employee engagement tends to increase by 20%. The leadership is on the lookout to launch a program that is fun, all-inclusive.......
In the era of workplace turmoil, legitimate employee experience strengthens the purpose, goal of the employee and sparks energy which later converts to an organization-wide engagement boost. According to a McKinsey report, many employees have felt supported during the ups and downs of covid, but many have struggled too. This rapid change of environment has further created a wider difference between employer expectations and employee concerns.
Anya is live and ready to show you everything. Watch her strip, dance, and perform exclusive shows just for you. Interact in real-time and make your fantasies come true.
ā Live Streamingā Interactive Chatā Private Showsā HD Qualityā Free Actions
Free to watch ā¢ No registration required ā¢ HD streaming
Sustainability-Focused Employee Programs : employee program
Sustainability-Focused Employee Programs : employeeĀ program
There are nearly 70 designers at The North Face headquarters in Denver, Colorado and the beloved outerwear label will be sending five of them every six months to partake in a special sustainability-focused employee program. This is aimed at creating an eco-conscious work ethic that will allow the designers to āimprove the longevity of the garments they makeā through reuse and repair.
How To Measure The ROI Of Employee Wellness Programs
By Allison Keavey
How can I tell whether our employee wellness program is effective? Great question. Success in the workplace is often linked to return-on-investment (ROI), and with good reason, as ROI can indicate whether or not the program will receive budget approval for annual renewal. In the case of wellness, company execs general look for savings in employee health careĀ costs as proof that the program is (literally) paying off.Ā
However, as our Wellcoin CEO Glenn Laffel wrote recently in his Beginnerās Guide to Building an Employee Wellness Program That Actually Works, ROI might not be the most important metric to look at when measuring workplace wellness success, and certainly not the only metric of importance.
Take a closer look at the four key performance metrics outlined below while assessing your programās impact and performance. Use these as a jumping off point to gauge the types of results really desired in your office, both now and in the future. You might also want to revisit the wellness goals you initially established for your workplace. Goals are (and should be!) unique to your officeās culture and motivation.
1. Enrollment
This one is fairly obvious: you canāt have a wellness program without participants! Make sure you have an easy way to track the number of sign-ups in your office. Itās normal for enrollment to spike during initial program rollout and then subside a fair bit, but try to keep awareness alive by promoting the program at least once per quarter, either through employee email, flyers, or announcements during company meetings. This will help capture natural employee turnover. You can also run special promotions, for example by offering a prize drawing for everyone who signs up by the end of the month. If enrollment is chronically low, check your internal marketing channels to make sure employees are aware of the program and understand its use.
Reward Your Employees For Living Healthy With Wellcoin Employee Connect - Itās Free!
2. Referrals and Word-of-Mouth
Ideally you want a program that sells itself: one employee joins and loves it so much that he/she encourages five other employees to join, and then the cycle repeats itself. This kind of organic growth demonstrates that the program has real value for employees, so much so that they are willing to risk their own social capital to promote it to their colleagues and team. Consider organizing an employee ambassador program to let your most passionate employees spread the word on your behalf. Typically, every office has a subset of employees who enjoy this kind of social engagement, often as a way of keeping themselves accountable for their personal wellness goals. You can offer low-cost perks like free wellness-branded swag as a way to acknowledge and reward their efforts.
3. Engagement
Measuring engagement among enrolled employees will vary, depending on the nature of your program. If you tend to hold wellness events, track participation to gauge the sorts of activities that are compelling to employees. However, poorly-held events could have other causal factors; for example, the event might have been held during a popular meeting time, or during busy season. While there will always been external factors at odds with planning, surveying employees is an easy way to get a sense of when their schedules might be most flexible. If your program has a software component, check out what stats are available to administrators. Wellcoin Employee Connect, for example, allows administrators to view the top-performing activities and rewards on its wellness platform. You might also be able to view how frequently employees are logging into their wellness portals.
Reward Your Employees For Living Healthy With Wellcoin Employee Connect - Itās Free!
4. Cultural Shifts
Finally, make note of the little things. Are the stairwells more crowded? Are more employees squeezing in a quick walk during their lunch hour? You want a program that encourages small but sustainable behavioral shifts that encourage healthier living. After all, small steps are always a step in the right direction. If youāre having trouble finding examples of these culture shifts, your best bet might be to speak with employees directly, and informally, to find out whatās working and whatās not. Understanding the challenges of your program is the most efficient way to improve it.
