Integrating Tech and Data for a Holistic Workplace Wellbeing
The Wellness Theory
Multi-Award Winning Team | Workplace Wellbeing Solutions | Wellness Campaigns | Consultancy | Podcasts | Coaching
In this interview, I'm thrilled to introduce Mark Maycroft , the founder of Sōken , one of the tech based employee well-being solutions in the GCC.
In this article, Mark shares insights into his unique journey and the mission behind Soken. Join us as we delve into the importance of workplace well-being and how small, sustainable changes can make significant differences.
In this article you’ll find out:
Continue reading or Watch the full interview here.
Mark’s Journey
Mark’s journey is quite unconventional; He never had a corporate job. He started in the Royal Marines, engaged in high-adrenaline and physically demanding tasks. After leaving, he pursued a degree in sports science and founded an outdoor physical training business. The turning point came when he faced his own health challenges due to stress, leading him to explore well-being beyond just exercise and nutrition.
Since then, while working with corporates, he observed a rise in sick days and stress-related issues among employees. CEOs started seeking solutions, prompting him to develop programs incorporating data analysis, wearable tech, and executive coaching. This laid the foundation for Soken, born in 2018, as a scalable well-being solution.
“My own experience of high-functioning depression forced me to reevaluate well-being” - Mark said.
He realised it's not just about looking good externally; true health involves a holistic approach. Suffering from digestive issues and depression, he began studying various aspects of the human body, leading to a profound shift in his understanding of well-being.
Soken emerged from a desire to combat misinformation in the health industry. With 21 years of continuous learning, his goal is to provide scientifically backed information and reverse the trend of misleading health advice prevalent on social media. Soken is committed to integrity, ensuring no data selling, product placement, or advertising influences our recommendations.
Why Workplace Well-being Matters
Focusing on employee well-being became crucial when HR professionals and CEOs inquired about extending well-being programs to their workforce. With the increasing time spent at work, addressing well-being in the workplace became a strategic move.
Small, ‘positive procrastinations’, like short breaks, can enhance productivity and contribute to a healthier work culture.
Soken encourages small, achievable goals that align with an individual's routine, promoting sustainable change. In a world of big, flashy events, it's the small, consistent efforts that make the most significant impact. Mark highlights the importance of positive procrastinations, like short breaks, to refresh the mind and improve overall well-being.
Challenges faced by Organizations and Wellbeing initiatives of Soken
Sustainability is important in well-being campaigns, challenges faced by HR Directors and CEOs, the need for ROI justification, and the significance of understanding employees' struggles and preferences.
The value of goal setting and the development of interventions in the Soken app is to make goal-setting more effective. The incorporation of different data points like happiness, physical activity, and stress perception for measuring ROI is highlighted.
Additionally, he focuses on understanding employees' needs, engaging in surveying and analysis, and tailor well-being programs accordingly.
The mention of the challenges faced by employees, such as not knowing where to start or setting unrealistic goals, points towards the importance of guiding individuals through the goal-setting process.
The automated and personalised nature of interventions in the Soken app is praised for making it convenient for users.
Components of a Successful Employee Well-being Program
We must understand employee preferences and needs. The importance of organisational culture and the diverse preferences of different generations within the workforce are acknowledged. The discussion also touches on the engagement levels in smaller vs. larger organisations and the role of word of mouth in driving adoption.
Wellness Tokens and their Reward Mechanism
The flexibility of reward profiles for different companies is introduced, with ongoing adjustments based on trial outcomes. The conversation digs into the idea of turning wellness tokens into a mechanism for giving back. The Treeapp is introduced as an example of how simple actions, like watching an advertisement, can contribute to a larger positive impact, such as planting trees.
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The concept of tying wellness tokens to short-term incentives, such as planting trees or contributing to charitable causes, is explored. The idea of providing extrinsic motivation and a greater purpose beyond personal health and fitness is discussed. The discussion reflects on the power of giving employees a sense of achievement for both their personal well-being and making a positive impact on society.
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The potential to align wellness programs with corporate social responsibility (CSR) and the United Nations' Sustainable Development Goals (SDGs) is discussed, highlighting the increasing importance of CSR in companies. Also, the need to combine health and fitness motivation with extrinsic rewards and a sense of purpose, creating a holistic approach that benefits employees, organisations, and society.
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He also mentioned the psychological aspect of motivation, acknowledging that people often do more for others than for themselves. The potential of combining materialistic rewards with a force for good element is considered, exploring the idea of offering both financial incentives and the satisfaction of contributing to social causes.
Mark also mentioned the complexity of understanding employees' desires, especially considering the differences in motivation. While some may be motivated by financial incentives, others may find fulfilment in non-materialistic rewards. The difficulty arises in tailoring approaches to meet each individual's unique needs without invading their privacy or eroding trust.
Employee Well-being in Technological? and Digital Roles
Mark is highlighting the higher risk of burnout in this sector. He mentioned how technology-driven lifestyles contribute to the evolving landscape of employee well-being. The need for adaptability and openness to change in well-being strategies is emphasised.
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The conversation turns to the different generations in the workforce and their varying motivations. The contrast between traditional values of saving for the future and the newer generation's focus on societal impact and environmental concerns is noted. He also highlights the importance of recognizing and accommodating these generational differences in well-being campaigns.
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He mentioned that Soken approaches employee well-being within its tech-based business. The emphasis is on goal-setting rather than monitoring working hours. The idea is to empower employees to achieve their tasks in a way that suits them best, acknowledging the importance of well-being breaks, personal time, and the flexibility to handle personal challenges.
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The approach of not working strictly to time is compared to Mark's military experience, where tasks were continued until they were done, with a balance of downtime for relaxation and enjoyment. The importance of recognizing when employees need a break or a day off to recharge if stressed, emphasising that taking care of one's well-being is crucial for sustained productivity and positive mental health.
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Mark’s personal experience with taking naps and doing activities that bring joy is shared as an example of self-care. The overall theme is to lead by example, showcasing different ways to prioritise well-being that may inspire other leaders to adopt similar practices tailored to the needs and culture of their organisations.
Mark’s advice for those who are Uncertain about Where to Start with Employee Well-being initiatives
He suggests asking the team directly what would help them and using their input as a starting point. Mark emphasises the importance of beginning with something simple and achievable, such as a recycling challenge or incorporating wellness activities into the workday.
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He shares an example of a company that utilised internal expertise for a simple yet effective well-being initiative, where a trained nutritionist provided tips to employees about improving their lunches. The advice is to think outside the box and consider what resources or skills are already present within the team.
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Mark encourages organisations to try small, manageable initiatives, observe the impact, and then build on those successes. He highlights the value of employee feedback and suggests creative ways to collect honest opinions, such as using a voting box for anonymous responses.
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Find out more about Mark Maycroft.
As always, I’d love to hear your thoughts so we can learn and grow together,?
Reach out on Linked In any time, Charlotte Stebbing-Mills