employees may hear from guest speakers and give them various chances to save money on insurance premiums or win program prizes.

 Start With Management

Employers must be patient with their employees in order for them to join the wellness program as active participants. Also, employers should encourage employees to take more active breaks and hold team meetings. Creating a wellness culture is a decisive goal that any company can achieve.

Your workplace wellness program should not be one-size-fits-all when it comes to improving health and wellness. A well-executed tailored wellness program requires an understanding of what motivates, engages, and inspires employees and incorporates that knowledge into every facet of the program. As a result, your staff will be happier, healthier, and more determined to help your company achieve its goals. 

Assign Responsibility to someone

Leaders should be held accountable after defining goals. In other words, if the objectives are not met, managers should be held responsible for determining why employee engagement is low. They should also be the ones who define improvement techniques and methods.

A Healthier Workplace

You’ll quickly have happier, healthier employees if you follow these strategies for pushing staff to make better health and wellness decisions. It’s a win-win situation for everyone if we encourage healthy choices.