What does your organisation look like?

Your early supporters (The 20%)

Imagine you are at a meeting where your organisation's health champions are enthusiastically talking about their daily cold showers and marathon adventures. Their passion is infectious and inspires others to participate in vitality initiatives. Their enthusiasm can drive a culture change in your organisation. By recognising and supporting this group, you lay the groundwork for wider involvement in wellness programmes.

You can encourage this enthusiastic group to share their passion by involving them in organising workshops and information evenings. When they share their experiences, it creates a sense of community and belonging. Imagine organising a session where a health champion talks about how he or she achieved big changes with small steps. This kind of personal story can be a powerful motivator for others. As an HR manager, you can create a platform where these champions share their stories, for instance by inviting them to speak at team meetings or a monthly newsletter highlighting their success stories.

Use the insights from this group to improve your programmes. Invite them to provide regular feedback on the initiatives you have already implemented. Their experience and insights can help you better tailor vitality initiatives to the needs of your organisation. By being open to their suggestions, you show that their opinion counts. For example, create a feedback forum or a digital suggestion box where these health champions can share their ideas and experiences, and make sure their input is included in the decision-making process.

Appoint these health champions as ambassadors of your vitality programme. Let them lead sessions where they share their knowledge and tips. This not only strengthens their role within the organisation, but also inspires others to follow their example. Imagine an enthusiastic colleague leading a lunch meeting in which he shares his success stories. It can encourage others to also take steps towards a healthier lifestyle. Organise regular events where these ambassadors can share their experiences, and make sure there is room for questions and discussions to create a dynamic learning environment.

The ambivalent majority (The essential 60%)

You notice that a large proportion of your colleagues are interested in health initiatives, but sometimes hesitate to take the first step. This group has huge potential and, with the right support, they can become strong advocates for vitality. By providing them with the right tools and guidance, they can develop into active participants in your vitality programmes.

Organise Q&A sessions where employees can ask their questions and express doubts. This creates an open and supportive environment. Imagine organising an informal meeting where employees can ask their questions and where you take the time to take each of their concerns seriously. As an HR manager, you can create a safe space where employees can speak freely, for instance by organising a series of workshops where experts are present to share their knowledge and advice. Designate mentors from the group of early supporters to guide this ambivalent majority. Pairing them with someone more experienced will make them feel supported in their journey to a healthier life. Imagine setting up a mentoring programme in which health champions act as guides for those who are still searching for their own path. As an HR manager, make sure you make the right pairings by matching employees based on their interests and goals so that they get the most out of the support they receive.

Recognise and celebrate the successes of this group. By recognising their efforts, you motivate them and others to keep going. For example, organise a monthly event where employees can share their progress and where you highlight their achievements. A simple appreciation can make a world of difference in their motivation. As an HR manager, you can foster a culture of recognition by making successes visible through internal communication channels, such as a company newsletter or intranet platform.

The reluctant (The remaining 20%)

You may feel that some colleagues are resistant to health initiatives. But ignoring this group would be a missed opportunity. With patience and understanding, they too can be integrated into your organisation's health culture. By paying attention to their concerns and involving them in the process, you can turn their resistance into commitment.

Take time to understand why these employees are reluctant. Perhaps they have had negative experiences with previous initiatives or are uncomfortable with change. Engage with them and show genuine interest in their views. This can be the beginning of a transformation. As an HR manager, you can schedule face-to-face meetings where you listen to their concerns and understand the barriers that keep them from participating.

Develop tailored engagement techniques, such as pilot modules or short workshops, that can introduce them to vitality initiatives at their own pace. Imagine launching a pilot programme tailored to their needs and interests, getting them involved step by step. For example, as an HR manager, you can launch a pilot project that allows them to try out new health practices without feeling obligated to long-term participation.

Share recognisable success stories that can change their perspective. Tell stories about colleagues who started their health journey with the same hesitations and are now thriving. These stories can inspire and motivate them to take steps themselves. As an HR manager, you can use storytelling as a powerful tool by sharing success stories through internal communication channels, such as a company blog or videos, and encouraging employees to share their own journey to health.

Seamlessly integrate initiatives at all organisational levels

As an HR manager, you know that a successful vitality initiative is only possible if it is integrated at all levels of the organisation. This ensures a cohesive and united front in the journey towards a healthier work environment. By embedding initiatives at every level, you create a culture where vitality is supported and promoted. Visible approval from the top acts as a motivational beacon. When leaders themselves lead by example and actively participate in vitality initiatives, they inspire others to follow. Consider a scenario where the CEO regularly participates in health workshops and shares his own experiences with the team. As an HR manager, you can involve executives in vitality programmes by inviting them to events and encouraging them to share their own experiences and successes with the rest of the organisation.

Middle management plays a crucial role in translating strategy into action. Actively involve them in initiatives and encourage them to stress the importance of vitality within their teams. Create a culture where managers promote and support the importance of wellbeing. As an HR manager, you can organise trainings and workshops that give middle management the tools to motivate and guide their teams in their health journey.

Organise forums where employees can come together to share experiences and learn from each other. This fosters a sense of community and strengthens the roots of the initiative. Imagine organising regular meetings where employees discuss their progress and encourage each other. As an HR manager, you can set up platforms, such as an internal social networking site, where employees can share their experiences, tips and motivation to create a supportive network.

Key insights

As an HR manager, you are the driving force behind creating a healthy and vital work environment. The 20-60-20 rule provides you with a valuable lens to understand how to engage your colleagues in vitality initiatives. Recognising individuality, celebrating differences and fostering unity are crucial in this journey. By embracing a culture of wellbeing, you lay the foundation for an organisation where health and vitality are central.

The journey to a healthier workplace is one that requires collaboration and understanding. By embracing the 20-60-20 rule, you give yourself and your colleagues the opportunity to grow and flourish together in a vibrant and supportive organisation. Together, let us strive for a future where wellbeing is not just a priority, but an integral part of the organisational culture. As an HR manager, you can realise this vision by actively participating in developing and implementing vitality initiatives that reach all levels of the organisation and inspire employees to make healthier choices.