Thanksgiving is a time to reflect and express gratitude for our blessings and to share our love and kindness with others. However, it can also be a challenging time when we are aware of the wars and conflicts that are happening around the world — and the death and suffering that they cause. How can we perhaps shift our perspective and approach this season with a compassionate and hopeful heart? How can we use gratitude and compassion to lead a more purposeful life?
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We recently completed a deep dive interview project with HR and Benefits leaders representing a diverse array of industries – consumer goods, insurance, manufacturing, high tech, healthcare, consulting, financial services, engineering, energy, and food services. We wanted to know if they were indeed rethinking wellbeing. We asked about business drivers in play now, and challenged them to grade their current wellbeing programs and platforms. We asked what “better” would look like, and tested new ideas for resonance.
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What does taking care of one’s health really mean? Are Purposeful users looking for a “vitamin,” something that makes you even better than you currently are? Or, are they in need of an “aspirin,” that is, trying to fix something that’s gone wrong? We ask this question amongst ourselves at Kumanu: are we building an application that fixes people’s problems or one that helps people become even better? Can you do both?
Continue readingEngagement is a very complex issue. It’s an issue I’ve personally studied for decades and come around to the conclusion that a single percentage describing engagement is almost always an oversimplification of reality. The real proof in the pudding is not how frequently a person “touches” an application, which can easily be manipulated by financial incentives. It’s whether people change their lives for the better, and we know that even this measure has different meanings for different people.
Continue readingLet’s go from theory to practice. Which of the following statements are true?
1. Participation incentives produce health behavior change
2. Incentives tied to biometric outcomes lead to improved outcomes
3. When it comes to engagement with apps or web portals, the more the better.
Which sounds right to you. All three? None of the above? Read on for the answer.
Continue readingLet’s start with this question: what is engagement, anyway, and why do we care so much about it? Is engagement what happens on the wellness portal, or is it what happens in my daily life and work? Am I gaining confidence, skills, and inspiration, or am I clicking for points? If I engage with wellbeing apps or resources for just a while, or once in a while, BUT I build new mindsets and habits, and stronger purpose and connection lasting a lifetime, is that a success, or a failure?
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In the workplace, financial and non-financial motivators are used to drive engagement and performance. but motivation is highly personal and differs for each employee. In this blog, we discuss types of motivation tactics used to get the best results out of each of your people for greater engagement and performance.
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Diversity is often compared to an iceberg. There are parts visible above the surface, like ethnicity and physical disability, but then there’s much more beneath the surface: cultural background, economic status, educational history, and more.
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You might have noticed it in your own workplace. Someone higher up the ladder introduces a new performance measure and immediately, everyone prioritizes that measure – often with unintended and at times bizarre consequences. A classic anecdote of this in action involves a nail factory in the former Soviet Union.
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CIO Applications magazine recognized Kumanu, formerly JOOL Health, as a Top 10 Employee Engagement Solution in its December 2018 issue. This annual listing highlights 10 companies at the forefront of providing employee engagement solutions and transforming businesses.
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