Reinforce Employee Wellness Goals With Incentives

Bob Nelson, PhD and author of the best-selling 1001 Ways to Reward Employees, encourages corporate health promotion professionals to rethink wellness programming incentives. "Money is still important to people, but organizational wellness programs have expanded their toolbox. Workplace studies show the most motivational forms of rewards are nonfinancial. Employees want information that affects them, to feel appreciated and involved in decisions. This can easily be accomplished by dedicating time, thoughtfulness, and creativity in wellness program design."

Find out what motivates various employee wellness audiences to make lifestyle choices. Do they want to live longer? Be healthier? Look more attractive? Have they experienced a health scare or crisis? Do they need an outlet for stress?

Also consider the careers and ages of employee groups; these demographics influence which awards work best. Bob points out, "Older employees are more receptive to traditional awards... plaques, formal recognition, a letter from the boss, or a reduction in healthcare premiums. Younger employees could care less about such things. Offer them a pizza party at the end of a competition or a group cross-country trek with their friends, and they're all over that. Administrative personnel might find an office walking program appealing. A more competitive sales staff, who are on the road a lot, could be attracted to a paid membership in the same health club as the company president. Discover the motivations you are dealing with."

Avoid scaring employees into change. Fear doesn't work. Employees have heard it all before. They know they should exercise and eat right. Push them too hard and the response will be, "Oh well, we're all going to die anyway, so what difference does it make? I might as well keep doing what I'm doing."

People do have choices, but it must be their choice. If change is too painful, they simply won't do it. You can't force behavior change.

Wade into the target audience's world and help identify the incentives they value. Incentives need to be geared to the individuals who receive them.

Incentives fall into 4 broad categories:

1. Monetary payments/refunds -- Discounted or waived fees
2. "Things" -- Door prizes, raffles, rewards for achieving wellness program milestones, money "extenders" used like money to purchase specific items or services
3. Special privileges or services
4. Recognition -- Private, public, social acknowledgment.

Managers have responsibilities for motivating employees:

• Acknowledge employee participation, especially in milestones toward personal goals
• Listen to employee concerns, problems, and goals
• Provide specific feedback about performance
• Recognize and reward people based on performance and success
• Cultivate a work environment that supports positive behaviors
• Involve employees in company concerns and decisions, especially when decisions affect them
• Create a sense of ownership in the wellness program and in the organization's success
• Offer opportunities for personal growth and to learn new skills that affect both health and work effectiveness
• Partner with employees in meeting personal and professional goals
• Celebrate successes of the company, the department, and individuals.

Coaching and Goal Setting

One of the most effective ways to inspire behavior change is through personal coaching. Start a dialogue about achievable personal goals. Don't make the goals too easy -- find something that takes them a little out of their comfort zone. Goals should also be fun or provide benefits beyond employee wellness.

Be realistic: Set 2 or 3 achievable goals, then check in with them. Every time someone makes a positive change, notice it and praise them. Acknowledge the effort it took. Explore which strategies worked and what didn't.

Fun and appreciation are inexpensive. People respond to spontaneous, small celebrations. For instance, it doesn't cost much to:

• Tie a balloon to the chair of employees who meet a wellness program goal.
• Post a Wall of Honor with the names of employees in a company-wide program; hold a competition and ask team members to contribute to a prize that's split among the winners.
• Put the names of everyone who finishes a program in a lottery drawing.

Ideas like this can generate a greater buzz than getting cash.

Peer-Based Recognition

These popular programs may acknowledge someone making the most progress at competition milestones. Another involves an employee thanking another for inspiring or helping them achieve a personal goal. The corporate wellness staff can purchase awards or something funny to be passed around, where recipients keep the award at their desk until it's time to pass it on to someone else. And don't underestimate the power of simply saying thank you.

Dean Witherspoon, CEO and founder of worksite wellness firm, Health Enhancement Systems, has 25 years in health promotion. He has served on the board of the Association for Worksite Health Promotion and held several regional as well as state offices. Dean is a nationally known speaker and author, having presented at more than 70 conferences and written hundreds of worksite wellness articles for national publications.