Zero Setup Cost! Nudge EAP Health Challenge for Employees to Enjoy Together
Zero Setup Cost! Nudge EAP Health Challenge for Employees to Enjoy Together
Lower the financial burden and make EAP participation more enjoyable! The Nudge EAP Health Challenge is an interactive wellness program that allows employees to experience EAP in a more familiar way by participating in daily missions such as walking and stretching. Discover actual operation methods, participation results, and planning know-how on this board.
3 Benefits of the Nudge EAP Health Challenge
① Opening costs 0 won — Price competitiveness with reduced initial burden
② Fun EAP Experience — Induce natural interest and participation through participatory health missions
③ Utilization of actual operational cases — Provides case-based planning insights such as design values, participation rates, and compensation methods
※ Based on the challenge setup cost, rewards, separate operating costs, and scope of application may vary depending on the terms of negotiation.
🙋 This is helpful for people like this
- HR, Welfare, and Health managers planning to host the first in-house walking challenge
- For those who are at a loss as to how to set their target step count, duration, and reward budget
- Those looking to change the next round because the participation rate in the last challenge was lower than expected
- Those who need materials to report challenge results to management
🔎 Information available in each post
| item | detail |
|---|---|
| Operating conditions | Organization industry/size, operating period, target participants |
| Design value | Target step count, daily limit, verification method and frequency, reward structure and budget |
| Operation results | Participation rate, achievement rate by condition, participation flow by date |
| Next episode points | Sections where participation dropped, causes, and design values to change |
| Materials for immediate use | Operational Procedure, Checklist, FAQ, Results Summary |
Upcoming posts
Design Guide · What are the appropriate target step count, duration, and budget for a walking challenge?
Compensation Design · How participation changed when rewards were divided based on the number of days achieved
App/Authentication Method · Changes in participation when switching challenge apps or authentication methods
Mission-based challenge · How to run a walking challenge with added missions, such as location stamps
EAP linkage · The first challenge to run EAP guidance and challenges together
Result Report · Summary table (Excel) organizing participation rate, achievement rate, and daily flow
Challenges other than walking · Short, actionable challenges such as stretching and recovery routines during work
The first post is "I tried a walking challenge at two general hospitals" no see.
💬 Please share this with us
If you have run a similar challenge, please share your target values, participation rates, and the challenges you faced in the comments. If you are curious about a design suitable for your company... Inquiry Board If you leave a question, Nudge EAP will answer it.
We collaborate on the design and operation of goals, certifications, and compensation to ensure employees can experience EAP more enjoyably.
View Health Challenge Service → Our Company Challenge Inquiry →
Most Engaging Posts in the Community
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- 03CommentsWe also have a lot of short-term contract workers during peak season, so I get confused every time I have to handle the training for rehired employees. I'm also curious how other places handle cases where contracts are renewed immediately without any gaps.132226.10.21
- 01coach AnswerHello, this is Nudge EAP ☺️ You should group tasks based on whether the actual work type and conditions are the same, rather than the process name. Tasks can be considered the same if the worker posture, number of repetitions and time, handling weight and frequency, movement, and equipment and tools are similar. Therefore, even within the same assembly process, it is better to separate "seated assembly" and "standing assembly while moving materials" into separate tasks. First, list the detailed tasks within the process and compare them using the criteria above; separating only the tasks with significant differences makes organization easier, even with a large workforce. If there are multiple tasks under the same conditions, you can select a representative sample that includes the worker with the highest workload. The KOSHA guide suggests using at least two tasks with high work intensity as a sample when there are 10 or fewer identical tasks. Shifts can be grouped together if the equipment, workload, speed, and personnel are the same, but if the conditions differ, please separate them by shift. For rotation workers, you can make a judgment by recording all detailed tasks performed during the day, along with the time and frequency of each. For the final classification, confirm the opinions of on-site workers, and if you record the basis for the grouping on the survey form, it will be easier to explain during inspections.753326.09.18
- 02CommentsThe distinction between receiving a report and reaching a conclusion is important. Global HR teams should secure immediate protection and confidentiality before trying to decide whether the conduct legally qualifies as harassment.734426.09.02
- 03coach AnswerHello, this is Nudge EAP.☺️ The simplest method is for employees to simply receive guidance and apply directly, as the company does not transfer personal information. If you want a health manager to forward a name and contact information to an EAP agency for contact, it is safer to explain the receiving agency, purpose, items, retention period, and the right to refuse consent, and to obtain clear consent from the individual. Since checkup results and symptoms are sensitive health information, do not consider them included in the existing health checkup consent; instead, please write down only the content to be conveyed and obtain separate consent. In practice, it is common to separate the options into ① consent for forwarding name and contact information and ② consent for forwarding checkup results and symptoms, ensuring that there is no disadvantage in using the EAP even if the second option is not agreed to. The burden of repeating explanations can be reduced by providing the option for employees to send a summary of their consultation request, written directly by the employee, to the agency. However, since the wording and procedures may vary depending on whether the contract with the EAP agency involves the outsourcing of personal information processing or the provision of information to a third party, please review the contract details with your in-house personal information manager before implementation. It is a good idea to define the scope of responses in advance to the company to prevent unnecessary feedback regarding consultation requests or their content.698926.09.21
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