Loyal participants are the best recruiters of new well-being program participants. Here’s how you can start building loyalty today:
In the movie Rudy, the true story of a small-talent walk-on with the University of Notre Dame football team, there’s a scene where Rudy is alone in the locker room. He’s standing on a stool and pounding out a legendary Knute Rockne pregame speech. There was a fire in his gut that couldn’t be contained and eventually propelled him to his dream of making the team and playing in a real game.
Well-being managers going through the motions may get lucky and help motivate participants to change behavior, but it’s not likely. You need that fire inside… the passion for helping one person at a time enhance the quality of their life.
“Oh man, I forgot to wear my Fitbit® today! Now that walk I took at lunchtime won’t count.” “I left my Jawbone® home; if I can’t track my walk, I might as well not do it.” Sound familiar?
Sales of fitness wearables are skyrocketing. People are raving about these stylish bracelets and clip-on trackers as if they’re the Holy Grail of fitness and weight loss… until the novelty wears off. Organizations are buying devices for all employees and expecting 1-size-fits-all results. Some employers even require achievement of an arbitrary step goal for premium discounts or cash prizes.
There are benefits; fitness wearables provide a relatively objective measure of daily activity, they’re fun to use in well-being challenges, plus they can make tracking progress easy and motivating. But not for everyone.
Friend or Foe?
When HR and well-being professionals set an expectation that devices are a magical, end-all solution for everyone, they do participants a disservice. As is the case with many aspects of health and well-being, the people are different concept applies here:
We’re lucky to work in a field where creativity is a cornerstone of success. But the day-to-day grind can sometimes derail us from our creative intent. Keep these keys in mind to stay on track: