Our shocking discovery. The distribution of employees in vitality initiatives…

With over 1.000 initiatives under our belt we came to an intriguing finding, but before we share it, a little bit of a background story. With our 250+ clients, we’re actively involved in different initiatives. We help with marketing, setting up vitality initiatives, and tracking the impact and progress. After analyzing the success ratio of different initiatives we saw that every organization can be roughly divided into three groups.

The 20-60-20 rule

The first 20% are your health champions, they take a cold shower 5 times a day and they can run a marathon backwards. The 2nd 60% is what (should) drive your vitality plan. They are the employees who do want to work on their health, however, sometimes they encounter challenges. They might be missing information or most likely they might be missing the right tools that help them continue The last 20%, the reluctant. They are the first to criticize any health initiatives. No biggie, just welcome their input and ask them to participate as wellness warrior so that they can help shape the next initiative.

Tip 1: Champion Your Early Adopters (The 20%)

These individuals are your beacons. This group is characterized by their innate enthusiasm and proactive stance toward health initiatives. They are often seen as role models and can be pivotal in influencing their peers.

Their zeal can:

• Ignite enthusiasm within their peer groups. *Offer insights for customizing the program to fit diverse needs. Regularly collect feedback from this group to refine and tailor the initiatives to meet the broader needs of the organization.
• Serve as ambassadors, sharing their firsthand experiences. Allow these individuals to lead sessions, sharing their knowledge, experiences, and tips for success.

Tip 2: Empower the ambivalent majority (The essential 60%)

While they might appear indifferent, this group has immense potential. With the right tools and support, they can become staunch proponents of health initiatives.

A gentle push, and this group can shine. Ways to assist them include:

• Organizing Q&A sessions to clarify doubts. You can use our questions to guide your session.
• Assigning a mentor from the early adopters to guide them.
• Providing them with beginner's toolkits, making their transition smooth and rewarding.
• Recognize their successes: Celebrate their efforts and success stories. This not only motivates them but also attracts others to the cause.

Tip 3: Understand and Assist the Reluctant (The Remaining 20%)

Ignoring this group can be a missed opportunity. While they might resist initially, with understanding and patience, they too can be integrated into the health culture. Rather than dismissing them, explore:

• The root causes behind their apprehensions.
• Tailored engagement techniques, such as trial modules.
• Sharing relatable success stories that might sway their perspective.

Tip 4: Seamlessly Integrate Initiatives Across Organizational Tiers

Embedding health initiatives across the organizational structure ensures a cohesive and united front.

For holistic success, embed the initiative across:

• Leadership Participation: Visible endorsement from the top tier acts as a motivational beacon.
• Mid-Level Management: They can act as catalysts, ensuring that strategy translates into action.
• Employee Forums: Platforms where they can share, learn, and grow together, strengthening the initiative’s roots.

Key take-aways

Recognizing Individuality: At the heart of this rule is the profound acknowledgment of individuality. Every employee is on a unique journey, with distinct experiences, beliefs, and attitudes towards health. By applying the 20-60-20 lens, we are not categorizing but appreciating these differences.

Celebrating differences: The strength of an organization lies in its diverse group of people. This rule celebrates our differences by offering strategies tailored for each group. It’s a testament to the idea that everyone, irrespective of their stance on health initiatives, has a valuable role to play in the collective health journey.

Moving Together: The ultimate aim of understanding the 20-60-20 rule is to foster a sense of unity. It’s about ensuring that everyone, from the enthusiastic adopters to the hesitant participants, feels seen, heard, and supported. When everyone moves forward together, the momentum created is unparalleled.

Building a Health-forward Culture: Embracing this rule is not just about promoting health; it’s about laying the foundation for an organizational culture that values well-being at its core. A culture where health is not an afterthought, but a priority. Where every initiative, strategy, and decision is seen through the lens of well-being.

In conclusion, the 20-60-20 rule serves as a compass guiding us towards a future where organizations are not just places of work, but sanctuaries of well-being. It’s a clarion call to leaders and employees alike to harmonize differences, value every voice, and collectively strive for a healthier, more vibrant workplace.