ADT’s Wellness Program: What Works and What Doesn’t
There is the saying, “when you look good, you feel good”; which can be transparent in the world of health. In the case of ADT’s employees, who are becoming exposed to the wellness program, it poses a great advantage for the employees to learn about how to become healthier and become proactive on the different health topics. On the contrary, the underlying purpose of implementing a wellness program (which is to increase ADT’s profitability margins) should not be the focal purpose of initiating a wellness program. By incentivizing the employees to complete the wellness survey, should not be the reason why the assessment is taken in the first ...view middle of the document...
Alex Price a Manager of Marketing Communications, stated that the program allows teams to “research and identify local opportunities with nonprofit partners, charity events, and volunteer engagements” as well as help maintain existing partnerships. Those who wish to participate must complete an application to be part of the committee. When part of the ADT Always Cares Team one commits for a 1-year term and attends a monthly meeting to plan upcoming events and community initiatives.
Through interviewing Mr. Price, the authors learned that one of ADTs biggest partnerships is with Habitat for Humanity. For the past two years ADT partners with the local offices for Habitat for Humanity and creates a volunteer challenge for its employees to sign up their departments to compete for “the golden hammer” (a trophy with a hammer attached that stays in their department for a year, with their name on the plaque). This provides friendly competition among the employees and also gives them a break from their daily work to help in the community during the work week.
An employee assessment is another way of motivation at ADT. According to Alison Millerman, the yearly performance assessments are a way to earn a merit increase. The increase is a great monetary incentive to keep employees engaged and perform well throughout the year. Goals are set at the beginning of the fiscal year by the Executive Leaders. They provided the main company goals for the year and it those goals trickle down to the lowest level employees. By doing this approach to goal setting they are aligning everyone to the company’s ultimate goals for the year. Most organizations measure employee performance by defining the goals in a quantitative man. Few goals provided soft aspects because most organizations are focused on the financial performance and qualitative goals were are measured through surveys sent to customers (Rowland & Hall, 2014).
From the assessment of external, internal, and process evaluation the following recommendations are suggested to improve upon the organizational behavior process currently in place. Do not allow complacency to set in. As mentioned in the external assessment, ADT is an industry leader in home security. When an organization has unmatched success it can become satisfied with that success and relax its processes that helped make it successful. Complacency can lead to missed opportunities and misdiagnosed challenges (Akerley). One suggestion would be to make sure evaluations are honest assessments and that unsatisfactory performance is addressed. This is critical for leadership especially as they set the example for the rest of the organization. Managers/Leaders are the decision makers and must display ethical and competent decision making for others to feel motivated to perform. Poor job assessment can leave poor leadership unaddressed and can destroy the belief that employees have in management.
ADT should ask...