by Bob Merberg    Bob's profile on LinkedIn  

Top 10 Ways to Boost Intrinsic Motivation

Our upcoming white paper: Intrinsic Motivation: The Foundation of Outstanding Well-Being Programs delves into the science supporting this model. Here’s an excerpt with steps to shift your programming in an intrinsic direction starting today.

  1. Find out what obstacles employees face (they don’t feel they have enough time or they perceive activities as too costly) and address them in your programming and materials.
  2. Use positive messages that build confidence. “Registering is your first step to success!” is an encouraging call to action for a walking campaign. “You can do it; we can help” will fire up potential health coaching participants.
by Bob Merberg    Bob's profile on LinkedIn  

The Exponential Power of Cross-Promotion

Cross-promotion is an efficient way to breathe life into your communication strategy and, consequently, your well-being program. As consumers, we’re frequently exposed to this technique. In a well publicized example a few years ago, Google™ named its new Android™ operating system KitKat and relied on the Kit Kat® candy bar brand to stimulate interest. Nestlé, in turn, created a series of Kit Kat bars in the shape of Google’s Android mascot. Both companies reported that no money was exchanged in this agreement (

by Dean Witherspoon   Dean's profile on LinkedIn  

Happiness Is… Being Self-Sufficient

Along with having a big life outside work, we notice the happiest well-being managers don’t have their whole identity wrapped up in their job. They show a quiet confidence to make it, no matter what comes their way. Some suggestions to boost your self-sufficiency:

by Beth Shepard    Beth's profile on LinkedIn  

How and Why to Foster Lifelong Learning at Work

Nora, a recently promoted team lead, has an insatiable drive to learn. Since joining the company, she has accessed many in-house learning opportunities, along with tuition reimbursement for online classes. She’s excited about her role as well as those opportunities for career development… and it shows.

After 2 years, Luke is getting bored with his day-to-day duties. He’s unaware of any employer-based support for learning. Unless his manager quits, there’s no way to advance within his department. He’s browsing online for jobs with more challenge and growth potential.