Keeping It Simple: 5 Tips For Effective, Engaging Work Fitness Challenges
HR managers are often confounded when their health and fitness programs experience less-than-expected worker engagement, but they should take center – engagement can be considered a fickle metric. Employees sign and begin with excitement up, only to steadily decline. In decline Once, endeavoring to lure a worker in to the fold can be challenging back.
In our experience, HR managers’ first reaction is to offer more health and fitness options, but this is not answer. We use companies to help create fitness problems, something that has quite proven itself to be a highly effective tactic in increasing engagement often. The excitement generated via competition and the drive to best others can be very persuasive, in producing sign-ups and sustaining involvement over the course of a program.
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Participants involved in fitness contests have also shown a propensity to sign up for other health and fitness program offerings in an effort to increase their performance in the competition as well as to achieve their general health and fitness goals. However, running a highly effective fitness problem can be, in a word, challenging. In my experience, the single most important component for engagement in such issues is simplicity. If you make an effort to attack many issues simultaneously too, it shall bring failure to a marketing campaign quickly.
Asking employees to monitor weight, steps, calories from fat, activity minutes, and the quantity of rest they get is ludicrous. I wouldn’t even do this, and I run a wellness company! The target instead is to get people to focus on their health just, not convert everyone into Jack LaLanne. Keep it simple Just. Work on a very important factor at the same time. Unfortunately, “keep it simple” is simpler said than done, so here are a few helpful tips to reduce complexity and maximize participation.
There’s a vintage adage: “Ask someone to do five things, and they’ll do nothing. Challenges are most effective when they allow people to focus and compete on just one single metric. Than looking to boil the ocean Rather, focus on getting people to make an individual change. Of a mixture activity/walking/weight-loss challenge Instead, do split individual problems over summer and winter.
Not only does this make your task easier, it allows you to strategically focus your communications and helping programs also. For instance, throughout your weight loss challenge, focus attention on your bodyweight Watchers work offering. During your activity problem, offer tips about “10-minute table workouts” or activities in your fitness center. During your walking challenge, tap into grassroots efforts around charity walks in which your employees tend already involved. If engagement is hard, make taking part even harder don’t; keep carefully the barrier to entry low. Make it for people to report their metrics – whether its weight easy, steps or something else. Don’t make people jump through extra hoops to verify their results or record at particular time and place.
From the participant’s standpoint, if confirming is hard, these are less inclined to do it. In the event that you fear cheating, test your incentive structure. Prizes should be attractive, but not too attractive. Generous prizes are great motivators, however they can actually encourage cheating. Talking about incentives, they must be easy to comprehend, not burdened by cumbersome computations or guidelines. You will find limitless ways to structure incentives, but pick one or two for any individual challenge.
I like it when my clients structure overall team contests around donating to the charity of the earning team’s choice. It’s so simple and makes everyone feel good. For interim incentives, I like really small awards that encourage participation. Try every week random reward drawings for individuals. If final results are your focus, keep it fair.