In 1518, Strasbourg (France) experienced the ‘Dancing Plague’.
A woman named Frau Troffea began dancing fervently in the streets, and within days, dozens of people joined her.
In fact, it is estimated that around 400 people were caught up in the dancing frenzy.
The local authorities tried to help by providing a stage and musicians, but the dancing continued.
This entire incident is the perfect example of ‘mob behavior’.
Even 500 years after that incident, mob behavior is still commonly found.
Surprisingly, HRTech product owners who are desperate to figure out the answer to their most haunting question, ‘What’s next for my product’, also become victims of mob behavior.
And when they every time become a victim of mob behavior, they end up introducing unnecessary changes to their product – both at the wrong time and the wrong way.
One such example is, introducing fancy tech-enabled features to their product just to beat the competition – without addressing the core and without identifying the right needs of their end-users.
Being an HRTech product engineering company, our opinion is – to try the basics. Try as basic as health and wellness.
Workplace safety and health is a growing concern and it is turning into a priority for CHROs.
The following graph depicts the number of workers reporting work-related stress, depression, or anxiety in Great Britain from 2008/09 to 2022/23 (source).
Prioritizing and promoting the well-being of employees stands as the bedrock of any thriving organization.
This module in your HRTech product helps you do just that.
There are mainly two methods to implement a wellness module into your HRTech product.
Implementing a comprehensive wellness module within your HRTech product requires careful planning, strategic alignment, and technical execution.
Here are key considerations to keep in mind.
The most common and useful features are,
Ensure your wellness module seamlessly integrates with your existing data architecture.
For that, you can –
Design your wellness module to handle varying loads and scale seamlessly as your user base grows.
Apart from that,
Design the user interface with a focus on simplicity, clarity, and ease of use.
You can also create a centralized dashboard where users can view their wellness data at a glance.
Also, keep in mind to,
Develop a robust data model that captures various aspects of employee wellness.
This includes health metrics, activity logs, wellness program participation, and feedback.
For that,
Ensuring compliance with data privacy regulations is highly crucial.
To do that, you must put in place the necessary data protection procedures and privacy controls in accordance with data privacy legislation including the CCPA, GDPR, and HIPAA.
Here is what to do.
Some failures are easy to spot.
I was listening to a seasoned executive talk about his new software modernization project.
He said they’ve noted 1,000 requirements so far and will be spending the next year developing the rest of the requirements.
They don’t want to build…
— Pam Rubin 🦋 | Leadership Development (@Pam_Rubin1) February 2, 2024
Several wellness software are available for integration with your HRTech software.
Here are a few options to consider.
Not adding telehealth to your wellness module or HRTech solution could mean overlooking what your users want.
Today, employees want more than just regular benefits like health insurance and retirement plans.
They want things to be easy, available when they need it, and help with all aspects of their health.
Telehealth helps you offer just that!
It’s the remote delivery of healthcare services via telecommunications technology such as chat, voice, and video calls.
Telehealth has gained significant traction in recent years, as it saves valuable time and costs.
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