Planning: Setting a goal and measuring success

We want your company to succeed in promoting workplace wellness. We believe that achieving success requires setting both short-term and long-term goals and metrics.

Setting a goal and measuring success

Having a clear goal is the first step to success. We have gathered our tried-and-true tips for planning a workplace wellness campaign and assessing the outcome:

1. Crystallize your overall goal

  • A good goal is measurable and straightforward.
  • Is your goal to maximize participation, seek long-term health benefits or build team spirit? Do you have a specific wellness-related goal in mind?
  • Would you rather emphasize team spirit or health benefits?
  • Would you like to share your campaign and progress outside your company?
  • Would you like to connect your campaign with a charitable cause or your strategic goals?

Goal examples:

  • Activating the less physically active
  • Health-educating your staff    
  • Building team and can-do spirit
  • Inclusion, engagement and actively listening to staff
  • Stressing the importance of everyday physical activity
  • Positive changes in daily habits
  • Reducing sickness absenteeism

2. Define your campaign objectives and theme 

HeiaHeia is a flexible tool for achieving any workplace wellness objective. Once your goal is crystal clear, we will help you select the right programs for achieving your objectives.

You can choose to track hours, distance or total number of activities in your campaign. Hours tend to be the best metric for fitness programs. Hours can be converted to kilometers when tracking distance. Health- and wellness-themed programs track the total number of activities. Team challenge success can be measured by comparing relative physical activity to overall team size. 

How does walking around the world sound for a theme? Or would you rather office-hop through your entire organization? Would you like to focus on cross-country skiing or some other sport? Could your theme be health promotion activities performed during the workday? Should taking and sharing photos be a part of your campaign? 

  • Once you have settled on a theme, it’s time to think about a suitable and motivating target to match your campaign and theme, taking into account the estimated number of participants, the intended duration of your campaign and whether all or only a certain set of the entries count.
  • Would fitness or activity trackers help carry staff to the finish line? Would it be an investment worth your while if it motivated the previously non-active to take up exercise? Increased physical activity and increased everyday activity could be cost-effective in the long run.
  • Plan well in advance how you intend to reward your staff or celebrate once the campaign is over. Arranging a prize-draw among all participants is one option.
  • How well do you think you will be able to reach staff with internal communications? How will you get participants to interact with and encourage one another? 

On scheduling:

  • Promoting workplace wellness is a long-term project, so you need both long-term goals and more short-term objectives.
  • As a rule, our contract period is 12 months, but the recommended duration for individual programs is 8 to 10 weeks. Your 12 months ideally consists of both long-term and short-term goals and objectives. The following list of blog posts represents the many ways in which our customers have succeeded in promoting workplace wellness with HeiaHeia. 
  • Read more on HeiaHeia campaigns and themes

Measuring success

Track progress and review results using the community stats in the admin panel available for the main user. Your HeiaHeia team is always ready to help you assess success.

What kind of results should you be content with? Do the results mirror your goals? We have seen that participation varies greatly from one company to the next. By our standards, a successful campaign equals 3 to 4 hours of exercise a week per participant, but even 2.5 hours of exercise a week is enough to promote wellbeing. The amount of cheers and messages exchanged is another indicator of success.

You can also measure success by measuring costs in relation to participants. You should be happily surprised by the input-output ratio.

Criteria examples:

  • Costs of absenteeism in relation to your investment in workplace wellness
  • Participation percentage
  • Total number of fitness- and health-related activities 
  • Total number of cheers and info messages
  • Before and after survey(s) and feedback

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