Published By: Limeade
Published Date: Jun 02, 2016
Investing in employee well-being boosts engagement, improves productivity and even leads to better company performance.
But there’s just one problem companies are running into over and over: participation.
We surveyed close to 300 employers about the state of their wellness programs. They said their biggest challenges are: participation (52.6 percent), sustaining interest and active involvement (48.5 percent) and fostering employees’ long-term health habits (37.5 percent).
How can you tackle participation and keep interest thriving?
In this e-book, we cover:
? The challenge of increasing employee participation
? How to solve the participation issue
? What you can do to create long-term participation and engagement
Workforce analytics is a very significant development in human
resources. It promises the potential for deeper understanding
of the ways workers contribute to organizational performance.
However, workforce analytics is not just about analyzing data
to reveal exciting insights; it also requires the active
involvement of a firm’s workers if the potential of analytics is
to be fully realized. Without active employee participation,
workforce analytics efforts face at best, restricted data sources
and data sets that are incomplete and at worst, the risk of
damaging employee relations and, ultimately, productivity.
This white paper summarizes recommendations that will
encourage enthusiasm for workforce analytics and active
employee participation, using the FORT (Feedback, Opt-in,
Reciprocal, Transparent) framework. The FORT criteria could
prove particularly useful in European countries. This is
because the 1995 European Union Data Protection Directive,
along with certain local legislative pr
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