Digital BGMprogram from YAS.life

Digital health management for companies

Neue Technologien und Digitalisierung halten eifrig Einzug in immer mehr Bereiche unseres Lebens. Dies trifft auch für das Setting der Arbeitswelt to where job profiles are assigned a distinct Change and managers, as well as employees, have to face new challenges. Changes in working life also affect the Corporate health management (BGM). The idea of "gesund@work" is particularly well established in large companies, whereas small and medium-sized enterprises (SMEs) are still in their infancy with this topic. SMEs tend to focus their offers on providing additional social services and meeting legal requirements such as occupational health and safety, while companies with more than 250 employees offer significantly more health promotion measures. BGM basically means more than the moving break in the office, but includes a systematic organizational process with a view to Employee Health and Performance long-term and sustainable to promote. The little sister called Workplace Health Promotion (BGF) takes care of concrete, active measures, such as yoga classes for relaxation. The analogue models for Conduct- or rather Relationship Prevention are partially scientifically validated. It is therefore no longer a secret that adequate concepts for prevention and health promotion in companies are a real economic benefits can achieve. Absences due to illness are reduced by an average of one quarter. Thus, according to studies, for every euro spent, about three euros can be saved. For the digital world of the BGMfuture, it is still necessary to provide evidence of effectiveness. Overall, science suggests that the new success formula is based on the interlocking of analogue and digital measures the Healthcare will be carved in factories. Against this background, the following article is dedicated to the digital BGM.

Digital BGM- background and definition

The much-cited "Working environment 4.0" or internationally also called "New Work", refers to today's changes in working forms and conditions brought about by digitalisation. Work processes are digitally supported or completely automated. The megatrend digitalization increasingly brings employees more complex tasks. Distractions and interruptions at the workplace will also increase in this context. Flexibility of working time and location is becoming an increasingly frequent requirement. 9-to-5 was yesterday. Flexitime and Part-time employment contracts come to the fore. Especially for office employees, activities are increasingly shifting to the Home Office. Work-life balance is the ideal. Compatibility of work and private life is a high priority for employees, but unfortunately digital media are blurring the lines more than ever. The physical translation of the digital world of work: long sitting in front of PC and laptop, which in particular Back problems provoked. Permanent accessibility, immense Pressure to perform also increase the psychological stress at work. Companies should therefore make active efforts to ensure the physical and mental health of their employees. In this context the term digital BGM (short dBGM) or BGM 4.0 a BGM. MATUSIEWISCZ & KAISER provide a comprehensive and scientifically based overview of current developments in dBGM in their book ".Digital company health management - theory and practice“. A uniform definition does not yet exist. Basically digital means BGM the use of all digital methods and tools in the context of health promotion measures in the world of work Digital BGM can be achieved by means of the following instruments:
  • information systems (e.g. intranet, e-learning, health portals) or
  • health apps or
  • Data acquisition systems (e.g. wearables)
  • BGM-complete systems (holistic management platforms)
take place. Essential criteria of a sustainable digital BGMare Integration (Integrate health promotion in parallel in the world of work and life), Individualization (meet the needs of the employee), Measurability, networking and Motivation. The challenge here is to make the offers for the employees simple and user-friendly at the same time. A low-threshold entry is enormously important for a high participation rate.

Existing dBGM technologies: Wearables

What's hip with the users? If you look at the worldwide Trends the fitness industry (ACSM), the answer is clear: Wearables (e.g. fitness trackers) are again at the top of this renowned ranking list in 2020. Quantified Self - the self-measurement of the human being - is more popular than ever. Today's wearables not only illustrate snapshots, but also show series values and progressions. Personal success becomes measurable and verifiable. Wearables, these small computers equipped with sensors, which we wear on our bodies, are usually not certified medical devices, but rather Lifestyle equipment to evaluate. Health significance they are nevertheless relevant in the context of the digital BGMone. Due to their permanent presence on the arm, they are perfectly suited to record activity data and at the same time provide information if, for example, the sitting phase was once again too long. The activities recorded via the fitness tracker can be supplemented with further health-related information in connection with health apps or rewarded with premiums. Thus, the use of wearables to record vital data and physical activities offers potential to significantly raise employees' awareness of a healthy lifestyle.

Opportunities through digital BGM

With all the hymns of praise on the subjectBGM, the Reality not seldom something sobering out: Low participation rates of health measures and often these offers address the healthy rather than the risk groups. More acceptance Actions can be obtained from the employees, which can be implemented directly at the workplace or spatially and chronologically flexible are. At last, field staff or colleagues at smaller secondary locations can also share in the benefits of workplace health promotion. Predestined for this are digital modules, such as the online fitness course for at home or the motivating step challenge via App. The application of playful approaches in a context unrelated to the game, such as the company setting with the aim of changing behaviour, is referred to in technical jargon as Gamification is called. Thus, competitions, reward systems, progress indicators & Co. increase motivation and reach target groups that are suitable for classic BGM are not very receptive. For Generation Z or also called digital natives - often they are trainees in the company - digital ways of BGM particularly promising. Digital methods continue to be important because of their access to new subject areas - especially the health education - within the scope of the BGMsuitable. With raised forefinger sceptics remind the Data protection and data security on. It is clear that only providers with data protection-compliant concepts, which also inspire user confidence, have a long-term chance on the market. For this reason, online measures on internal company systems are less suitable, as they make monitoring by the employer more likely. Private IT media that cannot be controlled by the employer, such as the employer's own smartphone, appear to be advantageous.

dBGM and employer branding

employer branding refers to strategic marketing measures in order to make the company a attractive image as an employer to lend. Talents are hotly sought after on the job market. The remuneration factor is by no means the only decisive factor for the candidates. The younger generation in particular attaches great importance to the employer's image and the offers and opportunities within the company. In today's world, health is no longer an end in itself, but a lifestyle. The young Generation Z is self-focused and therefore health-conscious. Companies with company health management thus receive a big plus from their applicants, but also from existing employees (e.g. in the form of employer evaluation portals). Companies that practice digital BGMand communicate this publicly are perceived as progressive.

Conclusion

Health, well-being and satisfaction of employees are the primary objectives of the BGM. Not only for economic reasons, such as the reduction of absenteeism and presenteeism related costs, but as a fundamental business value of strategic importance, should be BGMconsidered. A key factor for the implementation of a concept to promote employee health is primarily the commitment and the recruitment of managers on the subject. The boss of today should have a "digital fitness"! According to surveys, the digital transformation is still rarely seen in connection with theBGM. But in the course of digitalisation, many new opportunities are opening up for company health management fresh opportunities and potentials. Digital BGMwill certainly change its status from "nice-to-have" to "must-have" in the future, because in addition to the health aspects it is also easily and cost-effectively scalable. Are you looking for a preventive and motivating offer that your employees can integrate flexibly in their work or leisure time? With the digital loyalty program for health prevention, YAS.life offers a solution that is easy to implement and individually tailored to your company. For interest or questions contact us gladly.
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