Back in January 2017, Garmin and WellteQ joined forces to use wearable technology to transform the face of corporate wellness programs.
18 months later and the partnership is still going strong with 56% of WellteQ users now choosing Garmin as their preferred wearable of choice.
To celebrate our 18-month anniversary, we’ve pulled a few fun stats from our Garmin users. Since January 2017, WellteQ users have:
- Walked a whopping 486,517,080 steps – the equivalent of trekking the entire length of Great Wall of China 18 times.
- Clocked up a blissful 8,108,618 hours of sleep – the equivalent of snoozing through the entire Lord of the Rings trilogy 9 million times.
- Kept active for an average of 146 mins a day – the equivalent of 49 rounds of boxing.
WellteQ on Garmin
So clearly our users are loving their Garmins, but what about the WellteQ team?
“Garmin wearables allow us to reach next-level wellness value through fresh employee health experiences and data-driven intelligence”– Scott Montgomery, CEO, WellteQ.
“Garmin simply delivers quality: quality devices, quality data and quality insights.” – Jeames Gillett, COO, WellteQ.
“I literally had no concept of the quantity and quality of my sleep until I started wearing Garmin and partaking in the WellteQ sleep challenges. Being super-competitive, Garmin helps me optimise my sleep patterns to beat my colleagues… don’t snooze you lose!” – Ed Burleigh, Senior Marketing Manager, WellteQ.
Garmin on WellteQ
“Garmin’s goal is to offer a clear, concise and price-attainable solution for our clients. That goal is realised by offering a WellteQ platform with Garmin devices. Garmin are world recognised for their best in class health and navigation products, WellteQ are the fast-emerging innovator of wellness engagement and analytics. Coming together helps more people and organisations gain the most out of our wearables so is a win-win for everyone” – Joern Watzke, Director Global B2B Sales, Garmin.
WellteQ’s CEO, Scott, will be speaking at the Medical Fair Asia Medicine + Sports Conference about how we use Garmin wearables to measure pre-work fatigue, risk, physiological stress and vocational performances.
We are also hosting an exclusive roundtable event together – stay tuned for further announcements.
To discuss WellteQ’s award-winning analytics solution, get in touch today.
On the back of a recent Colliers International report that APAC countries are losing billions of dollars a year from health issues, employee wellness is now a key business component for HR teams across the region.
So, without further ado, here are WellteQ’s Top 5 Tips to Improve Employee Engagement in APAC.
1. Realistic Expectations
Sadly, a major problem across APAC is employees working too many hours. This has been recognised at a governmental level, eg in Singapore the Ministry of Manpower has advocated a limit of 44 working hours per week.
However, change has to happen at an organisational level – managers need to open their eyes to the signs of burnout and mental health in workplace. While working overtime might help boost productivity in the short-term, the mid and long-term consequences can be severe.
Overworked employees may lose their motivation, become less productive or even leave the company.
In extreme cases, stress-related burn out can result in severe health issues and even lead to death. Tragically, this is so commonplace in Asia that many countries have their own word for “death by overworking”: karōshi in Japanese, gwarosa in South Korean and guolaosi in Chinese.
Effective leaders should discourage working overtime where it can be avoided. In some Asian cultures it is still believed that an employee should not leave the office before their manager – by leaving on time, the manager ensures that employees are not under pressure to stay at the office.
2. It’s Good to Talk
Internal communication is crucial to improving employee engagement, but this is something that has often been criticised across APAC. Whether it’s a corporate or a start-up, it is a manager’s duty to hold periodic appraisals with their employees.
These meetings are crucial for an employee to gauge how their performance is being measured and evaluated. It also gives them the opportunity to have transparent conversations about salary career progression. A good manager will also use this opportunity to identify and solve any issues that may inhibit the employee from carrying out their work.
Managers should proactively encourage employees to have these appraisals, as opposed to employees continuously chasing for it.
However, 1-on-1 meetings may not always allow an employee to air their grievances. By conducting employee surveys regularly, a company can allow unhappy employees to open up anonymously without fear of reprisal. This type of feedback is crucial to improve the Employee Net Promoter Score (eNPS).
3. APAC Wellness Programs
The Colliers International report found that “wellness is becoming a key component of workplace strategy with corporates increasingly looking to design the best workplaces to enhance employee engagement and productivity”.
In this increasingly digital age, traditional wellness programs are becoming less and less effective. Instead, organisations are looking at data-driven solutions that can provide more accurate insights into their workforce than ever before, eg WellteQ integrates with main-brand wearables to focus on optimising health goals such as stress, fatigue, fitness, etc.
But a good digital wellness solution can do so much more:
- Add a dimension of gamification by rewarding employees for partaking in cross-departmental challenges.
- Leverage smartphone technology to communicate more effectively with connected employees.
- Identify a workforce’s health issues – companies can enhance risk analysis capabilies in order to reduce health insurance premiums.
- Incorporate employee surveys to measure the eNPS before and after a wellness program. At WellteQ we have seen a 40% in employee engagement after our wellness program.
4. Inclusion Policy
One quick way to ostracise an employee is by making them feel detached from the company. Creating an “us and them” gulf between management and the rest of the workforce can be extremely demoralising. This could include things like reprimanding employees for being late while at the same time being consistently late themselves.
There are a number of things managers in APAC can do to make an employee feel more included:
- Allowing them the opportunity to own share options means they are more immersed in the success and failure of the company.
- Injecting a vibrant social calendar into your organisation allows people to forge deeper connections with both their team and management.
- Incorporating CSR initiatives allow staff to bond over important causes not related to their everyday work. CSR projects can be particularly powerful if there is support from senior management.
5. Moving with the Times
The face of business has undeniably changed over the past few decades. There are now a range of digital tools that employers can get their hands on to boost productivity, eg Slack (team communications), Skype (video conferencing), Jamboard (virtual whiteboards), and many more.
However, the non-digital advancements have been just as important, eg introducing stand-up meetings as a way to cut down on unnecessary time wasting.
This attitudinal shift can largely be attributed to the rise in startup culture where bootstrapped entrepreneurs needed to streamline their businesses to make them as productive as possible. They started cutting out unnecessary rules that had dominated the corporate world for too long, so things like flexible hours, relaxed dress codes and quirky office spaces were introduced.
The startup scene is thriving in APAC and the corporate world is learning from it as a tool to improve employee engagement.
Putting it into Action
So that’s our Top 5 Tips to Improve Employee Engagement in APAC!
While this is all very well in theory, these type of changes are difficult to implement and will not happen overnight.
To see how WellteQ’s award-winning analytics solution can help you increase employee engagement, get in touch today.
There’s no question that smartphones have become an integral part of our daily lives. In 2016, the average person checked their phone 27 times a day, rising to 80 times per day in 2017. This year, the latest studies are showing that millennials (18-34 year olds) check their smartphones over 150 times a day! So the number of connected employees has clearly risen over recent years, but what does this mean for workplace productivity?
Rules of Engagement
Well, it’s hardly surprising that connected employees are engaged employees. Engaged employees are subsequently more productive – as the old adage goes: a ‘happy workforce is a productive workforce‘.
In turn, engaged employees generate more revenue and profit for businesses than non-engaged employees.
Today’s Hierarchy of Needs
But why is connection so important? Well, social interaction is an essential human requirement, as shown by the third tier of Maslow’s Hierarchy of Needs below. What Maslow probably didn’t anticipate, back in 1943, was that in today’s society connections would largely happen online through devices.
We can now fulfil our need for love and belonging at the push of a button, without even leaving home.
In the workplace, employees are becoming increasingly connected through email, instant messaging, social media and other digital tools. While it will take some time to replace the traditional ‘water cooler gossip’ culture, employees are definitely communicating more online.
Indeed, recent research from Salesforce shows that “71% of workers want their employer to offer the same level of technology that they use in their personal lives”.
Social interaction has been proven to release dopamine – the reward chemical. Furthermore, our brains now anticipate a dopamine spike from online behaviour, eg people liking our latest picture on Instagram.
This social currency also applies to the workplace, and savvy employers are clambering to capitalise on it. WellteQ uses gamification in a variety of ways to maximise engagement, such as matching teams against each other in wellness challenges.
Embracing Connected Employees
A 2017 report by Deloitte showed that 56% of companies were redesigning their HR programs to leverage digital and mobile tools. In addition, 41% of companies revealed that they were actively building their own mobile apps to deliver HR services.
WellteQ is extending traditional HR capabilities by embracing connected employees through our digital wellness solution. WellteQ’s award-winning analytics platform allows employees to manage their own wellness more effectively, while also lowering company risk through the HR function. The result of this is proven to deliver a 40% increase in employee engagement.
To discover how leveraging connected employees can result in a healthier, happier and, more profitable workforce, Get in touch with WellteQ today.
Breaking into the Top 10
WellteQ has been recognised in the Top 10 APAC Data Analytics Solution Providers 2018 “for exhibiting excellence in delivering data analytics solutions”.
The awards, by CIO Advisor, recognise a vendor’s ability to build solutions and services that can efficiently account for advanced and effective data analytics offerings.
Rise of the Data Scientists
Data is the buzz word of 2018, with the Forrester Report predicting a huge year for data analytics. One interesting prediction was that 80% of firms will rely on insights-as-a-service providers for their analytics capabilities.
Companies are increasingly looking for innovative ways to adopt emerging analytics trends in order to enhance the web experience in day-to-day lives. Consequently, they are outsourcing their analytics needs to data-driven companies.
Furthermore, the imminent arrival of GDPR in the EU will offer new prospects for data scientists to explore.
Data Analytics at Work
In employee wellness, WellteQ leads the charge with its ability to analyse 350-500 data points per day per user. These high-fidelity data sets allow us to give organisations in-depth (but anonymised) insights on wellness, risk and business efficiencies.
We have also developed a 4-D Analytics approach using four dimensions of baseline, behavioural, environmental and body composition data. As a result, we are able to increase employee engagement by as much as 40%.
It’s great to see our efforts rewarded by breaking into the Top 10 Data Analytics Solutions Providers 2018, you can read the full story here. WellteQ will continue providing cutting-edge analytics solutions to transform employee wellness in the workplace.
“We are going through an awakening as the Human Resource (HR) department has been a guardian of its employees whereas we are empowering the HR function to be a strategic contributor of the company at Board level, with data-driven ROI as the universal language. We achieve this by understanding the risk pockets and scope for greater productivity within a business through health data analytics.” – Scott Montomery, CEO WellteQ
If you’re interested in using data analytics to optimise your business outcomes, contact WellteQ.
Enter the 4-D World of Digital Health Assessments
Ok, so you’re probably wondering “what is all this 4-D Analytics jargon and how does it benefit me?” Although the technology capability is complex, the user experience and layman’s description are actually really straightforward.
At WellteQ, we concentrate on four dimensions of data to increase employee health engagement by 40%, while simultaneously enhancing your risk analysis capabilities – win-win! Let’s break it down further:
1. Baseline Data
Technology can offer significant accessibility, flexibility and time savings when assessing your employees’ baseline data, including self-reported family and medical history with lifestyle habits.
2. Behavioral Data
Wearable sensors have evolved to be far more than just step counters. Accessing minute-by-minute activity, heart and sleep data feeds our machine-learning analysis to find correlation between behaviors and health risks.
3. Environmental Data
By putting people first, we create better environments to work in every day, which leads to better health. Understanding what levers improve or reduce workplace satisfaction helps determine employee engagement and mental health scores in more detail.
4. Body Composition Data
WellteQ uses technology from MyFiziq to provide world-first body composition metrics captured using a smartphone, to determine risk profiles. Analysing circumference metrics is significantly superior to measuring weight or BMI when assessing and predicting health risk as it removes the margin of human error.
So what do 4-D Analytics mean for employee engagement?
As we enter a new era in employee wellness, with traditional heath assessments being replaced by digital ones, our 4-D Analytics platform provides you with deeper insights into engagement, health and human capital risk.
By incorporating these four dimensions into your organisation, you can transform both your data-driven ROI and business optimisation.
Discover 4-D Analytics – get in touch with the WellteQ team today.