I have an established B2C information product that helps new parents. I have been told the product would be a natural fit to provide to HR departments as it help parents (and especially new mothers) make the transition back to work after maternity leave much easier. My idea is to sell licenses to HR departments so that their employees can have access to the product online. Is this an established business model? Would HR departments be open to this kind of model?
HR department does have professionals called HR executives, and you must keep in mind the following points when selling Wellness to these guys:
1. Show Impact: Executives are aware that healthcare expenses are adversely impacting the bottom-line, but between endless meetings and other priorities, wellness tends to be just another initiative that sits on the backburner. To make corporate wellness a top priority within your organization, you must show the broad impact wellness has, especially beyond just a vehicle to slow the growth of healthcare premiums. Talk to executives about the impact of obesity on productivity or the cost of disengaged workers. When you broaden the conversation beyond healthcare expenses, executives will see the enormous impact wellness can have on a business, making it a higher priority and a point of action.
2. Demonstrate Interest: Wellness programs will not be successful if no one wants to participate so show executives that employees want wellness, especially from their managers. Executives will be quick to act if you can show them that their employees want wellness. Also, numbers will help crystalize your point. Try collecting data on the number of employees already engaging in wellness on their own or conduct a survey to gauge employee interest.
3. Address Roadblocks: Often, mixed opinions on the efficacy of wellness deter executives from acting. The best way to manage these roadblocks is to proactively address them. The charges against wellness programs almost exclusively challenge biometric screenings. This makes sense given the lack of efficacy of these procedures, the significant cost, and the minimal impact to employee engagement. Executives need to not throw the baby out with the bad water, and rather than dismiss all wellness initiatives, executives, if educated properly, will learn to embrace the good parts, and ignore the bad.
4. Make It Personal: Numbers are great and can certainly move a data-driven executive, but do not forget to make wellness what it truly is personal. The best products of great wellness programs are the things that they prevent heart attacks, diabetes, premature ailments. Showing the personal impact wellness can have on executives and employees will make wellness real to your audience.
Besides if you do have any questions give me a call: https://clarity.fm/joy-brotonath
