Vitality in the workplace

Free fruit and a gym membership are a good start, but true vitality requires more. Well-intentioned as they may be, employees only feel more energetic and resilient when health is given structural attention and fits in with their daily lives. This raises an important question: what makes a vitality policy truly effective?

Absenteeism due to illness rarely occurs suddenly. It is often preceded by a period in which employees consistently push themselves beyond their limits, fail to recover sufficiently, or develop unhealthy lifestyle habits. The World Health Organisation emphasises that work-related health is an important part of prevention and sustainable employability, precisely because work has a major impact on daily routines and behaviour (World Health Organisation, 2022).
For organisations, this means that responding to absenteeism alone is not enough. Prevention requires earlier identification and support, even before complaints lead to absenteeism. Vitality thus becomes a strategic investment rather than an afterthought cost item.

Digital interventions and coaching programmes have been shown to be effective in supporting behavioural change and vitality, especially when they are well designed and aligned with employees’ daily practices.
Research shows that digital health and lifestyle interventions in the work context lead to improvements in health behaviour, mental health, sleep and physical activity. It also appears that digital behavioural coaching at work can contribute to improvements in weight, BMI and metabolic risk factors, among other things, compared to no or minimal guidance (JMIR mHealth, 2024).
Workplace interventions with digital coaching elements are effective in reducing sedentary behaviour and supporting a more energetic working day. These findings underscore that digital coaching is a valuable, scalable, and cost-effective way to support employees in making sustainable lifestyle changes.

Sustainable lifestyle changes only occur when employees experience the benefits themselves, not because they are required to do so by policy. (Digital) coaching ties in well with this. The starting point is not a general guideline, but the individual employee and their work situation.
Research shows that interventions that focus on nutrition, exercise and behaviour can have a positive effect on work ability, well-being and absenteeism, especially when they are in line with employees’ daily practices (Grimani, Aboagye & Kwak, 2019). It is precisely this personalised approach that increases the likelihood that changes will be sustained.

Vitality does not have to be grand or drastic. In practice, small lifestyle changes often have a noticeable effect on how employees experience their working day. A more stable diet can reduce energy dips, being more conscious about breaks can reduce mental stress, and a better balance between effort and recovery contributes to resilience.
These small changes are powerful because they fit into existing routines. They do not require extra time or great effort, but they do require awareness and guidance, something that digital coaching excels at.

Facilities such as a fruit bowl or sports allowance are valuable, but they are only a start. Without attention to behaviour, motivation and context, these remain isolated measures. Vitality requires a broader approach in which nutrition, lifestyle and mental stress come together and are a structural part of HR policy (WHO, 2022).
Digital coaching can play an important role in this: it is a scalable tool that supports employees in developing and maintaining healthy habits, both during and outside working hours.

A healthy workplace means more energy, less absenteeism and better performance. With the ProFItt Health Platform, you are choosing a smart, digital solution that provides personal support to employees and embeds vitality in daily practice. Not a one-off initiative, but a permanent part of your organisation.

• World Health Organization. (2022). Healthy workplaces: a model for action.
• Grimani, A., Aboagye, E., & Kwak, L. (2019). The effectiveness of workplace nutrition and physical activity interventions in improving productivity, work performance and workability. BMC Public Health, 19, 1676.
• Howarth, A., Quesada, J., Silva, J., Judycki, S., & Mills, P. R. (2018). The impact of digital health interventions on health-related outcomes in the workplace: A systematic review. Digital Health, 4, 2055207618770861. https://doi.org/10.1177/2055207618770861
• Hinrichs, T., Proper, K. I., & Oppert, J.-M. (2024). Effectiveness of workplace interventions with digital elements to reduce sedentary behaviours in office employees: A systematic review and meta-analysis. International Journal of Behavioral Nutrition and Physical Activity, 21, 41. https://doi.org/10.1186/s12966-024-01595-6