Initiatives for well-being, engagement and therefore the employee motivation they are often considered as cash benefit programs. However, they are not always effective.
Both well-being and engagement levels are recognized as leading indicators of organizational performance and even a company’s market value. However, well-being initiatives can, sometimes, only produce a positive impact if employees participate actively and without creating confusion they must be designed, communicated and carried out with great care and continuity by directly involving the workers themselves.
When it comes to employee engagement and well-being and engagement initiatives, we need to think of employees as if they were customers. This means they require as much attention as you would spend attracting new customers and retaining existing ones, so it can be useful to think about how we typically set up an advertising campaign.
A.I.D.A. , one of the longest-standing models used in both marketing and advertising (perhaps a little obsolete but still effective today), is also excellent for planning a wellness event. A.I.D.A. is the acronym for Attention, Interest, Desire and Action, which perfectly illustrates the path that each staff member should take to achieve the most significant results.
Attention: ensure that the staff is stimulated
“Make sure you effectively communicate the timing and content of the event to all departments. Timing is also crucial, you don’t need to plan one event at a time…” he says Neil Pagnam, one of Personal Group’s Business Development Directors.
When it comes to getting their attention, communication is key. However, it is important to use a multi-channel strategy based on employee preferences to ensure that all employees are engaged with messages they understand.
While older members of the workforce may prefer to speak on the phone, by email or better yet face to face, Millennials are more likely to respond to digital channels and push services, such as instant messaging and app notifications.
Interest – offer benefits that pique their interest
It’s not just your communication methods that need to be adapted to your workforce for wellbeing and engagement initiatives, it’s also important to offer benefits that are relevant to their needs and expectations.
It may be helpful to have a conversation with HR to find out what kind of things would appeal to your employees.
Desire: create the desire for the benefits you intend to provide
Consider how you present the benefits.
Knowing that these benefits are chosen by a variety of staff, not just directors, we need to think carefully about which ones and how to deliver them.
Action: Actively involve employees
“The journey doesn’t stop once employees have joined the benefits program. Sustaining use requires the full attention of the launch itself.”
It is important to use the benefits in a way that is as easy as possible for your staff.
This can be done by ensuring that your HR benefits and services are easily accessible. The simplest and most effective way to do this is to use the power of your smartphone!
Chances are, most of your employees have access to their own smartphone or have been provided with a company phone to allow them to complete their daily tasks. The implementation of an Employee Benefits and Engagement App will reach staff anytime, anywhere.
Remember, you can’t just launch a benefits platform.