As an HR manager, how do you deal with resistance during your vitality initiative? 💢

It's normal, even a free BBQ sometimes has empty seats 🪑

Imagine: you organise a fantastic company barbecue. The meat and vegetarian options are sizzling on the grill, the atmosphere is relaxed and the conversations are lively. Yet you notice that a few seats remain empty. This is perfectly normal! There are always colleagues who have their priorities elsewhere, even at a free BBQ. The same goes for your vitality initiative. Not everyone will be enthusiastic right away, and that's totally okay. Focus your attention on the employees who do get excited. These are the people who will be the first in the starting blocks to participate in your vitality initiative. By putting them in the spotlight and sharing their experiences, you can slowly but surely enthuse more colleagues. Consider organising a kick-off event where the first enthusiastic participants can share their stories. This way, you create a positive atmosphere around your initiative.

Compare it to a new technology you implement in the organisation. In the beginning, there are always employees who are reluctant to use the new software. Instead of focusing on those who are reluctant, focus on the tech-savvy colleagues who are always eager to try something new. Let them be the first to test the software and share their experiences. Organise a lunch session where these early users can present their successes and benefits of the new technology. By sharing these positive experiences widely, you encourage others to welcome the new technology with open arms.

Friction gives shine 🌟

Every HR manager knows that every employee is unique, with their own reasons for being enthusiastic or reluctant about something. Don't see resistance as an obstacle, but as an opportunity. These are valuable feedback moments. Ask open-ended questions to employees who are less enthusiastic. Questions such as ‘What makes you not so enthusiastic about this initiative?’ or ‘What would you like to see different?’ can provide a lot of insight. Take, for example, a colleague who is reluctant to participate in a sports challenge. Perhaps this person does not feel fit enough or there is uncertainty about their own abilities. By asking open-ended questions, you can identify and address these barriers. Perhaps you can add a low-threshold activity or offer extra guidance. This way, you transform resistance into a constructive dialogue, ultimately leading to improvements in your vitality initiative.

Consider a situation where you are introducing a new work process. Some employees may struggle with the change and may resist. See this friction as an opportunity to refine the process. Schedule individual meetings with these employees to understand their concerns and challenges. They may find the new process too complex or lack certain skills. By offering training or explaining the process step by step, you can turn their resistance into understanding and acceptance. This not only creates a better work process, but also more commitment and trust within the team.

Positives come later 👂

During the launch of your vitality initiative, negative reactions may dominate. It's like a frog in a quiet pond - that one splash attracts all the attention. But remember, these reactions do not tell the whole story. Enthusiastic employees often do not share their positive experiences immediately or take some time to form their opinions. Focus on the positive sounds, even if they seem a bit muted at first. Let employees who are already enthusiastic share their stories in team meetings or through internal communication channels. An example: send a weekly newsletter with a spotlight on an employee who is positively involved in the vitality initiative. These personal stories can inspire other colleagues and push negative voices into the background.

Compare this to introducing a new customer-friendly approach. In the beginning, you might hear mostly complaints from customers who are still getting used to the change. But positive feedback usually comes later, when customers start to see the benefits. Create a feedback system where employees can share positive customer feedback in team meetings or through internal communication tools. For example, hang a board in the canteen where employees can post compliments and successes. By making positive feedback visible, you encourage a culture of positivity and improvement, which in turn increases overall morale and acceptance of new initiatives.

What you give attention to grows 🧲

What better way to grow the energy around your vitality initiative than with the stories of your own employees? Share employees' positive experiences in as many ways as possible. Think of quotes in internal newsletters, posts on the intranet or short videos in which employees tell how they benefited from the vitality initiative. An example is creating a ‘Vitality Hero of the Month’. You can give this title to an employee who has participated in the vitality initiative in an inspiring way. Share their story and make sure it is spread widely within the organisation. By doing so, you create a snowball effect of positive energy and motivation.

You can also apply this when celebrating work anniversaries or special achievements. Instead of just a message on the intranet, make a short film in which colleagues talk about the impact the jubilee has had on the team. This not only strengthens the bond between them, but also gives a stage to positive stories that inspire others. By consistently giving attention to these positive moments, you build a culture where successes are celebrated and everyone feels appreciated. This is contagious and motivates others to do their best and get involved in future initiatives.

Key insights ⚙️

Not everyone will be enthusiastic about your vitality initiative from the start, and this is normal. Resistance is part of the game and offers opportunities for improvement. Enthusiastic responses may take a while, but they will come. By spreading success stories, you give the positive energy room to grow and inspire other colleagues. By taking this approach, you will slowly but surely build a culture of vitality and commitment within your organisation. Every vitality initiative requires patience, perseverance and a good dose of positivity. With this approach, you will be well on your way to overcoming resistance and inspiring your employees to a healthier and more vital lifestyle.

Imagine introducing a sustainability initiative within your company. At first, some employees may be sceptical about the changes it brings, such as new recycling procedures or energy-saving measures. But by highlighting the positive effects of these changes and celebrating successes, you can slowly change their attitude. For example, hang a board in the common room where you keep track of the progress and successes of the sustainability initiative. Have employees involved in the initiative share their experiences in team meetings or through internal communication channels. By spreading these positive stories, you create a culture where sustainability is valued and everyone feels committed to achieving shared goals.