Any business leader knows that the workplace, while a necessary part of our culture, can be problematic. Perhaps chief among these is that employees can be subjected to activities and environments that detrimentally affect their mental, physical, and emotional health. This is why health programs are an essential tool to mitigate the potential for problems to arise. This is not only in the best interest of employees, it also reduces the costs of absenteeism and excessive turnover on company operations.

However, too often wellness for remote workers is overlooked. Just because they are not visibly present in the office, this doesn’t mean to say that they are any less susceptible to the strains that can lead to poor health. Indeed, they may be at a disadvantage because they are not able to use common on-site amenities such as gyms or counseling.

With more people working from home than ever before, now is a great time to review how to implement a wellness program for fully remote staff. How can you use it to get the most out of employees, and help them to feel a deeper connection to the business? 

Use wellness to help remote workers socialize and communicate with other employees

One of the distinct challenges of remote operations is the sense of disconnection. Employees working from home don’t always feel the same ties to the business and other employees as those who are operating on physical premises, surrounded by a team. By linking wellness for remote workers to socialization, you can help ensure not only that they undertake actions that keep them well, but also forge deeper connections with colleagues.

Team-based wellness challenges can be effective here; they tap into the competitive spirit that can support good team building, while also ensuring that the group keeps each other accountable for continued wellness. This can take some planning to understand what activities work with remote staff — getting in a daily number of steps, drinking a volume of water each day, and dedicated daily exercise can all be undertaken and monitored remotely.

In remote scenarios, the absence of a physical team can also mean that involving significant others or spouses is important. After all, they are your workers’ support network, and keeping them involved — even so far as engaging in team challenges — can be an important morale booster. Family members should also be included in the employee benefits and perks that your wellness program is a part of. These play a key part in your ability to retain your staff, and employees that feel a business cares not just for their wellbeing, but that of their family, has an emotional incentive to engage more meaningfully.   

Use a wellness platform to support remote workers

Efficient digital tools make remote working a practical option for most companies. This doesn’t just apply to project management, it’s also instrumental to the success of programs that promote wellness for remote workers.

User-friendliness is key here. Employees are unlikely to engage with a wellness platform that is overly complicated or doesn’t have an intuitive user interface (UI) that makes it easy for them to contribute. Apps are more likely to be effective, as they are more in line with how employees are likely to utilize their mobile devices. Platforms such as Limeade and Wellable can be loaded with challenges and goals centrally, and employees are able to submit their activity data for verification.

However, it’s important not to ignore the social aspect when utilizing a platform. Remote employees should be able to share videos of their efforts, discuss their progress with colleagues, and offer encouragement to one another via instant messaging.

Reward remote employees for healthy behaviors

There’s something about the human condition that means we need incentives in order to achieve. This is no different for our health. Unfortunately, wellness alone is not likely to be incentive enough for most. You can inform remote employees that their health is at risk — especially for cancer, depression, heart disease, and vein disease — simply because they spend the majority of the day sitting. You can provide them with advice that this can be mitigated with exercise and nutrition. But that may not be enough; additional rewards can improve engagement.

A points system can be effective, with a tariff of rewards at the end of the month. Some focus areas for reward points could include:

• Demonstrating Knowledge

Provide points when employees demonstrate their knowledge of activities that improve wellness for remote workers. This could be formalized in a virtual presentation, or simply regularly sharing tips on group channels.

• Avoiding Burnout

Too often, remote employees skip out on breaks and exercise during their day. Give them points each time they take these breaks, perhaps with bonus points for those who also engage in mindfulness, or get outdoor exercise during this time.

• Activity Participation

It can be important to arrange virtual group exercise activities; it boosts wellness, and improves employees’ bonds. However, making these compulsory isn’t always wise. Instead, award points for participation in each event.

Use technology to keep remote workers engaged

Technology is an integral aspect of each of our lives. We have accepted social media as part of our daily activities, and we have adopted the internet of things (IoT) for a variety of tasks. Therefore it can be effective to explore technologies that can raise engagement with a wellness program.

If your business is currently using communications and project management platforms such as Slack or Asana, consider dedicating a channel to the wellness of remote workers. Name it after the program, and pin guidance for use to the top of the chat. Managers should lead by example, encouraging workers to share healthy recipes and wellness videos.

As wearables are becoming a common and affordable piece of equipment, encourage employees to sync their fitness trackers to the wellness app or platform. They can then share their progress with one another, as well as demonstrate progress for rewards within the program. Remember that success can be encouraging to other employees. Arrange for spotlights on internal company media to celebrate remote workers that have performed well within the program.

Conclusion

Maintaining a wellness program in remote teams can be challenging. However, by adopting the right technology, and providing the support and incentive to engage, businesses can ensure that their employees remain healthy, and that their companies continue to be productive.

Noah Rue is a journalist and content writer from Boise, Idaho, US. He is fascinated with the intersection between global health, personal wellness, and modern technology. When he isn’t searching out his next great writing opportunity, Noah likes to shut off his devices and head to the mountains to disconnect.

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