<img src="https://d5nxst8fruw4z.cloudfront.net/atrk.gif?account=8jsvn1QolK10Y8" style="display:none" height="1" width="1" alt="">

Change Management: Takeaways from Worksite Wellness

Posted by EmployeeChannel on 7.27.2017

EC - Change Management - Takeaways from Worksite Wellnes.png

Now that we’ve inspired our employees by casting a vision of a successful company change, let’s explore how to implement successful employee behavior.

There’s no better place to start than with employee worksite wellness -- an area of research where employee behavior data has been collected and examined for more than 30 years.

Dr. Dee Edington, author of Zero Trends, describes the five pillars of a successful worksite wellness program. These pillars can greatly increase the success of any program that drives employee behavior change – including one that encourages the successful adoption of new technologies.

Let’s review Dr. Edington’s pillars and how to apply them toward the rollout of new technology to our employees:

Support from Leadership

In Zero Trends, Dr. Edington writes the first step to a sustainable culture of health is strong support of senior leadership. 

This certainly rings true for any type of HR initiative, not just technology. If you want your initiative to be successful, you must have strong support from the top.

Empowered Operations Leadership

By aligning your workplace with your corporate vision, it is incorporated into your environment and culture.

When deploying a new technology, you must determine how the technology fits into the work environment. What is it either replacing or complementing?

Training and promotion are key in this phase as employees learn about the technology, why it is important, and what it can do.

Self Leadership

EC - Change Management - Takeaways from Worksite Wellness1.png

Self leadership is defined as creating and implementing positive individual strategies and programs.

As employees try the technology and make process changes, your strategies and programs will need to evolve, adapting to your employees as they change.

Leadership is responsible for ensuring employees can access the technology easily and understand what their role is in utilizing it.

Positive Action

Rewards and recognition are a huge part of change management and consistent behavior change. Positive action should be rewarded and recognized through meaningful, tangible rewards.

Gamification is a fun way to encourage employees to adopt the technology and learn how to use it. Reinforcement is also key in ensuring that behavior change is sustainable over time.

Quality Assurance

In worksite wellness, quality assurance means that meaningful analytics are tracked over time and routinely measured against the goals of the program.

In implementing any kind of HR technology, analytics are paramount to ensuring the success of roll-out. Surveys, engagement scores, utilization, and other KPI’s must be tracked and examined in order to ensure the success of your new initiative.

These five pillars can help your strategy in delivering a strong launch plan to ensure success of both your employee wellness program and your next HR technology investment. After all, intrinsic employee behavior change is key to success for both.

Topics: employee communication, future workplace, change management

Human Resources Today