Change Craft Wellness Assessment
An international boutique hotel gets more than they bargained for with Change Craft’s Wellness Assessment.
How do you create a wellness solution for a high-end boutique hotel with a history multiple failed health and wellness opportunities? How do you jump-start a new health and wellness program in a space characterized by low employee buy-in, poor participation and sluggish adoption?
To start with you begin by addressing the question of “What do employees want and need, and what can the hotel provide to support its employees with their wellness?” We did it by first assessing what the company was already doing well to make wellness attainable both at home and at work for their employees; uncovering what needed to improve and what needed to completely change within the organization in order to support a wellness culture. Change Craft deployed our Change Pathway Assessment, a bespoke actuarial instrument designed to cut through much of the confusing data which had limited previous wellness programs and their implementation and uptake. Over the course of 2015 our team assisted this international boutique hotel to consistently address the findings of the Change Pathway Assessment data, and to move the company towards a model of total wellness and to provide the kind of sticky change which had remained an elusive goal for so long.
What did the Change Craft wellness assessment reveal which made the Change Craft intervention sticky where other interventions had fallen flat?
Our wellness assessment revealed that many of the hotel employees held more than one job; something which the the Change Craft Pathways Assessment was the first to explore in-depth. Coupled with this was the typically long commutes many staff members had to make to work, making a huge impact on employee energy levels and possible buy-in to any wellness projects and, with a detrimental knock-on effect on their job performance.
After the implementation of our wellness strategy an immediate 10% increase in employee wellness participation was observed. As employees began to enjoy the benefits of the program, other key rewards emerged, including enhanced productivity and increased safety observation. For example, exercising five days per week at a moderate level for six months reduced error rates across all staff ranks by as much as 10%. Furthermore, when workers got as little as 6 minutes of high intensity exercise on a daily basis, their learning speed on new tasks improved by up to 20%.
As the wellness program rolled out and began to take effect employee buy-in was obvious as they began making spontaneously motivated healthy choices, in order to improve and maintain their health and well being. The Change Craft Habit Change intervention saw hotel workers reporting progress in key areas of well-being including, improved exercise (46%), healthy eating (40%), and improved sleep (18%); and 88% of employees surveyed demonstrated a strong loyalty commitment to the hotel after a only one year investment by employers in a “sticky change” employee wellness program. The Change Craft Wellness intervention also gave way to a range of new experiences across the all employees: Housekeepers began moving and stretching at the start of their shifts; front desk staff began meditating to de-stress—immediately, and approvingly noticed by the hotel’s clientele—adding unexpected value to the brand.
*Two and a half hours of moderate exercise is the recommended amount of physical activity by the U.S. Center for Disease Control