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This site is an archive of our Well Written Blog posts until April 2020. For the most up-to-date content visit NWIJournal.com.

The opinions and thoughts expressed here those of the authors and do not necessarily correlate with those of the National Wellness Institute. Read more.

 

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Practical Well-Being

Posted By Stacey Krawczyk, MS, RD, Monday, March 16, 2020

Photo by: Nik MacMillan via Upsplash

In a recent Mintel blog, "Wellness Trends to Watch in 2020", the author states that 2020 will be the year for “wellness for everyone.” Holistic wellness activities that are accessible and achievable will drive consumers’ success. 

As wellness practitioners, it is important we understand the impact our recommendations make as consumers seek our professional guidance and vetting of credible wellness activities, services, and brands. We know from surveys like this one from IFIC that consumers trust health and wellness professionals the most. Shouldn’t we expect they are asking for practical and specific recommendations that help them make choices to improve their well-being?
 
Fortunately, there is a partner that helps make our jobs a bit “easier.” Pulse Health & Wellness has a unique evidence-based engagement platform that connects health and wellness brands to professional practitioners. Leveraging evidence-based professional resources, coupons, samples of food, and wellness products for clients enables one to cut through the clutter and noise in the marketplace and find practical solutions for clients or patients.

Members and friends of the National Wellness Institute can sign up at nwi.pulseconnect.me to join the Pulse Health & Wellness network at no cost! 


 Stacey Krawczyk, MS, RD, is the Secretary of the Board of Directors of the National Wellness Institute and President of FoodWell Strategies, a food and wellness marketing consultancy.


 

Tags:  Brands  clinical practice  Emerging Wellness Professional  Engagement  PulseConnect  wellness  Wellness Trends 

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Wellness Trends - February 2020

Posted By NWI, Wednesday, February 19, 2020

5 Ways Your Company Can Plan For A Year Of Health & Wellness Engagement

Health and wellness have not just become a priority, but a necessity for a more engaged and productive workforce. The result? Companies are putting more thought into their employee wellness programs. Givhero gathered some strategies to use the new year as an opportunity to kick off your company’s health and wellness plan. Read more on Givhero.com.

 

4 Factors Driving Record-High Employee Engagement in the U.S.

Engagement levels reached a record high in 2019 and teams with higher engagement are less likely to leave their organization. Read more on Gallup.com.

 

9 Employee Engagement Archetypes

Check out the video from Harvard Business Review on a holistic approach to understanding engagement that yields more-detailed insights into what makes people stick around and do their best work.

 

The Effectiveness of Community Engagement in Public Health Interventions for Disadvantaged Groups: A Meta-Analysis

Engaging members of disadvantaged communities in public health initiatives has been suggested as a way to reduce health inequities. This systematic review was conducted to evaluate the effectiveness of public health interventions that engage the community on a range of health outcomes across diverse health issues. Read more at ncbi.nlm.nih.gov.

 

Community Engagement for Quality, Integrated, People-Centered and Resilient health services

People and the communities in which they are born, raised, live, work and play, are at the heart of delivering people-centered and integrated health services. Communities need to be at the center of drives to improve the quality of health services, access and equity, and achieving universal health coverage (UHC). Read more at WHO.int.


Tags:  employee engagement  Engagement  Trends  Wellness Trends 

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87% of Employees Worldwide “Not Engaged”

Posted By NWI, Monday, November 7, 2016

An astonishing 87% of employees worldwide are “not engaged” with their work, resulting in low productivity for a vast array of companies that may or may not be aware of the problem. Gallup is defining “engaged” as meaning “involved in, enthusiastic about and committed to their work.

 

 

The United States does have a higher average of worker engagement than the worldwide average, but still only has a 32% engagement rate, meaning that 68% of US employees are not actively engaged in their jobs. In the 15 years that Gallup has performed this poll, the engagement rate of US employees has never topped the 33% mark.

 

Breaking this down further, 50.8% of employees polled in the US claimed that they were “not engaged,” compared to 17.2% who claimed to be “actively disengaged.” Those disengaged workers commonly rate problems with company management as reasons for their lack of engagement.

 

Why does this matter? It matters because companies who have an engaged workforce see returns on their investment 150% higher than companies with a disengaged workforce.

 

For more information about Gallup’s employee engagement polls, click here.

 

 

Tags:  Employee Health  employee wellness  Engagement  Workers  Worksite Wellness 

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Are you Engaged at Work? Why it matters to you and your company.

Posted By National Wellness Institute, Friday, June 28, 2013

Engagement

Are you Engaged at Work? Why it matters to you and your company.

Data released in June 2013 from Gallup suggests companies that address employee engagement may have an easier time thriving…even in tough economic times. The data was part of a 2012 Gallup study using 263 research studies across 192 organizations in 49 industries and 34 countries. The outcomes mirrored those of the seven previous studies done on the subject of employee engagement. Specifically, it confirmed the link between employee engagement and nine performance outcomes:

· customer ratings

· profitability

· productivity

· turnover (for high-turnover and low-turnover organizations)

· safety incidents

· shrinkage (theft)

· absenteeism

· patient safety incidents

· quality (defects)

For employers, Gallup uses the following tested statements to measure employee engagement:

1. I know what is expected of me at work.

2. I have the material and equipment I need to do my work right.

3. At work, I have the opportunity to do what I do best every day.

4. In the last seven days, I have received recognition or praise for doing good work.

5. My supervisor, or someone at work, seems to care about me as a person.

6. There is someone at work who encourages my development.

7. At work, my opinions seem to count.

8. The mission or purpose of my company makes me feel my job is important.

9. My associates or fellow employees are committed to doing quality work.

10. I have a best friend at work.

11. In the last six months, someone at work has talked to me about my progress.

12. This last year, I have had opportunities at work to learn and grow.

Why is engagement at work good for employees? First, engagement is not happiness specifically. Engagement is not necessarily satisfaction either. Engagement at work is care. An engaged employee will go the extra mile to make sure something is done properly. An engaged employee will stay late when needed, but also might switch jobs if they are not happy or satisfied.

A 2011 study published in the Current Directions in Psychological Science (see link below) points to data that suggests engaged employees are also happier. Specifically, the study suggests engaged employees feel more in control of their situations at work and when they don’t like something, they are more likely to take the steps to fix or address what they don’t like and thus have a better chance of being happier.

Not engaged? Feel your employees could be more engaged? Use the 12 statements above as a guide for change. Employees, talk to your supervisors about achieving these statements. Supervisors, ask your employees how they feel with regards to the above statements. It is a great place to start the conversation.

Bakker, A. (August 2011) An evidence-based model of work engagement. Current Directions in Psychological Science. Retrieved June 24 from: http://cdp.sagepub.com/content/20/4.toc

Gallup. (2013) State of the American workplace. Retrieved on June 24 from: http://www.gallup.com/strategicconsulting/163007/state-american-workplace.aspx


Tags:  Engagement  July 2013  Occupational  Physical 

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