Not long ago, it would have been hard to imagine that the typical workforce would be such a diverse one. Never before in our history has there been four distinctively different generations making up the workplace.
With each cultural generation comes varying attitudes, needs, and motivations. At the same time, the rise of technology has rapidly changed the way these groups communicate and interact with each other, further intensifying differences between these groups.
So, as it relates to wellness programs, how can employers be everything to everybody at the same time?
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Take a step back and consider the individuals in your workforce. Each person has his or her own set of health issues, as well as an individualized level of health awareness, which determines their personal path to well-being. And their respective generational values drive their interests in various health trends.
Rather than attempting to do the difficult task of plotting the wellness journey of each of these members, the solution is to include as many coachable touchpoints within your program as possible, thereby allowing employees to decide how they want to be guided.
Organically weaving a level of accountability into every interaction sounds complicated, but don't fret—here are three simple approaches that employ positive "personal" influence at every corner.
1. Let technology guide the way.
It's become obvious that meaningful health promotion is next to impossible without technology at the helm.
A platform isn't just for housing information. It can also provide a level of coaching to employees for those who prefer digital communication. An effective, easy to use portal can help employees manage their health and chronic conditions through a series of personal reminders encouraging them to take their medication, schedule appointments for preventive care, or even securely speak with a health coach.
It's like having a team of coaches and administrators helping manage an employee's overall health.
2. Apply unconventional methods.
An often overlooked level of coaching or support is the type that is found from peers.
As social creatures, humans crave peer connections, making social communities a valuable resource. In online forums, something as simple as somebody posting "Has anybody tried the South Beach diet?" is an effective coaching tool because it opens up the dialogue and drives conversation to awareness.
Social challenges are equally as meaningful, whether they're company-led or joined more anonymously through private peer groups.
3. Embrace the notion that traditional approaches are here to stay.
On-site support may seem like an arduous benefit to offer, but it's a lot simpler than you think.
Savvy wellness providers provide their own employees as on-site experts to put a personal face to the program and drive deeper levels of engagement, helping to keep employees motivated in a range of ways.
A coachable moment could be something as elaborate as sitting down and designing a comprehensive wellness strategy, to something as basic as a wellness coordinator asking an employee, "Do you need any help today?" Onsite staff are visual reminders that help keep the program top of mind and provide a level of accountability.
What's the key takeaway?
Allowing employees to decide how they want to be coached or supported on their journey to well-being is the key to long-lasting engagement and behavior change.
The wellness industry needs to do a better job of considering the differences between cultural generations when determining the who, what, when, and where of employee health.
Wellness providers must help employers design corporate wellness programs that embrace these differences through a variety of programs and services.
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