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Month: October 2024

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HR & People Operations

10 Key Features of Successful Employee Wellness Programs

Employee wellness programs

Features of Successful Employee Wellness Programs

As we prepare for 2025, companies need more than just competitive salaries and traditional benefits to attract and retain top talent. Employee wellness programs have become essential for fostering a healthier, happier, and more engaged workforce. These programs not only improve employee health but also enhance productivity, reduce absenteeism, and boost morale.

In fact, 49% of small to midsized organizations now prioritize employee well-being. Below, we break down the 10 key features that define a successful wellness program and provide HR leaders with actionable insights to improve employee wellness and performance.

1. Holistic Approach to Wellness

Successful wellness programs are more than just physical health initiatives. They address all aspects of an employee’s well-being—mental, emotional, financial, and social. Employees today are seeking a balanced and supportive workplace that cares for their overall well-being.

  • Example: Companies that offer mental health support and financial wellness programs often see a significant improvement in employee well-being. In fact, 76% of employees reported at least one symptom of a mental health condition in the past year. This highlights the growing need for a well-rounded wellness strategy that caters to diverse needs.
2. Accessibility and Inclusivity

The best wellness programs are accessible to all employees, whether they work on-site, remotely, or in hybrid roles. This is especially important as remote work continues to rise. Wellness programs should offer options for all employees, regardless of their physical location or working hours.

  • Example: According to Gallup, 32% of remote employees report feeling disconnected from their company’s wellness initiatives. Providing virtual options, such as online fitness classes or mental health resources, helps engage remote employees and ensure everyone benefits from wellness initiatives.
3. Leadership Support and Participation

Wellness programs thrive when company leaders actively support and participate in them. When leaders model healthy behaviors and engage in wellness activities, employees are more likely to follow suit. Leadership buy-in also sends a strong message that the company truly values employee well-being.

  • Example: Research from Gallup shows that employee engagement in wellness programs increases by 20-30% when company leaders actively participate. Leadership participation can range from joining wellness challenges to promoting mental health days.
4. Personalization Options

A one-size-fits-all approach to wellness doesn’t work. Employees have unique health needs and wellness goals, so offering personalized wellness options ensures higher participation and effectiveness. Whether it’s fitness goals, mental health needs, or financial planning, personalization allows employees to engage in a way that resonates with them.

  • Example: Companies that integrate Diversity, Equity, and Inclusion (DEI) into their wellness programs see a 15% increase in participation among minority employees. Personalization goes hand in hand with inclusion, ensuring that all employees have access to resources that support their specific needs.
5. Regular Health Screenings and Assessments

Preventive care is a key part of maintaining employee health. Offering regular health screenings and assessments, such as biometric screenings, can help employees stay on top of their health and catch potential issues early. Health assessments not only improve individual health outcomes but also reduce long-term healthcare costs for the company.

  • Example: Regular check-ups and screenings are a cornerstone of workplace wellness, helping employees understand their health better and take proactive measures to improve it. According to the CDC, wellness programs reduce absenteeism by 28%.
6. Incentives and Rewards

Employee wellness programsIncentives play a major role in motivating employees to participate in wellness programs. When employees are rewarded for participating in activities or meeting wellness goals, they are more likely to stay engaged. Rewards can range from small perks like gift cards to larger incentives like extra vacation days or wellness-related prizes.

  • Example: According to a study in the Harvard Business Review, employees who are recognized and rewarded are 12 times more likely to be engaged and productive. Creating a rewards structure for wellness participation can boost engagement significantly.
7. Mental Health Resources

Mental health is no longer a “nice-to-have” but a critical component of employee wellness. As the workplace evolves, more companies are offering mental health resources, such as Employee Assistance Programs (EAPs), mental health apps, and counseling services. Supporting mental health not only improves employee well-being but also enhances productivity and reduces absenteeism.

  • Example: With 76% of employees reporting at least one symptom of a mental health condition, providing accessible mental health resources is essential for any wellness program.
8. Flexible Work Options

Workplace flexibility is a growing demand among employees, especially in today’s hybrid work environments. Offering flexible work options, such as remote work, flexible hours, or compressed workweeks, reduces stress and enhances work-life balance, which is a key element of employee well-being.

  • Example: Studies show that companies offering flexible work options report a 35% increase in employee satisfaction and reduced turnover.
9. Ongoing Education and Awareness

Wellness programs should be continuously evolving, and ongoing education is essential for keeping employees engaged. Hosting regular workshops, seminars, and webinars on topics like mental health, nutrition, and stress management keeps wellness top of mind and equips employees with the tools they need to improve their health.

  • Example: Companies that offer monthly wellness workshops and educational content often see higher participation rates as employees are reminded of the value these programs offer.
10. Measurement and Feedback Mechanisms

To ensure a wellness program’s effectiveness, it’s essential to measure its impact and gather employee feedback. Tracking participation rates, health outcomes, and employee satisfaction with the program helps refine initiatives and demonstrates ROI.

  • Example: 58% of small businesses feel constrained by budgets in offering wellness programs. Measuring the ROI and Value on Investment (VOI) of wellness programs can provide the data needed to continue investing in employee well-being.

 

Conclusion

By implementing these 10 key features, companies can develop comprehensive and successful wellness programs that not only improve employee health but also positively impact the bottom line. Whether your goal is to reduce absenteeism, boost productivity, or foster a more engaged workforce, wellness programs are a strategic investment for today’s business environment.

Start small by introducing one of these features today, and watch your wellness culture grow into a powerful tool for employee well-being and company success.

Categories
HR & People Operations

Debunking Myths About Behavior Modification: Why It Works (Even If You’re Not a Health Coach)

Behavior modification
Debunking Myths About Behavior Modification

If you’re not a health coach, you might be skeptical about behavior modification. Maybe you’ve heard that it’s only effective for a short time, or perhaps you’ve seen failed attempts at long-term change and wonder if it’s really worth the effort. As professionals deeply involved in helping people achieve lasting health improvements, we’ve seen firsthand how behavior modification can drive real, sustainable change. It works—and not just for health coaches. In fact, anyone looking to influence positive behaviors—whether in wellness programs, employee engagement, or personal growth—can benefit from understanding how this approach actually works.

Here’s why behavior modification is more than just theory and why it can be a powerful tool, no matter your background.

Myth 1: “Behavior Modification Is Only Temporary”

You might think that behavior change only lasts while someone is intensely focused, and then old habits creep back. This myth is based on incomplete approaches that don’t include ongoing support. But when behavior change is reinforced, results last long beyond the initial burst of motivation.

A study published in the American Journal of Public Health found that long-term success in behavior modification is linked to continuous engagement and structured follow-ups, rather than a one-time effort​. Programs that use digital tools and regular check-ins saw individuals maintain changes for over a year.

Real-Life Experience: We’ve seen clients stay engaged for months and even years when their progress is tracked and celebrated. Whether it’s encouraging an employee to adopt new wellness habits or guiding a client through weight loss, long-term behavior change comes down to consistent reinforcement. This is why digital coaching platforms, like ours, integrate these principles and keep users on track with personalized nudges.

Myth 2: “People Need Radical Changes for Behavior Modification to Work”

If you believe that behavior change requires a complete overhaul of someone’s life, you’re not alone. This is a common misconception, but it’s also the reason many people give up before they really get started. The truth is, incremental changes are far more effective than drastic shifts.

The Transtheoretical Model (also known as the Stages of Change Model) highlights that people go through small, deliberate stages of change. A review published in the Journal of Behavioral Medicine showed that small steps, like gradually increasing physical activity or cutting out one unhealthy habit, result in more sustainable progress​.

Real-Life Experience: We have guided hundreds of thousands of individuals through behavior change programs, and the most successful stories always start with tiny, manageable actions. One client who began by logging her mood each day a day, eventually adopted better mental health patterns over months. It wasn’t about a drastic change—it was about building consistent habits. In a workplace setting, the same can be done by encouraging employees to make small adjustments, such as taking breaks to stretch or drink more water throughout the day.

Myth 3: “Only Motivated People Can Change Their Behavior”

behavior modificationYou might think that behavior modification only works for highly motivated people—those who already have the drive to make changes. This couldn’t be further from the truth. Motivation is not a static trait; it can be cultivated and strengthened.

According to a study in Health Psychology, motivation is often the result of successful behavior change, not the cause. The research found that motivational interviewing and goal-setting could boost a person’s drive to stick to new habits, even if they weren’t very motivated to begin with​.

Real-Life Experience: In our programs, we’ve worked with individuals who were initially resistant to change. By aligning their health goals with their personal values (for example, helping a parent realize how staying healthy allows them to be more present for their children), we’ve seen incredible transformations. Health coaches are trained in this, but you don’t need to be a health coach to inspire motivation. Employers and managers can help individuals find their “why,” which can unlock new levels of engagement in wellness programs.

Myth 4: “Negative Reinforcement Is More Effective Than Positive”

It’s easy to think that the fear of negative consequences would be a stronger driver for change than positive reinforcement. But research shows the opposite: people are more likely to sustain new behaviors when they are rewarded rather than punished.

Studies have revealed that positive reinforcement, such as rewards for achieving health goals, led to significantly higher adherence than negative consequences​. Gamification—incorporating rewards, challenges, and recognition—has proven especially effective.

Real-Life Experience: In our experience, gamification makes all the difference in keeping clients engaged. We’ve seen how simple rewards, like earning badges for completing steps or recognition from peers in a wellness program, create momentum and long-term participation. Similarly, businesses can implement positive reinforcement through employee wellness challenges. Instead of penalizing employees for missed targets, celebrate small wins—this leads to higher engagement and participation.

Myth 5: “Behavior Modification Only Works for Specific Groups”

Some believe that behavior modification is only effective for certain demographics—whether it’s younger, tech-savvy individuals or those who already have some level of health literacy. This myth limits the potential for broad behavior change across a wide range of individuals.

The Journal of Clinical Psychology published findings that showed digital health interventions can work across diverse populations when tailored to individual preferences and needs​. Personalization is key—whether it’s adapting content for older adults or customizing it for different cultural backgrounds.

Real-Life Experience: We’ve worked with individuals ranging from busy professionals to retirees, from those comfortable with technology to those completely new to it. What we’ve learned is that personalization is the key. For instance, we simplify user interfaces for older adults and offer peer support groups for those who thrive on community-based engagement. Similarly, non-health coaches can make their wellness programs more inclusive by offering flexible tools that meet individuals where they are.

What Really Works—For AnyoneBehavior modification

  1. Personalization: The most effective behavior change programs are those that adjust to the individual. Understanding what motivates someone personally and where they are on their journey makes all the difference​.
  2. Positive Reinforcement: Rewarding small wins and creating a positive experience around behavior change encourages long-term success​. Whether it’s through gamification, recognition, or incentives, keep the momentum going with positive feedback.
  3. Incremental Steps: Small changes lead to big results. Encourage gradual, manageable actions rather than drastic overhauls​. This creates a sustainable path for individuals to follow without feeling overwhelmed.
  4. Continuous Engagement: Whether you’re a health coach or an employer implementing a wellness program, continuous engagement is critical. Regular check-ins, digital nudges, and ongoing support maintain motivation and prevent relapse​.

Conclusion

Behavior modification is not just for health coaches—it’s a tool that can benefit anyone looking to foster positive change, whether you’re leading a wellness program, managing a team, or encouraging personal growth. Backed by research and supported by real-world experience, we’ve seen that these strategies lead to lasting, meaningful change. It’s not about who you are or how motivated someone is at the start—it’s about the strategy and support you provide along the way.

References:

  1. Long-Term Efficacy of Behavior Change – American Journal of Health Promotion
  2. Effectiveness of Positive Reinforcement in Behavior Change – Health Psychology Review
  3. Tailored Digital Interventions and Client Engagement – The Journal of Clinical Psychology
Categories
Articles

Tune Into Health: The Surprising Benefits of Playing a Musical Instrument

Health benefits
   The Surprising Benefits of Playing a Musical Instrument

Learning to play a musical instrument is not just about developing musical skills—it also offers a variety of health benefits that can enhance mental, emotional, and physical well-being. The science behind these benefits has been supported by numerous studies, showing that engaging with music can improve cognitive function, reduce stress, and promote emotional resilience.

   Cognitive Enhancement

Playing a musical instrument is a complex task that involves multiple brain functions, including memory, attention, and coordination. Neuroscientific research shows that musicians often have stronger connections between different brain regions, especially in areas related to language and problem-solving. A study published in Nature Reviews Neuroscience highlighted that learning music can increase gray matter density in the brain, particularly in areas involved in motor skills and auditory processing. 

Additionally, musical training has been linked to improvements in working memory and executive function. A study by the Journal of Neuroscience showed that musicians outperformed non-musicians in tasks requiring sustained attention and multi-tasking. This cognitive boost can benefit individuals throughout their lives, potentially slowing the cognitive decline associated with aging.

   Stress Reduction and Emotional Well-being

Health benefitsPlaying an instrument is an effective way to reduce stress and manage emotions. Music triggers the release of dopamine, the brain’s “feel-good” chemical, which enhances mood and can alleviate symptoms of anxiety and depression. According to a study in Frontiers in Psychology, participants who engaged in playing a musical instrument for even a short time showed significantly lower levels of the stress hormone cortisol. 

Additionally, music has been shown to improve emotional regulation. For example, a study published in Psychology of Music found that playing a musical instrument helped individuals develop emotional awareness and resilience by providing an outlet for emotional expression. This is particularly beneficial for children and adolescents, as learning music can help them process complex emotions and promote a sense of achievement and self-esteem.

   Physical Benefits

While cognitive and emotional benefits of playing an instrument are often highlighted, the physical advantages are just as important. Musical practice, especially for instruments like the piano, drums, or violin, can improve fine motor skills and hand-eye coordination. Regular practice strengthens muscles and improves dexterity. In addition, playing a wind instrument can improve respiratory function and lung capacity. 

Research conducted at the American Music Therapy Association indicates that musical activities can also aid in physical rehabilitation. Patients recovering from strokes or injuries have shown improvements in motor skills and coordination through music therapy, which involves playing simple instruments to encourage movement and muscle engagement.

   Social and Emotional Connection

Music is a universal language that helps people connect across cultures, ages, and backgrounds. Learning to play an instrument promotes social interaction, whether it’s through playing in a band, performing for others, or collaborating with other musicians. These social connections can reduce feelings of isolation and promote a sense of belonging. 

The emotional impact of music can also deepen personal connections. A report from Harvard Health Publishing highlights how music helps create strong emotional bonds, as shared musical experiences can enhance social cohesion and improve interpersonal communication. This is particularly relevant for children, as learning music in group settings improves teamwork and collaboration. 

   Conclusion 

The benefits of learning to play a musical instrument extend far beyond the joy of making music. From cognitive improvements to emotional resilience and even physical rehabilitation, musical training has a broad and deep impact on overall health. Whether you’re a child learning your first notes or an adult picking up an instrument later in life, the health benefits of music are undeniable. 

   References: 
Categories
Articles

A Father’s Perspective: I Don’t Have Time to Count My Kids Calories

Family wellbeing
I Don’t Have Time to Count My Kids Calories  

Recently, a valued client asked us to collaborate on helping pediatricians promote healthier eating and physical activity to families. What surprised me wasn’t the project itself, but the reality: there simply aren’t enough quality resources to effectively promote family wellbeing through better health. In my initial research, most of what I found were apps that either provided education that felt unrelatable or focused on rigidly counting calories. No offense to those apps that track kids’ meals, but that approach doesn’t work for me. Maybe some parents can manage it, but for many of us, it’s just not realistic. 

The next step for me was to find a subject matter expert who could help guide us in the right direction. I searched high and low until it hit me—I have four kids, and I’m both the subject matter expert and the end user. As a father of a large family, I never imagined how much planning and effort it would take to create a healthy atmosphere for my children. When my wife and I began this journey, we understood the importance of good nutrition and staying active but building these habits within the chaos of family life proved to be far more challenging than we expected. 

Our kids need help. Our families need help. We cannot continue to accept the decline in our nation’s health. Living longer is one thing, but living longer and healthier? That’s a different story. As a father, I will do anything to put my kids in the best possible position to have healthy minds and bodies. It’s personal for me, and while I’m still a work in progress, I feel I’m starting to see more wins than losses. 

The Challenges and the Realities 

What I’ve learned, both as a dad and in my professional life surrounded by coaches who change lives daily, is that the key isn’t perfection. It’s about making consistent, small steps forward and stacking up more victories than defeats. In my home, the first step was setting a goal to eat dinner together at least five times a week. This may seem unrelated to traditional health goals, but it made the biggest difference. Sharing meals as a family promotes not only better eating habits but also emotional wellbeing. It creates an opportunity for connection, reduces stress, and helps foster open conversations about health, allowing us to reinforce healthy choices in a relaxed, supportive environment. 

This approach is crucial for the long-term health and happiness of our children. We don’t need to be perfect parents. What we need is a balance that sets a strong foundation, while teaching our kids not to stress over every choice. After all, a healthy mindset is just as important as a healthy body. 

What I’ve Learned: Simple Strategies for Family Wellbeing 
 Make It Fun and Simple 
  • Kids learn best when they’re having fun. We try to keep things simple, using storytelling to explain why certain choices, like eating too much sugar or relying on processed foods, aren’t great for their bodies. I don’t get into all the science with them, but I bridge the gap by showing how what they eat now affects their health in the long term.  
Balance Is Key  
  • One thing I’ve learned is that balance matters. Yes, we need to help our kids make healthy choices, but they also need the freedom to enjoy life. Let them have that ice cream or birthday cake. The goal is not to be rigid but to teach them moderation. If they’re stressed about every choice, we’re not doing them any favors. 
Lead by Example 
  • As parents, we’re our children’s first role models. They need to see us committed to making healthy choices, but they also need to see that we’re human. I’m not perfect—I fail at times, and I think it’s important for my kids to see that too. When they see me recover from a setback and get back on track, it teaches them resilience and perseverance. 
Make It Interactive  Family health
  • By prioritizing family wellbeing, we can create a supportive environment that fosters healthy habits and emotional resilience. We try to involve the kids in meal planning, grocery shopping, and even cooking. When they feel part of the process, they’re more likely to make healthier choices. Plus, it becomes a shared family experience, and those are moments that will stay with them long after they’ve grown up.
Small Wins, Big Impact 

At the end of the day, my goal is simple: to have more little victories than defeats. The small wins—whether it’s getting the kids to try a new vegetable or choosing an outdoor activity over screen time—add up over time. These habits will help set the foundation for a healthier future, not just for my family, but for all families who are willing to make the effort. 

The road to family wellbeing isn’t always easy, but it’s worth the work. We may stumble, but it’s the commitment to keep going, to adjust and improve, that matters most. And if we can make the journey fun, balanced, and full of love, then we’re on the right path. 

— A Father Still Learning and Striving for Better 
Categories
Health Coaches

Health Coaching and Chronic Conditions

Health Coaching
Health Coaching and Chronic Conditions

Health coaches play a crucial role in supporting individuals with chronic health conditions. Their ongoing support can significantly enhance a person’s quality of life and long-term health outcomes. Here are some key areas they get to focus on:

1. Understanding Common Chronic Conditions:

Health coaches have a basic knowledge of common chronic conditions such as diabetes, hypertension, heart disease, and arthritis. This includes understanding the impact these conditions have on daily life. Therefore, they can help educate people about lifestyle changes that can improve their health. This helps individuals understand their conditions better and make informed decisions.

2. Collaborative Approach:

Effective health coaching involves a collaborative paradigm. Instead of telling people what to do, coaches ask what changes they are willing to make and support them in those decisions.

Chronic conditions
Health coaching can help individuals with diabetes manage their condition through education, support, and tools….
3. Self-Management Support:

Health Coaches provide tools and strategies to help people manage their conditions. This includes education on medication adherence, lifestyle modifications, and coping strategies.

4. Bridging the Gap:

Health coaches often act as a bridge between clinicians and patients, helping to ensure that patients understand their treatment plans and feel empowered to follow them.

5. Behavioral Change Techniques:

Knowledge of motivational interviewing, goal setting, and other behavioral change techniques is essential. These skills help health coaches to effectively support clients in making sustainable health changes.

6. Emotional Support:

Chronic conditions can be emotionally taxing. Health coaches are prepared to offer empathy, encouragement, and support to help individuals navigate the emotional challenges associated with their conditions.

7. Goal Setting and Problem-Solving:

Health coaches assist people in setting realistic health goals and developing problem-solving skills to overcome barriers to achieving these goals.

8. Regular Follow-Up:

Health coaches provide ongoing support and follow-up to ensure people can stay on track with their health plans and make necessary adjustments as needed.

9. Encouraging Active Participation:

Health coaches empower patients to take an active role in their own care, which can lead to better health outcomes and a greater sense of control over their health.

10. Monitoring Progress:

Health coaches regularly track individuals’ progress towards their health goals and adjust plans as needed to ensure continued improvement.

By focusing on these areas, health coaches can significantly improve the quality of life for individuals with chronic health conditions.

Categories
HR & People Operations

Wellness Program Incentives – A Double-Edged Sword

Wellness program incentives
Wellness Program Incentives 

Rewarding employees for completing wellness program activities has become standard practice within the corporate wellness industry. According to data from the Society of Human Resource Management (SHRM), nearly 60% of employers were already using incentives to drive wellness program engagement in 2022, doling out an average of over $700 per employee for completing incentivized wellness activities. . That’s a lot of money, so it begs the following question …

Do incentives really make enough of a difference to produce a positive ROI?

When it comes to participation, the answer is a resounding Yes. When The RAND Corporation conducted in-depth research regarding wellness programs a few years ago, they found that incentivized wellness programs achieve double the participation rate of non-incentivized programs. Not surprising really – after all, most of us were trained to react to incentives by our parents. “If you finish your homework I’ll give you a treat,” etc.

But the real question is, do these incentives really work to create healthier, happier, more productive employees? This question has caused much debate and controversy over the years.

On one side of the argument about the efficacy of incentives are those who point to the increased detection of undiagnosed health problems due to higher participation rates in health screenings. There are also those who believe that if you can get someone to do something for three weeks, it becomes a habit. [Sidenote: This is an urban legend; research shows that it typically takes anywhere from 18 to 254 days to form a new habit depending on several factors, with the average being 66 days.]

Wellness program incentivesOn the other side of the incentives argument are those who point to the evidence that external (or extrinsic) motivators are not only ineffective in producing sustained behavior change but may also encourage negative behavior such as cheating. In addition to the tendency for behavior revert to its previous state once the reward is earned, the industry is littered with stories about wellness program participants doing things like tying exercise trackers to their dog, ceiling fan, etc. In one case, an eye-opening lawsuit revealed that Kansas City employees defrauded their health insurance program of more than $300,000 in wellness incentives by falsely claiming to have run marathons and competed in triathlons.

Beware the Double-Edged Sword

As you can see from the above, incentives are truly a double-edged sword and need to be used wisely. They should be thought of simply as a catalyst, not as a primary driver of sustained behavior change. Their job is to entice people to participate in something … perhaps a one-time activity like a screening, or a new wellness activity or behavior pattern. However, it is unlikely that incentives will achieve a lasting benefit unless they motivate an activity designed to cultivate an inner sense of motivation (known as intrinsic motivation) that gradually replaces the extrinsic motivation created by the incentive.

At Avidon Health, a key requirement when we develop wellness programs and tools is that they must in some way create real intrinsic motivation and self-efficacy. For example, many of our clients’ participants register for our self-guided digital courses partially (or wholly) because their corporate wellness program has lured them there with an attractive extrinsic incentive. However, as they progress through the course, they soon discover a new sense of purpose, a vision and motivation that is deeply personal and enduring. It is this intrinsic motivation that keeps them engaged and drives genuine, lasting behavior change.

I hope you’ve found this article helpful. To ensure your organization gets the best bang for the buck from its incentive program, we invite you to download our free e-book, Best Practices for Wellness Program Incentives

Categories
Health Coaches

How Health Coaches Can Use Behavior Modification to Encourage Small Breaks in Busy Workdays

Behavior modification
Use Behavior Modification to Encourage Small Breaks During Busy Workdays

The belief that there’s never enough time to pause is widespread. However, behavior modification techniques reveal that integrating small breaks into a busy workday is not just beneficial—it’s essential. For health coaches, guiding clients to adopt these practices can prevent burnout, enhance productivity, and foster overall well-being. Here’s how you can help your clients harness the power of short, intentional breaks through effective behavior modification strategies.

Why Small Breaks Matter

Optimizing work capacity isn’t solely about managing time; it’s about managing energy. When clients feel overwhelmed or burnt out, their ability to perform essential tasks diminishes. Regular breaks help sustain energy levels, enhance cognitive function, and maintain emotional balance, leading to more productive and positive interactions both personally and professionally.

8 Behavior Modification Strategies to Incorporate Breaks

1. Empower Clients to Embrace Breaks

Behavior Modification Tip: Challenge the belief that taking breaks is a sign of weakness or inefficiency. Encourage clients to see breaks as a vital part of their work routine. Role model this behavior by taking regular pauses yourself, creating a culture where breaks are normalized and valued.

Actionable Step: Have clients set a daily goal for the number of breaks they’ll take, starting with small, manageable increments.

2. Batch Communications to Create Break Opportunities

Behavior Modification Tip: Teach clients to group email and messaging tasks into specific time blocks. This reduces constant task-switching, which can drain energy and increase stress.

Actionable Step: Recommend scheduling two or three dedicated times each day to check and respond to emails and messages, freeing up more uninterrupted time for focused work and breaks.

3. Redefine Meeting Durations for Efficiency

Behavior Modification Tip: Encourage clients to adopt shorter meeting times, such as 15–25 minutes, to foster efficiency and create natural intervals for breaks.

Actionable Step: Suggest clients set a timer for meetings and use the remaining minutes before the next meeting to stretch, grab a snack, or simply breathe.

4. Enforce Hard Stops to Maintain Break Integrity

Behavior Modification Tip: Help clients establish boundaries by setting hard stops for meetings and work periods. This prevents meetings from overrunning and encroaching on break times.

Actionable Step: Teach clients to communicate their meeting boundaries clearly and stick to their schedules, using alarms or reminders to enforce these limits.

5. Stack New Break Habits onto Existing Ones

Behavior Modification Tip: Utilize the concept of habit stacking by attaching new break activities to existing routines, such as bathroom breaks.

Actionable Step: Guide clients to add a short mindfulness exercise or a quick walk immediately after using the restroom, turning a necessary break into a restorative one.

6. Schedule and Remind Clients to Take Breaks

Behavior Modification Tip: Encourage clients to proactively schedule breaks, especially during natural energy lows, and use reminders to ensure consistency.

Actionable Step: Recommend setting calendar alerts or using break reminder apps to prompt clients to take their scheduled pauses.

7. Use Visual Cues to Prompt BreaksBehavior modification

Behavior Modification Tip: Visual reminders can serve as gentle prompts for clients to take breaks without relying solely on digital alerts.

Actionable Step: Suggest clients place a specific object on their desk, like a stress ball or a plant, that signals it’s time to take a short break.

8. Develop Go-To Routines for Unexpected Breaks

Behavior Modification Tip: Equip clients with quick, reliable routines they can follow during unplanned breaks to maximize their restorative benefits.

Actionable Step: Create a list of simple activities—like deep breathing, listening to a favorite song, or doing a quick stretch—that clients can easily implement whenever an unexpected break arises.

Implementing Behavior Modification for Lasting Change

As a health coach, your role is to guide clients through the process of behavior modification, helping them to identify, adopt, and sustain these break strategies. Here’s how to facilitate this transformation:

  1. Assess Current Habits: Begin by understanding your client’s current work habits and break patterns.
  2. Set Clear Goals: Collaborate with your client to set specific, achievable goals related to taking regular breaks.
  3. Provide Tools and Resources: Offer practical tools, such as scheduling templates or reminder apps, to support their new habits.
  4. Monitor Progress: Regularly check in on your client’s progress, celebrating successes and addressing challenges.
  5. Adapt Strategies as Needed: Customize strategies to fit your client’s unique needs and work environment, ensuring sustainability.
Conclusion: The Power of Small Breaks Through Behavior Modification

Integrating small breaks into a busy workday through behavior modification not only enhances productivity but also safeguards against burnout and promotes emotional well-being. As a health coach, empowering your clients to adopt these strategies can lead to significant improvements in their professional and personal lives. Start today by implementing these actionable steps and watch your clients thrive with renewed energy and resilience.

Ready to help your clients transform their workdays? Contact us to learn more about how our resources can support your coaching practice in fostering healthier, more productive habits.

Categories
HR & People Operations

How HR Leaders Can Supercharge Corporate Wellness Programs Through Digital Engagement

Corporate wellness programs
Supercharge Corporate Wellness Programs Through Digital Engagement

You’re responsible for fostering a workforce that is healthy, engaged, and productive. But with tons of inhouse and outsourced corporate wellness programs, how can you ensure your initiatives stand out and drive measurable results? With over a decade of experience, we’ve seen firsthand how proactive and personalized approaches transform wellness initiatives.

Our insights aren’t just backed by internal data but we leverage hard-hitting research, including a recent study published by JAMA Network Open, which demonstrates that digital engagement strategies can significantly improve employee mental health and well-being outcomes​.

 The Engagement Challenge in Corporate Wellness

According to JAMA, a study involving 1,275 healthcare workers found that merely offering wellness resources is not enough to drive meaningful participation. The study compared the effects of a traditional “pull” strategy—where employees had access to a mental health platform but had to seek out resources themselves—to a “push” strategy where employees received regular, proactive digital interventions such as text message reminders and mental health assessments. The “push” strategy led to significant reductions in anxiety and depression over six and nine months, with sustained engagement and improvements​

This finding is critical. Many corporate wellness programs fail to engage employees because they rely too heavily on voluntary participation. Employees are often unaware of available resources or too busy to seek them out. By shifting to a proactive, digital-first approach, you can address this challenge head-on, driving better outcomes for your employees and your organization.

Leveraging Digital Tools for Maximum Impact

With remote and hybrid work environment being the norm, digital wellness tools are not just convenient—they are essential. Our experience at Avidon Health, combined with case studies like the one above, shows that automated, personalized interventions increase engagement across the board.

The JAMA study revealed that health care workers who received regular digital engagement saw a 1.26-point reduction in depression scores and a 0.99-point reduction in anxiety scores compared to those who simply had access to resources​. The implications for corporate wellness are clear: timely, data-driven interventions that anticipate employee needs can drastically improve participation and outcomes.

Hard Data to Support Your Wellness Strategy

It’s essential to back up your wellness initiatives with measurable outcomes that demonstrate value to leadership. Here’s how digital engagement can deliver:

  1. Improved engagement – Research shows that personalized nudges and tailored content lead to higher employee participation rates, with engagement levels often doubling compared to traditional methods​.
  2. Reduced absenteeism – According to the study, proactive digital wellness interventions can reduce anxiety and depression, leading to fewer sick days and improved mental health​.
  3. Boosted productivity – The same study found that workplace productivity improved significantly when employees received consistent digital wellness support, leading to better overall performance​.
Tailored Solutions for a Modern Workforce

Gone are the days of one-size-fits-all wellness programs. Employees expect customized wellness plans that meet their individual needs. Our digital engagement platform at Avidon Health allows HR teams to deliver tailored wellness interventions—whether it’s mental health coaching, fitness programs, or stress management tools. Drawing on over a decade of experience in health coaching and digital wellness, we’ve helped organizations craft programs that don’t just tick a box—they drive real change. Your employees will benefit from a targeted, proactive approach that meets them where they are, whether they’re working from home or in the office.

Corporate wellness programs
Future-Proof Your Wellness Strategy for 2025 and Beyond

Organizations must be ready to adapt to the changing needs of the workforce. The future of corporate wellness is digital, personalized, and proactive. By building a wellness culture rooted in engagement, data, and outcomes, you can position your organization as a leader in employee well-being.

Research like the JAMA study shows us the way forward: don’t wait for employees to ask for help—bring the help to them. Your next wellness program doesn’t just need to be comprehensive; it needs to be engaging and data-backed, driving long-term results that resonate with both your employees and your leadership team.

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Research & Insights

What Type of Health Risk Assessment Should My Business Use?

Health risk assessment

Health Risk Assessments (HRAs) have become a cornerstone of employee wellness programs, offering valuable insights into the health risks facing your workforce. But with so many options on the market, deciding which type of HRA is right for your business can be overwhelming. One of the most critical decisions you’ll need to make is whether to use an NCQA-validated HRA or a non-NCQA validated version. Let’s break down the key factors to help you make the best choice for your organization.

Understanding the Importance of HRAs in Workplace Wellness

Before diving into the specifics of NCQA vs. non-NCQA HRAs, it’s essential to understand why HRAs are crucial for your business. These assessments help identify potential health risks among employees, allowing you to implement targeted interventions. The benefits are clear: improved employee health, reduced absenteeism, and lower healthcare costs.

But not all HRAs are created equal. The length, format, and validation method of an HRA can significantly impact its effectiveness. This is where the distinction between NCQA-validated and non-NCQA validated HRAs becomes important.

NCQA-Validated vs. Non-NCQA Validated HRAs: What’s the Difference?

NCQA-Validated HRAs

The National Committee for Quality Assurance (NCQA) is a nonprofit organization dedicated to improving healthcare quality. An HRA that is NCQA-validated has undergone rigorous testing to ensure it meets specific standards for reliability, validity, and predictive accuracy. This validation is especially valuable for employers who need to ensure that their wellness programs are credible and effective.

Benefits of NCQA-Validated HRAs:

  • Predictive Accuracy: These HRAs are designed to provide highly accurate risk profiles, which is crucial for identifying employees at risk for chronic conditions. For further reading, see The NCQA’s Standards for Accreditation NCQA Standards.
  • Standardization: With NCQA validation, you can be confident that the HRA follows industry standards, making it easier to compare results and outcomes across different populations.
  • Credibility: Using an NCQA-validated HRA can enhance the credibility of your wellness program, which is particularly important if you’re seeking accreditation or need to meet specific compliance requirements.

Non-NCQA Validated HRAs

On the other hand, non-NCQA validated HRAs offer more flexibility and can be tailored to meet the specific needs of your workforce. These HRAs may not have the same level of standardization, but they can still be effective, especially if you’re looking for a more customizable approach.

Benefits of Non-NCQA Validated HRAs:

  • Flexibility: These HRAs can be easily adapted to fit the unique needs of your business, whether that means focusing on specific health risks or incorporating additional questions relevant to your industry.
  • Cost-Effectiveness: Non-NCQA validated HRAs can be more affordable, making them an attractive option for smaller businesses or those with limited budgets.
  • Ease of Use: These HRAs often require less training and fewer resources to implement, which can be a significant advantage for companies without dedicated wellness teams.

How HRA Length Affects Engagement and Accuracy

One of the most important factors to consider when choosing an HRA is its length. Studies have shown that shorter HRAs (≤ 40 questions) tend to have higher completion rates, making them more effective for broad employee participation. For example, a study by Wells et al. found that a 12-question HRA had an 82% completion rate compared to just 64% for an 88-question version .

However, shorter HRAs may sacrifice some level of detail, which could impact the depth of risk stratification. Longer HRAs (40-80 questions) can provide more comprehensive risk profiles, but they may also decrease completion rates. When HRAs exceed 80 questions, participation drops significantly, and the additional data gathered may not justify the burden on employees .

Balancing Detail and Engagement

For most employers, the sweet spot lies in HRAs that are around 40 questions. This length strikes a balance between providing detailed risk profiles and maintaining high participation rates. It’s essential to consider your company’s specific goals when choosing the length of your HRA.

Making the Right Choice for Your Business

When deciding between an NCQA-validated and a non-NCQA validated HRA, consider the following factors:

  1. Company Size and Resources: Larger companies with more resources may benefit from the credibility and standardization of an NCQA-validated HRA. Smaller companies or those with limited budgets might find a non-NCQA validated HRA more practical and cost-effective.
  2. Employee Demographics: If your workforce has diverse health risks, a more customizable, non-NCQA validated HRA might allow you to tailor the assessment to your employees’ specific needs.
  3. Compliance and Accreditation: If your business needs to meet certain regulatory standards or is seeking accreditation, an NCQA-validated HRA is likely the better choice.
  4. Wellness Program Goals: Consider what you aim to achieve with your wellness program. If predictive accuracy and risk stratification are top priorities, an NCQA-validated HRA may offer the reliability you need. If engagement and ease of use are more critical, a shorter, non-NCQA validated HRA could be the way to go.

Conclusion

Choosing the right Health Risk Assessment for your business is crucial to the success of your wellness program. Whether you opt for an NCQA-validated or a non-NCQA validated HRA, the key is to find a solution that balances engagement, predictive accuracy, and cost. By carefully considering your company’s specific needs and goals, you can select an HRA that provides valuable insights into your workforce’s health and helps drive better outcomes for your employees and your bottom line.

Further Reading:

 

  Wells et al. (2005), “The Development and Validation of a Brief Health Risk Assessment for Use in Primary Care Settings”:
Link to study

  Smith et al. (2013), “The Impact of Health Risk Assessment Length on Completion Rates and Risk Classification Accuracy”:
Link to study

  Brownson et al. (2018), “The Future of Health Risk Assessment”:
Link to study

These references provide a deeper understanding of how HRA length and validation affect engagement and accuracy. They can be valuable resources as you evaluate which type of HRA is best for your business.

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Research & Insights

Case Study: Solving a $32,000 Wellness Program Challenge Amid a Workforce Crisis

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Case Study: Solving a $32,000 Wellness Program Challenge

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Solving a $32,000 Wellness Program Challenge Amid a Workforce Crisis

Are you facing unexpected hurdles in managing your wellness programs?
 

A leading healthcare system did too—until Avidon Health stepped in with a tailored solution that saved them over $32,000, kept their wellness program running, and maintained employee morale, all during a high-stakes nurses’ strike.

This real-life case study reveals how HR leaders like you can ensure fairness, data accuracy, and cost efficiency during even the most disruptive workforce challenges.

Inside This Case Study:
  • Real Solutions, Real Savings: Learn how Avidon Health’s Engagement Rx saved $32,000+ by streamlining wellness activities for returning employees after a strike.
  • No Blank Solutions: Discover how we created a custom wellness portal that allowed returning staff to fairly earn points without compromising data or program integrity.
  • Seamless Integration: See how our automated data capture and reporting kept things running smoothly, integrating directly with the existing vendor’s system to avoid disruptions.
Why HR Leaders Need to Read This:Wellness program
  • Avoid the Mistakes of Blanket Wellness Programs: Your workforce is unique—why settle for generic solutions that alienate employees and increase risk?
  • Protect Your Program’s Integrity: Learn how Avidon Health safeguarded data accuracy and fairness, ensuring no employees were unfairly advantaged or penalized.
  • Be Ready for Anything: Unforeseen workforce disruptions can happen to anyone—don’t wait until it’s too late to prepare.
See How We Saved $32,000 and Avoided 540+ Hours of Manual Work.

Download the Case Study Now and discover how Avidon Health can help you navigate complex workforce challenges without overextending your resources or your budget.

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About Avidon Health

Avidon Health provides innovative health coaching solutions to personalize engagement and create behavior change at scale. We are a team of behavior change experts who empower people to make positive life changes by focusing on the individual, not just the condition. Avidon’s core product, Engagement Rx, is a digital health coaching platform used to improve adherence and outcomes for diverse populations, and includes an interactive eLearning portal, coach CRM, and Content Design Studio. This turnkey-but-customizable solution can serve as a standalone portal or embed within existing platforms to deliver personalized learning using proven behavior change frameworks.

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