8 tips on using benefits to engage employees in a healthy lifestyle
With the right tools and education, a longer, healthier and happier life is possible. Yet even despite knowing this, it is not always easy for employees to make healthy choices.
As human beings, our brains are hardwired in a way that makes us prone to seeing our wellbeing as better than it is and that our decisions tomorrow will be different. This sort of thinking applies to physical activity as much as it does to food.
Fortunately, there are ways that a workplace wellbeing strategy can help employees overcome this challenge. Findings from Vitality’s Britain’s Healthiest Workplace study revealed that rewards can be of the most powerful agents for change.
In the words of economist Steven E Landsburg: “Most of economics can be summarised in four words: people respond to incentives. The rest is commentary.”
According to research, 70% of employees said providing incentives and rewards motivates participation, 19% felt it helped if health promotions were made available for family members, while 5% said allowing participation during work time would encourage engagement.
Psychology and behavioural economics play a big role in helping employees to overcome cognitive biases and encourage them to engage with behaviours that might benefit their health and wellbeing. Here are 8 tips to offering the right rewards.
1. Make them short but sweet
Providing tangible short-term rewards often work best if any wait for the reward is minimised – in behavioural economics terms this is sometimes called present bias.
2. Be creative
Even with limited resources, a creative approach to rewards can still pay dividends, such as offering an additional day of annual leave, or symbolic recognition – for example, a thank you note, public recognition or an award.
3. It’s about the experience
Vouchers are less likely to be forgotten than cash and experiences tend to make us happier than money. The perceived value of monetary amounts can vary, so providing tangible non-cash items, such as personalised gifts, helps address this.
4. No need to stop at one
You need not limit yourself to offering just one reward – they can be combined to boost the total value available, or to provide a choice of rewards. Both of which can broaden the appeal and motivate a wider range of employees.
5. Everything is connected
The different elements of our wellbeing are interconnected across all multiple pillars, so all must be supported. But we cannot tackle everything at once. Perhaps focus on one area at first and space them across a wellbeing calendar.
6. Up the escalator
A low threshold for a reward might help some, but provide little motivation for others. One way to overcome this is to use a system of escalation, so people can do more to unlock further rewards (such as a steps challenge).
7. Incentivise healthy behaviour
The principle of harnessing our psychology can also be seen in workplaces where nutritious food is subsidised or provided free. Those who wish to indulge in something not as healthy incur an additional cost, which can play into a sense of loss aversion and motivate us to choose the better – but perhaps less appealing - option.
8. Keep it simple
The design and communication of a health and wellbeing programme must be simple, intuitive and accessible to avoid overloading employees with information and spoiling engagement – as illustrated by the Fogg Behaviour Model, which shows the interplay between perceived effort and personal motivation.
Supplied by REBA Associate Member, Vitality
At Vitality, we take a unique approach to insurance. As well as providing high-quality comprehensive cover, we provide a complete wellness package that can help boost employee engagement and productivity.
