How to overcome low participation rates in your wellness program?


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Nov 06 2019 5 mins  
How to overcome low participation, low engagement, low morale and general dissatisfaction.
It is not uncommon for such organisations wellness programs to struggle with: 1) low participation 2) constantly experiencing low engagement 3) low morale and general dissatisfaction. “IMPORTANT-Keeping your expectations to realistic levels”  Our programs are ‘not off the shelf’, they are designed specifically for your org -however all ‘similar’ wellness programs that LAMBERT has helped org’s to plan/design/execute and sustain would have been tested with many different types of organisations. Communication between the whole workforce is of paramount importance, which always leads to participants having positive experiences. A bridge will always need to be built between management and employees -which helps to create an understanding of the big picture.  Employee engagement has to be maintained, which ultimately helps to improve individual/group/organisational morale and helps sustain the quality of the program.  Program results will depend on the interventions planned, but management and front line staff must work together to ensure participation is monitored regularly towards sustained results. As a whole organisation, your management and workforce will collectively all form new ideas -to solve problems that may be faced and move forward in a positive manner. Committment during the first two months (in preparation for a future program start date)
TO DO:  Allocate key members of your organisation to form a wellness team/ committee to meet frequently -this time for meetings can taper off to monthly later.  Once the program has been established, the time to facilitate such team/committee meetings should be approx 10 hours/month. Plan for unforeseen eventualities- that if key people should leave (rotated system in place) Providing they have the right skill set, existing program managers can be trained to facilitate such meetings.  similarly, always look towards building: a) involvement b) participation and c) keeping commitment, morale and engagement high. The No 1 aim- is to get to the root cause of the business and individual employee concerns, keep expectations low and implement solutions to your needs gradually i.e. over time not all at once. that are proposed. Keep all channels of communitaion open, listen to the proposed ideas but more importantly -regularly providing feedback to ensure the program remains a solution-based strategy. Continuously work as a team to address all concerns and suggestions towards sustainable success.  Management can partake in LAMBERTS leadership program, which will provide them with the skills towards fostering positive relations with the employee participants.
 Plan – an option is to trial your first wellness program with a single dept i.e. like a pilot study - just to see if the program is a comfortable fit with your organisation.