Author: Avidon Health Team

Avidon Health is transforming how organizations promote healthier lifestyles through behavior change science and technology-driven coaching. Our mission is to empower individuals to achieve better health outcomes while driving measurable business success for our clients.

With over 20 years of expertise in health coaching and cognitive behavioral training, we’ve built a platform that delivers personalized, 1-to-1 well-being experiences at scale.

Today, organizations use Avidon to reimagine engagement, enhance health, and create lasting behavior change—making wellness more accessible, impactful, and results-driven.

Research & Insights

Case Study: Powering Behavior Change Through the TTM

Post author By Avidon Health Team
Post date February 21, 2025

How Health Coaches Can Drive Digital Engagement Using the Transtheoretical Model

Health coaching has evolved from face-to-face interactions to digital platforms, where engaging clients consistently is a challenge. While digital tools offer unprecedented convenience, maintaining long-term client involvement requires an understanding of behavior change psychology. The Transtheoretical Model (TTM), also known as the Stages of Change Model, offers health coaches a framework for tailoring their coaching strategies based on where clients are in their behavior change journey.

In this article, we’ll break down how health coaches can apply the TTM to boost engagement, encourage behavior change, and ultimately help clients achieve lasting health outcomes through digital platforms.

Understanding the Transtheoretical Model (TTM)

The TTM outlines five stages that individuals pass through when changing a behavior:

Precontemplation – The client is not yet considering change and may be unaware of its necessity.
Contemplation – The client acknowledges the need for change and starts considering it.
Preparation – The client prepares to take action and begins small steps toward change.
Action – The client actively implements change.
Maintenance – The client works to sustain the new behavior and prevent relapse.

For health coaches, understanding which stage your client is in is key to customizing your approach. By aligning your coaching strategies with their stage of change, you can boost engagement and help clients navigate their health journey more effectively.

Applying the TTM to Digital Health Coaching

Stage 1: Precontemplation – Sparking Awareness

In this stage, your clients may not even realize they need to change, or they may be resistant. It’s crucial to raise awareness and educate them without overwhelming them.

Digital Coaching Tips:

Provide educational content through blogs, short videos, or webinars to highlight the benefits of behavior change.
Use gentle nudges like app notifications or emails that don’t overwhelm but introduce key health concepts.
Use case studies or client testimonials to demonstrate the transformative power of health coaching.

Stage 2: Contemplation – Nurturing Intentions

Your client recognizes the need for change and is considering taking action. This is the moment to inspire motivation and help them make a plan.

Digital Coaching Tips:

Introduce personalized content based on their health goals. Tailor notifications or emails to highlight their specific needs.
Schedule 1:1 virtual coaching sessions to talk through their concerns and outline potential next steps.
Offer progress tracking tools to show how incremental changes can lead to larger outcomes, helping them visualize success.

Stage 3: Preparation – Taking the First Step

At this stage, clients are ready to take action, and your role is to support their commitment. They may need guidance on choosing the right tools or resources to succeed.

Digital Coaching Tips:

Use goal-setting features on your platform that let clients break down large goals into manageable steps.
Provide reminders and prompts to keep them accountable for their health actions.
Encourage trial programs or starter challenges that ease clients into new behaviors, allowing them to gain small wins early on.

Stage 4: Action – Sustaining Engagement

Your client is now actively making changes, and your focus should be on maintaining engagement, especially through the hurdles of daily life.

Digital Coaching Tips:

Utilize gamification to make the process more engaging, such as rewards for streaks or challenges.
Provide personalized progress reports through apps, emails, or dashboards that give clients real-time feedback on their improvements.
Offer virtual group sessions or support forums where clients can connect with peers, fostering community engagement.

Stage 5: Maintenance – Preventing Relapse

Clients who reach the maintenance stage have made significant progress, but the challenge now is to prevent relapse. Coaches should focus on reinforcing habits and offering continuous support.

Digital Coaching Tips:

Schedule regular check-ins (monthly or quarterly) through calls or video sessions to review their progress and adjust strategies.
Offer advanced goal-setting or new challenges to keep the momentum going.
Provide peer support or invite them to act as a mentor to new clients, fostering a sense of responsibility and achievement.

Leveraging Digital Tools for TTM-Based Coaching

As a health coach, your digital toolkit is key to applying the TTM effectively. Consider using these strategies:

Behavioral Triggers: Use push notifications or email prompts to align with the client’s stage of change.
Cognitive Training Tools: Incorporate mental training exercises that help reinforce healthy habits, such as mindfulness practices or stress management modules.
Data Integration: Connect your coaching platform with wearables to provide clients with real-time data that empowers them to make better health decisions.

Why This Matters for Health Coaches

Understanding the Transtheoretical Model allows you to tailor your coaching strategies to each client’s unique journey. Digital engagement isn’t just about sending reminders or tracking progress—it’s about creating a personalized experience that meets the client where they are. By implementing TTM-based strategies in your coaching practice, you can significantly enhance client engagement, drive better health outcomes, and build stronger, longer-lasting relationships.

Final Thoughts

For health coaches, the shift to digital platforms presents both a challenge and an opportunity. By understanding your clients’ readiness to change and using the Transtheoretical Model, you can create a more personalized, engaging experience that meets them exactly where they are on their journey to better health. Whether they’re at the very start or maintaining progress, you’ll have the tools and insights needed to guide them effectively.

Interested in taking your health coaching practice to the next level?
Download our comprehensive literature review on how to drive digital engagement and behavior change using the Transtheoretical Model. This in-depth guide offers research-backed strategies for improving client retention, using cognitive training tools, and ensuring long-term success

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.

Download here.

Related Resources

Case Study: Powering Behavior Change Through the TTM

Mental Health Secrets: Clark Lagemann’s Guide For Entrepreneurs On Inc.

Avidon Health CEO on Building Better Hybrid Workplaces

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Mental Health Secrets: Clark Lagemann’s Guide For Entrepreneurs On Inc.

Post author By Avidon Health Team
Post date February 20, 2025

Mental Health is not Just a Personal Concern; it’s a Business Asset.

Avidon Health CEO, Clark Lagemann, explores the critical role of mental well-being in entrepreneurial success in a recent article published on Inc. This piece explores five surprising factors that can significantly impact mental health, offering practical strategies for navigating the unique pressures faced by entrepreneurs.

Drawing from Clark’s extensive experience leading companies and startups, the article provides firsthand insights into the challenges of building a business. It emphasizes how understanding the often-overlooked connections between mental health and performance can unlock additional levels of productivity and resilience.

Key topics covered in the article include:

The Power of Positive Stress (Eustress): Examining the distinction between beneficial stress and detrimental chronic stress and offering techniques for reframing challenges and practicing mindfulness to harness positive stress.
Gut Health and Resilience: Highlighting the crucial link between gut health and mental well-being, including the impact of the gut microbiome on mood regulation and resilience, and suggesting gut-friendly dietary choices.
Strength Training as a Mental Health Booster: Exploring the surprising benefits of strength training for reducing anxiety symptoms and building resilience, with practical tips for incorporating resistance training into a busy schedule.
The Impact of Ultra-Processed Foods: Discussing the negative effects of ultra-processed foods on mood and mental clarity, and encouraging a shift towards whole, nutrient-dense foods for improved well-being.
Cultivating Gratitude for Enhanced Mental Health: Emphasizing the scientifically supported benefits of gratitude practices for improving emotional well-being, fostering positive relationships, and creating a more supportive work environment.

Articles News

Avidon Health CEO on Building Better Hybrid Workplaces

Post author By Avidon Health Team
Post date February 14, 2025

Balancing Flexibility And Mental Health: Strategies For Thriving In Hybrid Workplaces

Avidon Health CEO, Clark Lagemann, explores the critical balance between flexibility and mental well-being in hybrid work environments in a recent article published on HR.com. This piece delves into how organizations can empower employees through autonomy while mitigating the potential challenges of blurred boundaries and decreased social connection.

Key topics covered in the article include:

The Mental Health Landscape in Flexible Work Models: Examining the potential for burnout, decreased social connection, and decision fatigue in hybrid and remote work.
The Role of Autonomy in Employee Satisfaction: Highlighting the importance of balancing autonomy with clear guidelines to avoid overwork and ensure productivity.
Proactive Strategies to Enhance Well-Being: Offering practical strategies for HR professionals, including encouraging clear boundaries, facilitating social connection, investing in mental health resources, and promoting leadership as role models.
Measuring and Adjusting: Emphasizing the importance of using data and feedback to refine workplace flexibility policies and ensure employee well-being.
The Future of Flexible Work: Looking ahead at how organizations can successfully support both productivity and mental health in the evolving landscape of hybrid work.

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HR & People Operations

5 Ways Weight Loss Can Secure Remarkable Healthcare Cost Savings

Post author By Avidon Health Team
Post date February 12, 2025

5 Eye-Opening Facts About Weight Loss and Healthcare Cost Savings

Introduction

As healthcare costs continue to soar, addressing the underlying causes of these expenses has never been more urgent. The impact of excess weight on healthcare cost savings is particularly striking. One of the most significant contributors is the prevalence of overweight and obesity, affecting nearly 70% of adults in the U.S. Beyond the health risks, excess weight is a heavy burden on our healthcare system, driving up costs for both employer-sponsored insurance plans and Medicare.

Fortunately, evidence shows that weight-loss interventions can significantly reduce healthcare spending. Here are five compelling facts that illustrate how shedding pounds can positively impact the bottom line for individuals, employers, and the healthcare system as a whole.

1. Employer-Sponsored Insurance: Modest Weight Loss Equals Big Savings

Did you know that even a slight weight loss can lead to substantial healthcare cost savings for employees with employer-sponsored insurance? Research shows that a 5% reduction in weight correlates with an average annual medical spend reduction of $670. This represents an 8% decrease in healthcare costs.

Employers can play a pivotal role by investing in workplace wellness programs that promote weight loss through behavioral coaching, subsidized gym memberships, or access to innovative treatments like GLP-1 medications. These initiatives not only cut costs but also enhance employee morale and productivity.

2. Medicare Beneficiaries See Even Greater Savings

The financial benefits of weight loss extend even further for Medicare patients. A 5% weight loss results in an impressive $1,262 reduction in annual healthcare spending. Given that many Medicare beneficiaries also contend with comorbid conditions, such as diabetes or cardiovascular disease, these savings can be transformative.

This underscores the importance of making weight-loss interventions, including evidence-based medications, more accessible for older adults. Such measures could ease financial strain on the Medicare program while improving patients’ quality of life.

3. Major Savings Multiply with Greater Weight Loss

For weight loss, bigger changes translate to even more dramatic cost reductions. For adults with employer-sponsored insurance, a 25% weight loss reduces annual medical spending by $2,849, or 34%. Medicare beneficiaries fare even better, saving an astounding $5,442 annually, a 31% reduction in costs.

Achieving this level of weight loss may require a combination of lifestyle changes and advanced medical treatments. GLP-1 medications, for instance, have shown remarkable success, with some patients losing 20% or more of their body weight.

4. Weight Loss Reduces Risks for Chronic Conditions

Obesity and overweight significantly increase the risk of developing chronic conditions like type 2 diabetes, hypertension, and heart disease—all of which are costly to manage. Reducing body weight can mitigate these risks, leading to lower healthcare utilization and spending.

For example, individuals with a BMI reduction of 5% often see improved blood pressure, cholesterol levels, and blood sugar control. These changes not only cut medical costs but also improve overall well-being, translating into fewer sick days and higher workplace productivity.

5. GLP-1 Medications: A Game-Changer for Weight Loss

GLP-1 medications, originally designed to treat diabetes, have emerged as a groundbreaking option for weight loss. These treatments help patients lose significant amounts of weight, with clinical trials showing an average reduction of 12-15%.

Despite their effectiveness, access to GLP-1 medications remains a challenge. Many employer-sponsored plans and Medicare do not currently cover these medications, despite the potential for long-term healthcare savings. Expanding coverage for these treatments could unlock tremendous benefits for patients and the healthcare system.

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Health Coaches

Fearless Intermittent Fasting: How To Get Started

Post author By Avidon Health Team
Post date February 3, 2025

A Beginner’s Guide to Intermittent Fasting

Introduction

Looking to improve your health, manage your weight, or simplify your relationship with food? Intermittent fasting (IF) is a valuable tool. Fasting, the practice of voluntarily abstaining from food for specific periods, has exploded in popularity for its potential health and wellness benefits. This guide will walk you through the basics of intermittent fasting, explaining what it is, how it works, and how to get started safely. We’ll focus on practical tips and shorter-term methods, making IF accessible and achievable for everyone. While the world of fasting can sometimes seem complex, packed with buzzwords and even questionable products, we’ll cut through the confusion and provide you with clear, actionable information.

Understanding the Basics of Fasting

Before diving into specific methods, it’s essential to understand the core principles of fasting. Fasting isn’t about starving yourself; it’s about strategically timing your eating periods to allow your body to utilize stored energy and potentially trigger beneficial cellular processes (Autophagy). It’s crucial to distinguish between different types of fasting, as they have varying levels of intensity and potential risks.

Why fasting matters:

Modern life has placed us in a unique position regarding food. Basically, we’ve become the fox guarding the henhouse. With drive through food, refrigerators, and snacks in every cupboard, we’re constantly eating. It turns out our bodies weren’t designed for constant feeding; rather, they need time to rest and perform cellular cleanup. By constantly bombarding our bodies with food (most people’s longest fast is when they sleep) we’re committing metabolic self-sabotage. With minimal effort, we can help our body lose some weight, increase insulin sensitivity, and encourage the natural process of autophagy.

Exploring Different Fasting Methods

Intermittent Fasting (IF): A Beginner-Friendly Approach

Intermittent fasting (IF) is the most accessible starting point for those new to fasting. It involves cycling between eating and fasting periods on a regular schedule. This approach focuses on when you eat, rather than what you eat, making it more sustainable.

Popular IF Schedules:

- 12/12 Method: This is an excellent entry point for beginners. It involves a 12-hour fasting period followed by a 12-hour eating window. This might look like eating between 7 am and 7 pm, then fasting from 7 pm to 7 am. It’s often a natural pattern for many and a good way to ease into IF.
- 14/10 Method: A step up from the 12/12, this method involves a 14-hour fast and a 10-hour eating window.
- 16/8 Method: This common method involves a 16-hour fasting period followed by an 8-hour eating window. For example, you might eat between noon and 8 pm and fast for the remaining 16 hours.
- 5:2 Diet: This variation of IF involves eating normally for five days of the week and significantly restricting calories (around 500-600 calories) on two non-consecutive days. It’s important to choose healthy, nutrient-dense foods on the restricted calorie days.

Time-Restricted Eating (TRE)

Time-Restricted Eating (TRE) is a type of intermittent fasting that focuses specifically on limiting the time window during which you consume calories. A healthy diet is always recommended, but TRE doesn’t restrict your food choices. Although people often use TRE and IF interchangeably, some differentiate TRE as a more flexible approach, focusing on the eating window’s duration rather than strict meal timing. For example, someone following a TRE approach might simply aim to eat all their meals within a 10-hour window, regardless of the specific times.

Fasting Mimicking Diet (FMD)

The Fasting Mimicking Diet (FMD), developed by Dr. Valter Longo and his team at the University of Southern California, is a 5-day dietary program designed to mimic the effects of fasting while allowing the consumption of specific foods. It’s a structured approach that aims to promote health benefits. Because FMD has a specific protocol, it’s important to do thorough research beforehand. Many resources are available online detailing how to construct your own FMD protocol.

Prolonged Fasting (PF):

Prolonged fasting (PF), defined as fasting for 24 hours or more, can pose risks and requires a doctor’s consultation beforehand. This is not a beginner-friendly approach. PF can negatively interact with certain medications and medical conditions. The health benefits of prolonged fasting are myriad. Depending on how you adapt to short-term fasting, it may be something to look into once you’ve experienced success with IF.

Getting Started with Intermittent Fasting: A Step-by-Step Guide

Consult Your Healthcare Provider: Before starting any fasting regimen, including IF, it’s crucial to discuss it with your doctor, especially if you have any underlying health conditions, are pregnant or breastfeeding, or are taking medications.
Choose a Method:For beginners, we recommend using the 12/12 or 14/10 IF method.
Start Gradually: Don’t jump into a strict fasting schedule overnight. Gradually adjust your eating window to allow your body to adapt.
Stay Hydrated: Drink plenty of water, especially during fasting periods. You can also consume black coffee, unsweetened tea, or plain electrolytes to help manage hunger and maintain electrolyte balance. For an extra boost, green tea and hibiscus tea are both natural appetite suppressants and anti-inflammatory.
Focus on Nutrient-Dense Foods: During your eating window, prioritize whole, unprocessed foods. Overly processed foods spike glucose, aren’t nutrient dense, and tend to not leave you satiated for as long.
Listen to Your Body: Pay attention to how you feel. If you experience excessive hunger, dizziness, fatigue, or other concerning symptoms, try a light snack (fruit or veggies) or fully break the fast and consider adjusting your schedule for the next day.
Be Patient and Consistent: It may take some time for your body to adjust to fasting. Consistency is key to seeing potential benefits.

Addressing Common Concerns

Hunger: Hunger is a common side effect, especially in the initial stages of fasting. Staying hydrated and consuming sufficient protein during your eating window can help manage hunger. Also, try not to dwell on the fact you “can’t” eat. Avoid browsing recipes, cooking shows, or planning your next feast.
Social Situations: Navigating social events while fasting can be challenging. Plan ahead (possibly switch your window timing) or communicate your dietary choices to friends and family.
Exercise: You can generally continue exercising while fasting, but it’s important to listen to your body and adjust your workout intensity as needed. Always be mindful of the onset of any dizziness. Tone it down or consider moving your workout times closer to your last meal.

Conclusion

Fasting, particularly intermittent fasting, can be a valuable tool for improving health and well-being when done correctly. By starting gradually, listening to your body, and consulting with your healthcare provider, you can safely and effectively incorporate fasting into your lifestyle. Remember, consistency is key. Be mindful of too much processed foods. You only fail if you quit trying. Better health awaits!

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HR & People Operations

8 Common Pitfalls of AI in Wellness Programs: How to Avoid Them

Post author By Avidon Health Team
Post date January 23, 2025

AI in Wellness Programs: The Promise and Peril

Imagine this: A friendly chatbot greets an employee logging into their wellness platform, offering personalized stress management techniques based on their weekly check-ins. It’s empathetic, precise, and adapts to their changing needs. Behind this interaction is the power of advanced Large Language Models (LLMs) like OpenAI’s GPT-4, Google’s BERT, Meta’s LLaMA, and Anthropic’s Claude.

These AI tools are rapidly transforming wellness initiatives, enabling organizations to address employee wellness at scale without losing the personal touch.

OpenAI’s GPT-4

Picture a virtual health coach powered by GPT-4. It drafts customized health goals, automates educational content, and even answers questions about fitness or nutrition. With its advanced language capabilities, GPT-4 supports wellness professionals by handling repetitive tasks, freeing them to focus on deeper engagement.

Google’s BERT

Think of BERT as the silent analyst in the background. This model excels at understanding the context behind employee feedback—identifying concerns like burnout or job dissatisfaction hidden in survey responses. With BERT, HR teams can proactively address issues before they escalate.

Meta’s LLaMA

In large organizations, LLaMA serves as an agile internal assistant. It can synthesize best practices from thousands of wellness resources, delivering insights tailored to company culture. LLaMA’s lightweight design makes it ideal for seamless integration with existing systems.

Anthropic’s Claude

When employees seek mental health support, Claude provides empathetic, safe interactions. Imagine a discreet, AI-powered resource where employees can explore stress-relief techniques or mindfulness practices—delivered with a human-like sense of care and reliability.

Together, these tools are reshaping wellness strategies. However, careful navigation of potential pitfalls is necessary to ensure success with any powerful innovation.

Pitfall 1: Ignoring Data Privacy

Problem: Mishandling sensitive employee health data can lead to breaches and erode trust.
Solution: Ensure compliance with regulations like HIPAA or GDPR. Use encryption and anonymized data systems for tools like GPT-4 or Claude.

Pitfall 2: Over-Reliance on AI Insights

Problem: Solely depending on AI-generated insights can lead to oversights, ignoring individual nuances.
Solution: Combine AI insights from LLaMA or BERT with human wellness professionals for balanced decision-making.

Pitfall 3: Bias in AI Algorithms

Problem: AI trained on biased data may exclude or misrepresent certain employee groups.
Solution: Regularly audit LLMs like BERT for fairness and train models on diverse datasets.

Pitfall 4: Lack of Transparency

Problem: Employees may distrust AI if they don’t understand how their data is being used.
Solution: Clearly communicate how LLMs like GPT-4 process and safeguard their information.

Pitfall 5: Poor Integration with Existing Programs

Problem: Standalone AI tools may feel redundant or disconnected from broader wellness initiatives.
Solution: Use LLaMA or GPT-4 to complement existing wellness frameworks, ensuring seamless integration.

Pitfall 6: Inadequate Training for Users

Problem: Employees and HR teams may struggle to engage effectively with new AI tools.
Solution: Provide training sessions to familiarize users with tools like Claude and show their benefits.

Pitfall 7: Ignoring the Human Element

Problem: Over-automation can reduce the personal touch in wellness programs.
Solution: Leverage Claude for empathetic AI interactions, but maintain human oversight to foster trust and connection.

Pitfall 8: Failing to Measure Effectiveness

Problem: Without clear metrics, it’s hard to evaluate the impact of AI on wellness outcomes.
Solution: Define KPIs like stress reduction or employee satisfaction and analyze results using tools like BERT.

Conclusion

By carefully navigating these potential pitfalls and prioritizing a human-centered approach, organizations can leverage the power of AI to enhance their employee wellness programs. AI can become a valuable tool for improving employee well-being, boosting engagement, and creating a healthier and happier workforce.

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HR & People Operations

How to Evaluate Your Corporate Wellness Program

Post author By Avidon Health Team
Post date January 16, 2025

Mastering Corporate Wellness Program Evaluation: A Beginner’s Guide

When executed well, a corporate wellness program can reduce absenteeism, improve productivity, and boost morale. However, many organizations fall short in one crucial area: evaluating the effectiveness of their programs.

If you’ve ever wondered whether your wellness program is truly meeting its goals or how to make it better, this guide is for you. Let’s dive into the key components of a successful evaluation and how to use the results to drive meaningful change.

Why Evaluate Your Wellness Program?

Wellness programs are an investment, and like any investment, they should deliver measurable returns. Here are some benefits of evaluating your program regularly:

Align with Organizational Goals: Ensure your program supports company objectives, such as reducing healthcare costs or improving employee satisfaction.
Identify Participation Gaps: Understand who is engaging with the program and why others are not.
Enhance ROI: Use data to allocate resources more effectively and improve outcomes for both employees and the organization.
Increase Satisfaction: Tailor your program to better meet the needs of your workforce.

Regular evaluations empower you to address weaknesses and build a program that employees value.

The Core Components of a Wellness Program Check-Up

A thorough evaluation starts by examining these core components:

1. Engagement Components

Management Involvement: Are leaders visibly participating in wellness activities and promoting the program?
Apps & Trackers: Are digital tools being utilized effectively to monitor progress and encourage participation?
Communication: Is the program being promoted in ways that resonate with employees (e.g., newsletters, team meetings, or posters)?
Incentives: Are rewards motivating employees to participate and complete wellness initiatives?

2. Risk Identification

Biometric Screenings: Are employees aware of their health metrics, like blood pressure and cholesterol levels?
Health Risk Assessments: Are surveys being used to identify lifestyle risks such as smoking or inactivity?
Claims Analysis: What trends can you identify in health insurance claims that your program could address?

3. Risk Stratification

Categorizing employees based on their health and lifestyle habits can help you better target interventions. Consider these groups:

Healthy with Healthy Lifestyles: Maintain their engagement through challenges and education.
Healthy with Unhealthy Lifestyles: Offer coaching and tools to support positive changes.
Unhealthy Individuals: Provide access to medical interventions and ongoing support.

Analyzing the Data for Insights

Numbers don’t lie, and data analysis is at the heart of an effective corporate wellness program evaluation. Here are key metrics to review:

Participation and Completion Rates: Measure how many employees join and complete activities or programs.
Health Risk Reductions: Track improvements in key metrics like weight, blood pressure, or smoking cessation.
Satisfaction Surveys: Use feedback to gauge how well the program meets employee needs.
Financial Impact: Assess whether claims costs are decreasing and calculate savings from reduced absenteeism.
Productivity Metrics: Are employees reporting better focus or energy levels after engaging in wellness initiatives?

These insights will guide decisions on where to improve or invest further.

Building a Plan for Continuous Improvement

Evaluation is not a one-time task—it’s an ongoing process. Use your findings to make data-driven adjustments. Here’s how:

Iterate on Interventions: Introduce new initiatives based on feedback and data trends. For example, if participation in group fitness classes is low, consider offering more flexible virtual options.
Implement Feedback Loops: Regularly ask employees what’s working and what’s not, then refine your approach.
Measure Outcomes: Track the results of changes to ensure they’re delivering the desired improvements.

Continuous improvement is key to keeping your program relevant and effective.

Conclusion

Evaluating your corporate wellness program doesn’t just benefit the bottom line; it ensures your employees feel supported and valued. By following the steps outlined in this guide, you’ll not only improve your program’s effectiveness, but also foster a healthier, happier workforce.

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HR & People Operations

25 Best Wellness Program Ideas for Small Businesses in 2025

Post author By Avidon Health Team
Post date January 3, 2025

Best Wellness Ideas for Small Businesses in 2025

For small businesses with fewer than 100 employees, implementing wellness programs might feel like a luxury. However, workplace wellness doesn’t have to break the bank. It’s about creating a culture where employees feel valued, supported, and empowered to prioritize their health. Here are 25 wellness ideas tailored specifically for small businesses in 2025.

1. Flexible Work Hours

Allow employees to adjust their work hours to fit in workouts, doctor appointments, or family time.

2. Wellness Budgets

Provide each employee with a small stipend to spend on wellness-related activities or items like gym memberships or fitness apps.

3. Walking Meetings

Replace traditional sit-down meetings with walking meetings to encourage movement and fresh air.

4. Healthy Office Snacks

Stock the office kitchen with affordable, healthy options like fresh fruit, granola bars, and infused water.

5. Community Partnerships

Partner with local gyms, yoga studios, or nutritionists to offer discounted memberships or group classes.

6. Mental Health Days

Encourage employees to take occasional days off specifically for mental health without stigma.

7. Digital Fitness Subscriptions

Invest in company-wide access to virtual fitness platforms like Peloton, Headspace, or Down Dog Yoga.

8. Quarterly Wellness Challenges

Host simple, fun competitions like step challenges or hydration challenges with small rewards like gift cards.

9. On-Site Chair Massages

Bring in a local massage therapist for a few hours a month to offer stress-relief sessions.

10. Team Cooking Classes

Organize a virtual or in-person cooking class focused on healthy, easy-to-make recipes.

11. Remote Wellness Kits

For remote or hybrid teams, send wellness kits with items like resistance bands, a stress ball, or healthy snacks.

12. Mindfulness Mondays

Start the week with 5-10 minutes of mindfulness exercises or guided meditation during team meetings.

13. Pet Perks

Offer pet insurance as a benefit or designate “bring your pet to work” days for a morale boost.

14. Ergonomic Support

Provide affordable ergonomic tools like laptop stands, adjustable chairs, or keyboard trays.

15. Financial Wellness Resources

Offer workshops on budgeting, saving, or debt management to reduce financial stress.

16. Volunteer Days

Allow employees paid time off to support causes they care about, fostering both wellness and community engagement.

17. Lunch and Learn Sessions

Host monthly educational talks on topics like nutrition, stress management, or fitness.

18. Office Step Challenges

Encourage employees to hit daily step goals using inexpensive pedometers or smartphone apps.

19. Peer Recognition Programs

Promote mental well-being by recognizing employees’ achievements in weekly or monthly meetings.

20. Hydration Stations

Set up a water station with infused water or provide employees with branded reusable water bottles.

21. Seasonal Wellness Themes

Align wellness program activities with the seasons, such as gratitude practices in fall or outdoor walks in spring.

22. DIY Fitness Corners

Dedicate a small office space to basic workout equipment like mats, resistance bands, or light weights.

23. Affordable Health Screenings

Partner with local clinics to provide annual health screenings at a reduced rate for employees.

24. Personal Goal Setting

Offer one-on-one sessions where employees can set and track personal wellness goals with guidance from a coach or manager.

25. Employee Wellness Ambassadors

Select a few employees to lead wellness program initiatives, making it a peer-driven program for greater participation.

Wellness on a Budget: Big Impact for Small Businesses

Even with limited resources, small businesses can create impactful wellness programs. Simple, thoughtful initiatives can make a significant difference in employee morale, retention, and productivity. The key is to prioritize what matters most to your team and build a wellness culture from there.

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Avidon Health CEO Shares Insights on the Future of Compensation

Post author By Avidon Health Team
Post date December 16, 2024

Will Wellness-Centric Rewards Redefine the Future of Compensation?

Avidon Health CEO, Clark Lagemann, recently shared his valuable insights on the future of compensation in an article featured on HR.com. In this piece, Clark explores the importance of integrating wellness programs into total rewards packages for a more engaged and productive workforce.

Key topics covered in the article include:

Integrating Wellness with Compensation: Companies are incorporating wellness programs into their total rewards packages, such as fitness reimbursements and mental health resources.
Wellness as a Driver of Performance-Linked Pay: Tying wellness metrics to performance evaluations can motivate employees and improve overall well-being.
Personalizing Wellness Benefits: Tailoring wellness benefits to individual needs can increase employee satisfaction and engagement.
Data-Driven Wellness: Using analytics to track employee health trends and measure the ROI of wellness programs helps refine strategies.
Wellness and Purpose-Driven Compensation: A wellness-focused approach can attract and retain top talent, especially those seeking companies with strong values and a commitment to employee well-being.

Read the full article to learn how to implement these strategies and transform your workplace.

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HR & People Operations

A Beginner’s Guide to Evaluating Your Corporate Wellness Program

Post author By Avidon Health Team
Post date December 9, 2024

Evaluating Your Corporate Wellness Program

When executed well, corporate wellness programs can reduce absenteeism, improve productivity, and boost morale. However, many organizations fall short in one crucial area: evaluating the effectiveness of their programs.

Why Evaluate Your Wellness Program?

Corporate wellness programs are an investment, and like any investment, they should deliver measurable returns. Here are some benefits of evaluating your program regularly:

Align with Organizational Goals: Ensure your program supports company objectives, such as reducing healthcare costs or improving employee satisfaction.
Identify Participation Gaps: Understand who is engaging with the program and why others are not.
Enhance ROI: Use data to allocate resources more effectively and improve outcomes for both employees and the organization.
Increase Satisfaction: Tailor your program to better meet the needs of your workforce.

Regular evaluations empower you to address weaknesses and build a program that employees value.

The Core Components of a Wellness Program Check-Up

A thorough evaluation starts by examining these core components:

Engagement Components

Management Involvement: Are leaders visibly participating in wellness activities and promoting the program?
Apps & Trackers: Are digital tools being utilized effectively to monitor progress and encourage participation?
Communication: Is the program being promoted in ways that resonate with employees (e.g., newsletters, team meetings, or posters)?
Incentives: Are rewards motivating employees to participate and complete wellness initiatives?

Risk Identification

Biometric Screenings: Are employees aware of their health metrics like blood pressure and cholesterol levels?
Health Risk Assessments: Are surveys being used to identify lifestyle risks such as smoking or inactivity?
Claims Analysis: What trends can you identify in health insurance claims that your program could address?

Risk Stratification

Categorizing employees based on their health and lifestyle habits can help you better target interventions. Consider these groups:

Healthy with Healthy Lifestyles: Maintain their engagement through challenges and education.
Healthy with Unhealthy Lifestyles: Offer coaching and tools to support positive changes.
Unhealthy Individuals: Provide access to medical interventions and ongoing support.

Analyzing the Data for Insights

Numbers don’t lie, and data analysis is at the heart of an effective wellness program evaluation. Here are key metrics to review:

Participation and Completion Rates: Measure how many employees join and complete activities or programs.
Health Risk Reductions: Track improvements in key metrics like weight, blood pressure, or smoking cessation.
Satisfaction Surveys: Use feedback to gauge how well the program meets employee needs.
Financial Impact: Assess whether claims costs are decreasing and calculate savings from reduced absenteeism.
Productivity Metrics: Are employees reporting better focus or energy levels after engaging in wellness initiatives?

These insights will guide decisions on where to improve or invest further.

Building a Plan for Continuous Improvement

Evaluation is not a one-time task—it’s an ongoing process. Use your findings to make data-driven adjustments. Here’s how:

Iterate on Interventions: Introduce new initiatives based on feedback and data trends. For example, if participation in group fitness classes is low, consider offering more flexible virtual options.
Implement Feedback Loops: Regularly ask employees what’s working and what’s not, then refine your approach.
Measure Outcomes: Track the results of changes to ensure they’re delivering the desired improvements.

Continuous improvement is key to keeping your program relevant and effective

Conclusion

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