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Articles

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

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 
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Health Coaches

Health Coaching and Chronic Conditions

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.

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HR & People Operations

Wellness Program Incentives – A Double-Edged Sword

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

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.

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HR & People Operations

How HR Leaders Can Supercharge Corporate Wellness Programs Through Digital Engagement

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 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.

Categories
Research & Insights

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

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.


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.

Get in touch

Contact us today to discover the ways we can optimize
your participant engagement and provide long-term outcomes.

Stay engaged

©2023 Avidon Health LLC. All rights reserved. Avidon® and Engagement Rx® are registered trademarks of Avidon Health LLC.

Categories
HR & People Operations

Employee Wellness: 10 Ways to Optimize Wellness Program Engagement

Wellness Program Engagement

If you want to truly engage your employees and inspire them to care about their health and wellness, you need to think beyond simply getting them to participate in your wellness program. Incorporate as many of these as you can to build a genuine culture of wellness in the workplace.

1. Understand Your Employees’ Needs

To drive employee wellness program engagement, it’s critical to offer health and wellness solutions that fit their needs – as seen through their eyes, not yours. Biometric data can be helpful however the key is to go beyond that to understand your population’s interests, motivations, and priorities. Take the time to understand your employees and you will you build trust, get buy-in, and put yourself in position to develop communications and materials that strike a chord, resonate, and engage. You will also gain the knowledge you need to tailor your wellness program to their specific needs.

Some tools for better understanding your employees:

  • Anonymous employee surveys
  • Focus groups
  • One-on-one interviews
2. Get Leadership Involved

Leaders are role models, so it’s important for wellness program adoption and engagement that leaders at all levels of your organization support your employee wellness program. Note that support in this context means more than simply approving a budget and signing off on proposed wellness events – it means getting actively involved in and talking about wellness activities.

Some tips for your leadership teams:

  • Promote the wellness program and share testimonials at meetings and via mails and other corporate communications
  • Actively participate in wellness activities, and be visible “doing wellness” wherever you can – at wellness events, on challenge leaderboards, in newsletters, talking in the cafeteria, etc.
  • Implement policies that facilitate a culture of wellness – tobacco-free workplace, healthy food choices in the cafeteria and vending machines, walking meetings, flexible breaks for physical activity, etc.
3. Ensure that Your Wellness Program Is Inclusive

Your wellness program should be broad enough to appeal to a wide range of preferences, abilities, and personality types. For example, gym subsidies and step-tracking challenges are all the rage because exercise is beneficial, but what are you doing for those who have physical limitations, wouldn’t be seen dead in workout clothes, dislike exercise, or are introverts?

Some ideas to broaden inclusivity:

  • Offer both physical and non-physical wellness activity options such as educational workshops, online courses, etc.
  • All challenge activities should include suitable options for those with physical limitations
  • If you have an ethnically diverse workforce, select a wellness portal vendor who offers wellness content in languages your employees are comfortable with
4. Communicate Clearly, Caringly, Regularly, and in Multiple Ways

Employees need to know what’s available in your wellness program, how to participate, and how they benefit from doing so. If you offer wellness incentives, provide clear, accurate instructions that spell out exactly what they need to do to earn rewards.

Wellness program engagementEmployees also need regular nudges and reminders. Life is busy, so don’t expect your wellness program to be a top priority for them. Give your communications a warm, caring tone – it’s important for them to know that are doing wellness for them, not to them.

Finally, you will enhance wellness program engagement if you reach out using as many different channels as possible to ensure your best chance of connecting with them.

Some ways to communicate:

  • Email
  • Intranet or wellness portal messaging
  • Text (many wellness portal vendors offer this option)
  • Social media
  • Company newsletters and mailings
  • Flyers in the cafeteria, on company bulletin boards, etc.
  • During department or company meetings
5. Make it Appealing and Fun

Employees can’t be forced to engage in wellness, so you need to appeal to their desire to enjoy themselves. Make it your goal to have them come away from each activity feeling that it was both enjoyable and beneficial. This can be accomplished by adding social elements and gamification. Think how much more fun a team quiz challenge is than reading a paper about the same topic!

A few gamification ideas:

  • Contests – between departments, or between employees and leadership
  • Leaderboards showing ongoing results
  • Incentives, rewards, and prize-giving events
6. Include Team Challenges

Challenges are a fantastic source for wellness program engagement – especially group challenges, which are more inclusive and naturally motivate participants to encourage their teammates! Challenges not only drive wellness engagement but also tend to foster better working relationships by allowing teammates to connect on a personal level. · For ideas, check out the dozen pre-formatted challenge templates we’ve put together.

Wellness program engagement

7. Include Social and Community Activities

Structure and competition don’t appeal to everyone in your workforce, so be sure to include activities for those who prefer a more relaxed atmosphere. You may be surprised at how motivated a seemingly unengaged employee can be when it comes to a no-pressure group activity or volunteering to help a good cause!

Some ideas include:

8. Offer Progress-Tracking Tools

People are intrinsically motivated by seeing progress, so give them the opportunity to see their progress wherever possible. Completing a wellness activity or challenge, earning points towards incentives points, or tracking individual health data all create ongoing motivation and engagement. Progress-tracking also provides you with key data for measuring and enhancing the success of your wellness program.

Wearable devices and health apps on phones can be particularly helpful in providing you with key insights about the overall wellness and lifestyle of your population if you have a wellness portal with device sync capabilities.

Popular health trackers include:

  • Fitness – steps, activity, etc.
  • Weight
  • Sleep
  • Food
  • Mood
  • Medical – blood pressure, cholesterol, etc.
9. Recognize Employee Wellness Efforts

One of the most powerful ways to engage and motivate employees is to recognize their wellness efforts and successes. Make a big deal of it – recognize them in front of the entire department or company, showcasing both team and individual achievements where possible. Any type of progress or success deserves recognition – not just winning a challenge or contest.

Some good venues for wellness recognition include:

  • Companywide emails
  • Company newsletters or mailings – include pictures and stores where possible
  • “Wellness Spotlight” flyers in the cafeteria and on bulletin boards
  • Department or company meetings
10. Create a Wellness Committee … and Empower Them to Support You!Employee engagement programs

A properly empowered wellness committee that meets regularly can be invaluable in helping you direct, promote, and operate your wellness program. Get the right people on your wellness committee and you will have a valuable asset! Leverage their input and efforts in designing wellness initiatives, getting program feedback, planning and promoting wellness activities, coming up with ideas to improve engagement, and serving as your boots-on-the-ground wellness program ambassadors.

Some guidelines for putting together an effective wellness committee:

  • Leadership support – get the support of leadership to ensure you have the legitimacy and resources you need
  • Diversity – include members from different departments, with different level of corporate seniority and preferably at different stages of life and health/fitness
  • Passion – find enthusiastic individuals who believe in a healthy lifestyle, can serve as role models, and are genuinely interested in promoting the program
  • Commitment – make sure they have both the desire to improve their peers’ lives and the willingness to put in the time and effort needed to serve on the committee
  • Communication skills – look for employees who are approachable, enjoy talking with their peers, and are good listeners who effectively address concerns and suggestions
  • Dependability and respect – choose employees with a reputation for being   dependable and are respected by their peers
  • Limited term – limit the service term to a couple of years at most to keep things    fresh and bring in new ideas

Avidon Health’s Engagement Rx digital wellness platform and certified health coaches have been supporting employers and their wellness vendors for over 2 decades. We hope by implementing these tips, you can significantly enhance employee wellness program engagement and foster a healthier, happier workplace.

Categories
HR & People Operations

How to Choose the Right Workplace Wellness Program: A Decade of Firsthand Experience

How to Choose the Right Workplace Wellness Program

After spending more than a decade helping organizations build, implement, and refine workplace wellness programs, one thing is crystal clear: there’s no one-size-fits-all solution. Over the years, I’ve seen companies thrive with homegrown initiatives, partnered with some of the most reputable national programs, and developed highly customized solutions from scratch. The common thread? It’s not about adopting the “best” program, but rather finding what works best for your organization.

In this article, I’ll guide you through the key questions you should ask yourself when evaluating your workplace wellness needs, and I’ll help you understand where your organization might fall on the wellness spectrum—whether you’re ready for a simple solution, a comprehensive program, or something in between.


The Power of Wellness

Workplace wellness is more than just offering a gym membership or free fruit in the breakroom. It’s about fostering an environment that encourages long-term behavior change—something I’ve seen firsthand in companies that take wellness seriously. At Avidon Health, we’ve worked with organizations across the spectrum, from those just starting their wellness journey to companies looking to revamp or scale mature programs.

Through it all, I’ve learned that the most successful wellness programs don’t necessarily follow a rigid template. Instead, they evolve based on the unique culture, goals, and needs of the workforce. Whether you’re considering a DIY approach, partnering with an external provider, or integrating a digital health solution, the key to success is knowing what you need before diving in.


10 Questions to Help You Find the Right Wellness Program

Before launching or revamping your workplace wellness program, take a moment to answer these key questions. Your responses will help determine the best path for your organization.

  1. What are the specific health needs of your employees?
    • Do you have data on chronic conditions, mental health challenges, or other prevalent health issues within your workforce?
  1. How much internal expertise do you have?
    • Do you have team members who can lead wellness initiatives, or would you need external support?
  1. What’s your budget?
    • Are you able to invest in a full-scale wellness program, or are you looking for more cost-effective solutions?
  1. How much time and resources can you allocate?
    • Do you have time for ongoing management, or do you need a program that’s more hands-off?
  1. What kind of outcomes are you hoping to achieve?
    • Are you aiming to reduce healthcare costs, boost productivity, or enhance employee morale and engagement?
  1. What’s the culture of your organization?
    • Are employees likely to engage with wellness programs, or will you need to work harder to build buy-in?
  1. How diverse are your employee demographics?
    • Are you addressing a broad spectrum of ages, job roles, and health needs?
  1. What types of wellness activities would resonate most with your team?
    • Would they prefer physical challenges, mental health resources, or financial wellness programs?
  1. Are you looking for a digital or in-person solution?
    • Would your workforce respond better to app-based tools, on-site classes, or a hybrid approach?
  1. How will you measure success?
    • Do you have clear KPIs or metrics for tracking the program’s impact, and the capacity to monitor these over time?

What Type of Wellness Program Is Right for You? 
Score Yourself

Take a moment to count the number of “yes” answers. Based on your score, you’ll have a better idea of which type of wellness program will suit your organization’s needs.

Score 0-3 

Basic and Low-Cost Solutions

 

You’re just starting your wellness journey, or your organization has minimal resources to devote to wellness. A basic program with free or low-cost initiatives (like walking challenges or monthly webinars) might be the best starting point. Consider partnering with low-cost providers or utilizing free tools to kick things off.

Score 4-6 

Hybrid and Flexible Solutions


You have a moderate level of readiness and resources. You may want to explore a hybrid workplace wellness program that combines in-house efforts with outsourced digital tools. Programs like health coaching, nutrition counseling, and fitness tracking apps could fit well here.

Score 7-10 

Comprehensive Solutions

 

You’re ready for a more advanced wellness program. This approach could include behavior change coaching, mental health support, and biometric screenings. Partner with an external provider to manage the logistics should help maximum value without burdening your internal team.

workplace wellness programs
Why Workplace Wellness Is Essential for Your Organization

Workplace wellness programs aren’t just about health outcomes—they’re about culture, productivity, and the overall employee experience. Over the years, I’ve seen workplace wellness programs significantly improve employee engagement and morale, while also driving down healthcare costs. But more importantly, they create a sense of community and shared responsibility for well-being in the workplace.

The true value of wellness programs lies in their ability to inspire behavior change. Whether it’s through fitness challenges, mental health support, or nutritional education, when employees feel supported in their health journey, they’re more likely to be engaged, productive, and loyal to the company.



Conclusion

There’s no magic formula for building the perfect wellness program, but by answering the right questions and understanding your workforce’s unique needs, you can make informed decisions that lead to lasting impact. Whether you’re implementing a simple initiative or scaling up a comprehensive program, wellness is an investment in both your employees’ well-being and your company’s future.

If you’re ready to take your workplace wellness programs to the next level, we’re here to help you build a solution that fits your organization perfectly.

Keywords: workplace wellness programs, health coaching solutions, behavior change at scale, customizable wellness programs, employee engagement, corporate wellness, Avidon Health.

Categories
Health Coaches

Health Coach Certification Programs: Insights from Our Team

Health Coach Certification Programs: Insights from Our Team

We spoke to some of our health coaches to get their firsthand experiences with various health coach certification programs. Their insights offer a starting point for those looking to understand what a health coach does and how to become one. We truly believe in the power of health coaches and leverage it throughout our entire solution due to the profound benefits of behavior change.


What Does a Health Coach Do?

A health coach empowers individuals to achieve optimal health and well-being by guiding them through lifestyle changes. Focusing on holistic wellness—including physical, mental, and emotional health—health coaches use behavior change techniques, motivational interviewing, and personalized strategies to support clients in reaching their health goals.


How to Become a Health Coach

Health Coaching ServicesEmbarking on a career as a health coach begins with obtaining the right credentials. Certification not only enhances your credibility but also equips you with the necessary skills to effectively support your clients.


Health Coach Certification Programs Experienced by Our Team

1. Dr. Sears Wellness Institute

  • NBHWC Approved:
    • Basic Program: No
    • Master Health Coach Certification: Yes

About the Program:

  • Basic Program: Offers foundational knowledge in nutrition tailored to specific demographics like adults, seniors, or pregnant women. While convenient and customizable, this tier doesn’t qualify you to sit for the National Board for Health & Wellness Coaching (NBHWC) exam and doesn’t delve deeply into behavior change methodology.
  • Master Health Coach Certification: A rigorous and thorough program that prepares you to coach confidently, providing a firm understanding of behavior change principles.

Coach’s Experience:

“The Master program is solid and definitely worth the investment. It thoroughly prepares you for real-world coaching.” — Brandy Brock


2. YogaMedCo

  • NBHWC Approved: Yes

About the Program:

Integrates yoga, meditation, and health coaching to promote holistic wellness. Offers flexible, self-paced learning alongside structured coursework and live sessions. Emphasizes mindfulness, stress reduction, and overall wellness strategies.

Coach’s Experience:

“With a background in yoga, I found this program unique. It taught me essential coaching methodologies while enabling me to guide clients through mindfulness techniques and stress management.” — Christine Mustac


3. Rowan University – Wellness Coaching Certificate of Graduate Study

  • NBHWC Approved: Yes

About the Program:

Consists of four graduate-level online courses covering behavior change theory, wellness coaching principles, obesity and diabetes management, and wellness across the lifespan. The final course includes practical coaching sessions.

Coach’s Experience:

“The coursework is well-rounded, providing a strong foundation in behavior change theory and wellness coaching principles. The peer discussions on Zoom were invaluable for practicing coaching techniques. While it’s more expensive due to being a university program, the connections made are worth it.” — Rachel Muniz


4. Wellcoaches

  • NBHWC Approved: Yes

About the Program:

Often referred to as “The Gold Standard” in health coaching certification. Open to anyone with an associate degree or 4,000 hours of work experience in any field. Includes interactive, real-time classes divided into modules and can be completed in six to 18 months.

Coaches’ Experiences:

“The hybrid model of live calls and homework assignments worked well for me. The live classes allowed for skill-building through mock sessions with classmates. It’s ideal for those who are self-motivated and can manage their time effectively.” — Toby Feldman

” The flexibility suited my schedule, and the live classes were instrumental in honing my coaching skills through practice sessions with peers.” — Lindsay De Stefano


5. Holistic Wellness & Life Coach

  • NBHWC Approved: No (Approved by the American Association of Drugless Practitioners – AADP)

About the Program:

Provides comprehensive training in wellness, holistic health, nutrition, and natural healing. Targets 12 dimensions of wellness combined with proprietary coaching methodologies, blending the art of coaching with psychological techniques for lasting transformation.

Coach’s Experience:

“The multi-dimensional approach was enlightening. It addresses how the brain works to help clients achieve sustainable results.” — Eileen Franco


6. KGR Health and Wellness Academy

  • NBHWC Approved: Yes

About the Program:

A 16-week virtual program taught by three board-certified coaches. Open to anyone passionate about health coaching, it focuses on the art and science of coaching with a “Learn by Doing” philosophy. Includes live coaching sessions and extensive practice opportunities.

Coach’s Experience:

“The hands-on approach was instrumental in building my confidence and skills. The live sessions and observable coaching practices were particularly beneficial.” — Pam Faccone


7. ACE Health Coach Pro Advanced Training Program

  • NBHWC Approved: Yes

About the Program:

Offered by the American Council on Exercise (ACE), this program includes Behavior Change Specialist Training, mentorship, and live skills assessment of recorded coaching sessions. Provides 40 hours of live sessions with one-on-one practice and feedback opportunities.

Coach’s Experience:

“As a fitness professional, this program deepened my understanding of motivational interviewing and provided live skill training and practice. The mentorship and feedback were invaluable.” — Anita Alba


8. ACE Approved YMCA Foundations of Strength and Conditioning Certification

  • NBHWC Approved: No

About the Program:

Aimed at fitness professionals and exercise physiologists, this training focuses on strength and conditioning for athletes, emphasizing injury prevention. Offers specific information beneficial for those with fitness and medical backgrounds.


9. University of Delaware – Graduate Certificate in Health Coaching

  • NBHWC Approved: Yes

About the Program:

An in-person program requiring a health-related undergraduate degree. Includes courses on chronic disease management and a practicum. Aims to develop coaching skills that help clients clarify health goals, implement sustainable behaviors, and reduce the impact of chronic conditions.

Coach’s Experience:

“The in-person classes allowed for direct interaction with instructors and peers. The practicum provided real-world coaching experience, which was crucial for my development.” — Brittany Kowalski


Why Health Coaching MattersDigital Health Coaching

Health coaching plays a pivotal role in today’s wellness landscape. With chronic diseases on the rise and lifestyle factors significantly impacting health outcomes, health coaches serve as essential guides in promoting sustainable behavior change. They empower clients to take control of their health, navigate obstacles, and achieve lasting well-being.

By focusing on individualized strategies and leveraging evidence-based methodologies, health coaches can make a profound difference in the lives of their clients. The importance of health coaching extends beyond individual transformations; it contributes to healthier communities and can reduce the overall burden on healthcare systems.



Explore More NBHWC Approved Programs

While we’ve shared experiences from our team, there are numerous other NBHWC-approved programs available. To explore the full list and find a program that best fits your needs, visit the NBHWC Approved Training Programs.


Conclusion

Choosing the right health coach certification program is a pivotal step in your career. Consider factors like accreditation, curriculum focus, learning format, and how well the program aligns with your background and career goals. This list isn’t exhaustive but offers a starting point based on real experiences to help guide your decision.


If you’re part of a health coaching team looking to enhance your impact and create behavior change at scale, we’re here to support you. Explore our resources or contact us to learn how our solutions can empower your coaching efforts. By partnering with us, health coaching teams can focus on what they do best—facilitating meaningful change—while we handle the operational complexities. Together, we can amplify the impact of health coaching and drive positive health outcomes on a larger scale.

Looking to join our team? Click here for an important message