From vitality week to vibrant year: The secret sauce for long-term employee well-being

The euphoria of the recently concluded Vitality Week might still be in the air, its buzz resonating in the hallways and virtual chat rooms. But if there’s a thought niggling at the back of your mind about "What next?", you’re in the right place. Let’s navigate the post-Vitality Week world and ensure those seeds of well-being continue to sprout!

Step 1. Surveys and feedback: Listen to the voices

Begin by getting an insight into how the week was for your employees. Craft a brief survey that touches upon what they enjoyed most, areas of improvement, and what they’d love to see more of. This will not only provide valuable data but make employees feel involved in the health journey.

Step 2. NewU: Your digital health ally

Transitory efforts often see transitory results. Instead of stopping at a week, why not provide a platform that caters to the well-being of employees throughout the year? NewU serves as a personal health assistant, offering modules from relaxation to nutrition. It’s the 24/7 health coach that’s always there, always ready.

Step 3. Quarterly health highlights

After the excitement of Vitality Week, there’s a need to keep that momentum going, but with a structure that isn’t overwhelming. This is where the concept of "Quarterly Health Highlights" seamlessly fits in. Instead of switching themes every month, we spread them over quarters, offering more depth and allowing ample time for adoption.

• Thematic depth: Dedicating a quarter to a specific health theme allows for a more in-depth exploration. For instance, if you're focusing on "Mindful May-July," the first month can introduce mindfulness concepts, the second can delve into techniques, and the third can be about refining and mastering those techniques.

• Diverse activities: Over three months, there’s scope to introduce a variety of activities under the same theme. Using the "Mindful May-July" example, week one could involve introductory webinars, week two could introduce app-based meditative exercises via NewU, week three can have group meditation sessions, and so on.

• Employee engagement: With three months dedicated to one theme, employees have time to get involved, practice, see results, and even become ambassadors of that particular theme. This paced approach ensures better absorption and genuine interest.

• Feedback and evolution: A quarter-long theme gives HR teams the time to gather feedback, see what’s working, and evolve the program in real-time. For instance, if during the "Fitness August-October" quarter, the initial running challenge isn't well-received, there's room to pivot to perhaps yoga or Zumba, based on employee feedback.

• Preparation for the next quarter: While one theme is ongoing, behind the scenes, HR can prepare for the next quarter, making the transition seamless. This ensures there's always something fresh on the horizon, maintaining enthusiasm among employees.

Step 4. Peer groups and accountability buddies

Humans are social creatures. Use this to advantage by forming health-centric peer groups. These groups can discuss their health goals, share resources, and maybe even engage in friendly monthly challenges. The camaraderie and shared experiences can be deeply motivating.

Step 5. Continuous learning: Habits and challenges

• Habit formation: It's a well-accepted fact that habits aren't built overnight. They require repetition, reinforcement, and patience. By transitioning from a week-long vitality focus to an ongoing initiative, you give employees the time and platform to cultivate and solidify their healthy habits using tools like the NewU app.
• Diverse challenges: A singular challenge can become mundane after a while. By introducing varied challenges that cater to different aspects of health – be it hydration challenges ("Drink 5 glasses of water today"), movement prompts ("Go for a 10-minute walk after lunch"), or nutritional nudges ("Eat fruit with breakfast") – you keep the enthusiasm high and cater to a broad spectrum of health dimensions.
• Peer encouragement: Challenges are more engaging when done in groups. Encourage team-based challenges where departments or project groups compete against each other. This not only promotes a healthy habit but also strengthens team bonds.
• Evolutionary learning: As employees engage with different challenges, they learn more about their strengths, areas of improvement, and personal health preferences. This continuous feedback loop allows them to personalize their health journey, making it more sustainable in the long run.

Step 6. Recognize and reward

Celebrating small victories can go a long way. Whether it's someone who's consistently using NewU or someone who shared a motivating health journey, recognition can serve as a powerful motivator.

In essence, the Vitality Week is akin to igniting a spark. But it's the continuous efforts, the kindling, that keeps the fire burning. In weaving these strategies together, the promise and potential of the Vitality Week stretch far beyond just seven days. It becomes a foundational stone for a culture that values, promotes, and celebrates health and well-being every day. With commitment, collaboration, and continuity at its core, here's to building an environment where every employee flourishes, both in health and happiness. Here's to a healthier, happier, and more engaged workforce!