Maximizing the Impact of Well-being Challenges

This week, we want to discuss a relatively underutilized strategy for increasing the impact of a well-being challenge.

It’s no secret that we love well-being challenges at Propel.

Our platform’s challenge engine gives clients the ability to run an unlimited number of custom challenges based on any trackable activity, for any length of time, for any segment of their population.

This means that there is not just one type of challenge that can be run. We have the flexibility to design challenges specifically to engage employees and make the program fun.

Check out what this benefits consultant had to say about Propel’s approach to these aspects of a well-being program:

“While most well-being platforms prioritize checklists and 'what you have to do', you have prioritized the fun stuff and focused on the things that engage employees.”

We highlight this to say that we are well versed in designing effective, engaging challenges that make an impact.

In fact, if you’d like to experience a guided tour of Propel’s challenge capabilities, we invite you to check out this interactive walkthrough.

At the core of any successful well-being challenge is the capacity to inspire behavior change.

This means going beyond simply getting employees to participate; it involves creating an environment where new, healthy habits can form and persist.

An effective well-being challenge isn't just a one-off event to boost participation.

Don’t make the mistake of using them solely as promotional tools to get people in the door. They certainly do increase participation, but they should be planned and executed to have a much greater effect.

These events should be an ongoing effort to instill habits that will benefit employees long after the challenge is over.

Seeing the Big Picture

One of the challenges faced by well-being program leaders is helping employees understand the broader implications of actions taken in a challenge.

Employees often focus on specific metrics, such as step counts or calorie intake, without seeing how these fit into the larger picture of their overall health.

A goal of 10,000 steps a day isn’t a bad thing, however it has the potential to be a more narrow-minded approach to well-being.

A strong well-being program leader can communicate the broader benefits of healthy activities so employees see how their total well-being is affected by taking action. This makes the decision to engage even easier and participants are more likely to pursue healthy actions in the long-term.

For instance, a step challenge isn't just about counting steps; it's about improving cardiovascular health, enhancing mental well-being, and boosting energy levels.

Why are those things good?

Improved cardiovascular health reduces the risk of a heart attack and the onset of heart disease, two prominent causes of death.

Enhanced mental well-being improves mood, clarity of thought, and feelings of peace.

Boosting energy levels means more time playing with your kids and grandkids and more energy to do the activities that you’re passionate about.

Integrating Education with Challenges

To effectively convey the value of well-being challenges, it's crucial to pair them with education.

Monthly well-being challenges can be integrated into a comprehensive program that includes regular educational sessions, article content, video tutorials, interactive programs, and other high-impact content.

At the same time they have a chance to “practice” healthy behaviors, they are learning more about why they are important and the broader benefits they provide.

You should have employees that read a piece of educational content during the challenge, and are excited to say to their friends and family, “did you know that by my increasing my daily intake of water for my challenge at work, I’m actually improving my skin?”

This dual approach ensures that employees understand both the immediate and long-term impacts of their actions.

Creating Multifaceted Challenges

One strategy to enhance the effectiveness of well-being challenges is to combine multiple elements of well-being into one cohesive initiative.

For example, a nutrition challenge can be paired with a sleep challenge, emphasizing how a balanced diet improves sleep quality.

Similarly, a financial well-being challenge might involve tracking budgeting habits, reviewing expenses, and practicing gratitude.

One of Propel’s clients used this Peaceful Destinations challenge, an event where a participant’s activity takes them to different peaceful destinations throughout the world, to bundle physical and mental well-being into one coordinated event around World Mental Health day.

Building Organizational Value

This also maximizes the value of each challenge to the organization.

If your organization only runs 2 challenges per year, the challenges should provide more value than just increasing employee step counts for 30 days.

Bundling two or more initiatives gives you the opportunity to influence as many aspects of total well-being as possible.

Additionally, by integrating various components of well-being, you can smooth the transition between different initiatives, making it easier for employees to buy into the program.

Instead of viewing well-being challenges as isolated events, employees will see them as part of a cohesive strategy to enhance their overall quality of life.

Achieving a Well-rounded Program

Ultimately, the goal of well-being challenges is to create a well-rounded program that addresses all aspects of employee well-being.

By focusing on true behavior change, integrating education, and maximizing the value of each challenge, you can create effective programs that motivate employees and foster lasting health benefits.

Implications for the well-being administrator:

• Helping employees to see the big picture will see how their total well-being is affected by taking action.

• Educational campaigns should be paired with challenges to maximize impact.

• Pairing two or more components of total well-being within a challenge can smooth the transition between initiatives and make each challenge more valuable.

If you like this content, share it with other well-being administrators.

We’re committed to discussing challenges common to well-being leaders and presenting practical solutions that increase the wisdom of all well-being professionals.