A great way of incentivizing employees, the HUL way

Employers looking to incentivize their employees need not only consider gifts and monetary rewards. There are so many other steps and ideas that they can initiate to strike a rapport with their workforce. 

A case in point is Hindustan Unilever’s recent health initiative for its 15,000 strong team. The program is reaping great rewards. Shyamal Majumdar in an interesting article entitled ‘What’s your vitality index?’ that appeared in The Business Standard gave an insight into the initiative.

Based on an interview with T Rajgopal, HUL vice-president (Medical and Occupational Health), the writer threw light on the employee-driven incentive program at arguably India’s largest fast-moving consumer goods (FMCG) company.

Rajgopal and his team have indeed been able to implement a ‘personal vitality’ initiative in a phased manner for the employees of HUL in India. The health plan is ahead of the curve and hence is getting a favorable response from the company employees.

Underlining the importance of the move, the article pointed out: “What employees are doing at lunch and also after work can greatly affect their employer. HUL can consider the rewards-ratio of many other global firms that have implemented well-thought-out health plans for their employees. The ratio for Johnson & Johnson is 3.8:1. The same for Pepsico, Motorola and Dupont is equally healthy.

“We are providing employees the encouragement and the necessary tools to change unhealthy lifestyles before these transform into chronic diseases. We do it in a fun way that also allows them to choose the path, which fits them best,” stated Rajgopal.

At the heart of the new HUL initiative is a vitality index – the measurement of the personal vitality of every individual employee. It is based on four parameters – blood pressure, blood cholesterol, the Body Mass Index (BMI), and blood sugar.

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