It is very easy to create a wellness plan and pitch it to your organizational executives by mentioning that this will increase productivity and boost employee morale. However, in terms of implementation, this is far more complicated that it appears in theory. This is simply because if the wellness programs are not engaging, employees will slowly stop using them. According to a study by Virgin HealthMiles and WorkForce Magazine, out of 10,000+ that were surveyed, 61% of the employees mentioned that incentives are the key reason to participate in the wellness program.
So how exactly can we incentivize our employees to develop healthy habits? Truworth Wellness uses an engagement metric known as PEPs (Productivity Enhancement Points). Employees are able to earn PEPs when they perform tasks such as exercising, walking certain steps, eating right, and educating themselves about healthy habits. After reaching a certain threshold, users can exchange their PEPs for rewards such as discount coupons, gift vouchers, and other exciting freebies.
However, simple giving users PEPs and rewards does not guarantee high employee engagement. Our gamification and wellness strategy is based on an understanding of intrinsic motivation. Engaging in a behavior because of its inherent value in terms of interest or joy leads to intrinsic motivation. Therefore, additional to extrinsic motivation such as Health Rewards and Recognition, we focus primarily on education the users about long-term benefits of developing a healthy lifestyle. If the users are able to understand the value of healthy behaviors, they are more likely to help their peers develop the same.