How to Win:

1. Step Challenge: Complete 150,000 steps or 5,000 steps per day to win 100 PUML.
2. Best Average Steps: The team with the highest average steps wins 500 PUML each.
3. Winning Team Bonus: If your country wins the Euro, you get 500 PUML!

Pick your team, get moving, and let’s make every step count. Let’s go!

The post Welcome to the PUML Euro 2024 Fan Challenge! appeared first on PUML Better Health.

Join PUML at the Gold Coast Running Festival:

Experience the excitement firsthand with our in-person activation at the festival. Engage with our team, learn more about PUML, and discover how we’re revolutionizing the world of health and wellness. Look out for our logo proudly displayed on the bibs of participants and keep an eye out for our vibrant signage throughout the event venue, directing you to engaging ground activations. Find Out More and Get Your Ticket HERE.

Opportunities for Users:

In-App Challenge:

Starting in just 2 days, global users can participate in a special 10-week challenge through the PUML app. Find the challenge in our current Move to Earn Challenges section. Join us from anywhere in the world as we come together to embrace the spirit of the Gold Coast Running Festival and work towards our fitness goals. We recommend giving yourself a step goal! Can you reach 1 million steps in 10 weeks? (14,000 steps per day approximately).

Giveaways!

Stay tuned for ticket giveaways leading up to the event, offering lucky winners the chance to participate in various distances. Prizes await those who conquer the Garmin 3/4 Marathon, Rigs Recovery Half Marathon, Gold Coast Sports Medicine 10km, Brooks Running 5km, Air Locker Training 2.5km, and Michael Shelley 1km Dash.

About PUML:

PUML is a leading platform dedicated to enhancing wellness journeys through innovative technology and community engagement. With our app, users can track their fitness progress, connect with like-minded individuals, and participate in challenges that inspire healthy habits. Join us in redefining the future of wellness. Download the App Today to start your health journey.

The post PUML Proudly Partners with the 2024 Gold Coast Running Festival: Join Us for an Unforgettable Experience appeared first on PUML Better Health.

Anything with Web3 principles is thus enticing: “Give me your data, and I will give you… A better product. Oh, and you can also take your data with you and control how it’s used at any time.”

It’s no surprise, then, that the industries accumulating the most data are those best primed for Web3. Fitness is high up on that list.

People Want More Fitness Data

A recent report confirmed that people want more health data. As much as possible, they emphasised. Almost 50% of respondents felt this way. The reasons for that are obvious. The more data that’s gathered, the better informed their fitness solutions could be. With Web3, data can be securely and seamlessly shared across different platforms to create a more holistic health-tracking system. All that data from all those sources makes up a comprehensive picture to help users optimise their lives. That is a huge business opportunity.

The online fitness industry is expected to grow at 33.1% CAGR from its pre-pandemic USD 6bn value. If the forecasts are right, this market will be worth $59bn come 2027. And that’s just the online fitness industry. Physical activity collectively is predicted to reach USD 1.1.tn (trillion!) in commercial value by 2023. As of 2019, it was valued at USD 828bn.

Then there’s Web3. So far, none of these predictions factor in the Web3 segment of this sector. But move-to-earn, popular in both new Web2 and Web3 businesses, is set to boom. According to Yahoo Finance, move-to-earn fitness apps are expected to form a market worth USD 1.2bn by 2028.

Web3 Move-to-Earn Advantages

At PUML, we’re in a unique position bridging the Web2 and Web3 move-to-earn worlds. In Web2, we work with organisations to incentivise wellness in the workplace. And average consumers can get on board, too. In this iteration, users are incentivised to move through engaging, in-app gamification that pushes them toward their goals. When users reach their goals, they are rewarded. These rewards can be customised by the employer and withdrawn through the in-app marketplace.

With Web3, this same concept is expanded upon with infinite opportunities. At its core, the move-to-earn principle is the same. The goal is to motivate users to get active by offering rewards for reaching their goals. But we’re no longer limited by the Web2 style marketplace. The possibilities become endless.

Using a token-based rewards system, move-to-earn apps like ours can offer benefits beyond just cash rewards. This could include access to exclusive content or community privileges. In the Web3 world, we can partner with athletes to create NFTs and design utilities that open new worlds with every purchase. Users can earn rewards which can be converted into crypto (PUMLx, on our platform) and/or be used to purchase NFTs. Every reward adds another layer of interaction and engagement that makes users want to push further. Not only to earn more but to be a more active part of the community.

Fitness in Web3 takes all the sticky elements of a successful digital product — engagement, community and incentive — and amplifies it ad infinitum.

PUML Better Health, in both its Web2 and Web3 forms, powers better health. Our solutions reward users for taking care of themselves.

Check out our website here to learn more about how PUML Better Health and PUMLx are pioneering the Web3 fitness and wellness sectors.

The post Fitness, a Billion Dollar Opportunity for Web3 appeared first on PUML Better Health.

Extend remote work options fairly

For many employees, the pandemic has proven they don’t necessarily have to be in the office to be productive. For others, it highlighted that they enjoy the opportunity to socialise face to face. Whilst some are certainly eager to return to the physical workplace, others have no intention of going back — at least, not permanently.

Some companies have already assured employees that they won’t have to come back to the office if they prefer not to do so. For example, Square announced that employees would have the option to work from home indefinitely since May 2020. Since then, many others have followed suit, going 100% remote or moving to a hybrid workforce model.

It is important to give employees assurances as often as possible even if leaders of the organisations are still finalising their post-pandemic workforce plans. Aim to make your work policy as extensive and equitable as possible, and provide clear guidelines around eligibility so that no one feels unfairly left out.

Listen — really listen — to your employees.

Engagement starts with understanding your employees. This can include conducting an Employee Engagement Survey with specific well-being questions or a specialised well-being assessment. At the peak of the pandemic, a lot of emphasis was placed on employee well-being, with experts fearing that the stress and anxiety created by the health crisis — compounded by isolation — would hasten burnout.

The assessment should include different dimensions of well-being such as one’s physical, emotional, mental, spiritual, financial, and social needs. By collecting and analysing feedback from those who have left the organisation, you can better understand why people are leaving and take action on the highlighted areas (e.g., remote work options) that will drive the biggest impact. Keep in mind seeking feedback from employees should be an ongoing process, not a one-off activity.

Focus on customisable solutions to support employees’ health and wellness needs.

The pandemic has been challenging for many employees and it is important to note that experiences during the pandemic have differed widely for employees depending on personal circumstances. Stress has been a constant, as well as the uncertainty of what the future will bring and how the pandemic experience will impact a person’s health. Focusing on customisable solutions that are sustainable to support employees are important. There is no one size fits all strategy, so it is also important to consider how organisations can best help every employee with customisable solutions that are sustainable.

Ensure you’re addressing employee development needs.

Employees in today’s day and age are more than ever valuing opportunities to learn and grow. If they can’t do that within your organisation, they’re likely to seek those opportunities elsewhere. Even if you don’t have many opportunities for employees to move into higher position roles, you can still provide them with ways to learn new skills or take on more challenging projects.

Ensure pay equity and transparency

A powerful place to start is with pay equity because if organisations are not transparent and have not made any significant progress in this area, employees are more inclined to look for other better opportunities elsewhere. The first step toward pay equity is understanding if there are any gaps in your organisation. Transparency is paramount – If your organisation is not comfortable disclosing exact numbers, consider sharing salary ranges. This not only gives employees a way to confirm they’re being paid fairly, but can also give them more confidence that you’re committed to equity.

Need help planning your corporate wellness program?
We can survey your employees, create customisable wellness programs that fit your employees and deliver wellness content to empower your employees to live a better and healthier live collectively and seamlessly. Learn more about the PUML Corporate Wellness Program here.

PUML powers better health for a more fulfilling life. We aim to create future-proof solutions. Our technology is user-friendly, highly engaging, and easy to use. We help organisations save time and cost.

The post Preventing and overcoming “The Great Resignation” appeared first on PUML Better Health.

The challenge is that user data has been overused and abused for years now. When customers download an app or sign onto a wellness platform, they expect that their data will help inform the solution to improve their health and fitness goals — not be sold off to the highest bidder. Especially not mismanaged, leaked or held onto once a user decides to go elsewhere.

This is the Web2 model. Data is the asset. It helps the health and fitness companies to build their product, and it becomes the commodity that (in some cases) those same companies sell to advertisers.

If you don’t want ads, you pay for the service. But even those who pay for the service have their data captured and traditionally have a hard time getting it back or having it deleted if they stop using it.

Data Management in Web3

When we talk about Web3, the biggest benefit that is touted is decentralisation. Distributing the data across a network makes it much harder for a single entity to monopolise, misuse or lose track of it. If one node goes down, the others can keep the network running.

A decentralised network means the data is stored on the user’s device. When a user decides to leave one platform for another, their data goes with them. They don’t need to start from scratch or worry about what happened to all those years of data that was captured on the old platform.

In a Web3 world, data is portable. It’s also private — by default. The user has complete control over who they share their data with and how it’s used. If they don’t want their data shared with a third party, they can choose not to share it. Essentially, Web3 protocols let users control their own data and identity.

Web3 Data Management Applied to Health and Fitness

Back to the wellness industry. That sector relies heavily on user data to create its services. In a Web3 data management approach, the data still exists and is used to create products. But it’s the user who decides how their data is used, not the platform.

The user could share their data with a specific platform to get personalised coaching or product recommendations. They could also choose to sell their data — and only their data — for example, to a research company that’s working on a new fitness app or performing a study for a certain demographic. The company gets the insights, but the user remains in control of their data and is rewarded for sharing it.

Essentially, in Web3 data management, the intermediary — the platforms — will no longer be in control of the data they use. They have to request access from the owner (the user), they can be denied, and they have no hold on it long-term or after a user decides to part ways.

It may sound like a raw deal to companies used to controlling data, but there are actually huge benefits to this new way of working. In a world where data is portable and private, platforms will have to focus on creating the best possible product — not just the one that’s able to collect and sell the most useful data.

This is a big win for users and for the health and fitness industry as a whole.

PUML Better Health powers better health for a more fulfilling life. We aim to create future-proof solutions that reward users for taking care of themselves. Our technology is user-friendly, highly engaging, and easy to use. We help organisations save time and cost. Get in touch today and learn about our wellbeing programs.

Check out our website here to learn more about how PUML is pioneering the Web3 wellness space.

The post Data Management in the Web3-Powered Health and Fitness Industry appeared first on PUML Better Health.

Poor well-being has serious implications. It can manifest in physical symptoms like headaches and fatigue or mental ones like anxiety and depression. As well-being is something that improves or declines gradually, it can be difficult to spot the early signs that it’s headed in the wrong direction. This is where employers can step in.

Of course, not everyone in the organisation is going to have the skills to spot anxiety before it rears its head. However, you can have balances in place to try and recognise when staff are at risk.

Indicators of Good Wellbeing at Work

When people are well, they will generally display it through the following:

1. Resilience

E.g. the ability to cope with stress and setbacks.

If someone is struggling to bounce back from a difficult situation, their resilience is low.

2. Engagement

E.g. how motivated and invested an individual is in their work.

If someone is feeling disengaged, they may start to feel like their work isn’t worthwhile.

3. Satisfaction

E.g. how content an individual is with their job.

If someone is unhappy with their workload or working conditions, their satisfaction will be low.

4. Energy

E.g. How much physical and mental energy an individual has.

If someone is feeling constantly tired or run down, their energy levels are likely to be low.

Warning Signs of Poor Wellbeing

It’s normal for resilience, engagement, satisfaction and energy to fluctuate. No one is static at all times. But, when it becomes problematic, it may be displayed like this:

• Increased absenteeism
• Decreased productivity
• Increased mistakes
• Withdrawal from social activities
• Changes in appearance
• Changes in behaviour

Of course, it’s important to remember that these are just potential signs and not definitive proof. Different people will show different signs of poor well-being.

What Can Employers Do?

Employers need to both watch for these signs and introduce wellness management into the corporate culture to minimise the risk of well-being decline. Here’s how:

Encourage a healthy work-life balance

Ensure that staff have enough time for both their work and personal lives and remember that everyone’s idea of a healthy work-life balance will be different. One thing is for sure, though, hybrid work will be part of this conversation. Seventy percent of workers want to keep their hybrid remote work options. Well-being plans must factor in ways to engage employees both in and out of the office.

Promote open communication and offer support

Create an environment where staff feel comfortable talking about their well-being, whether that’s with their line manager or HR. Normalising these conversations means that employees will come to you sooner, and it makes them feel less alone. Removing that feeling of isolation is itself a powerful tool to combat poor well-being.

Outside of open communication, offer support, such as an Employee Assistance Programme or access to counselling services.

Be proactive

Try to identify the early signs of poor well-being and take action to address them before they become a bigger problem. Do this by holding regular reviews to check in with staff and consciously address some of the indicators above to gauge how they’re feeling inside and outside of work.

Encourage healthy lifestyle choices

Healthy food options in the workplace, encouraging regular breaks and introducing wellness programs all help to keep staff happy and healthy. PUML Better Health is one solution that rewards staff for participation and encourages engagement with challenges that can be set up company or team-wide. No matter whether they’re at home, abroad or in the office.

Need help planning your corporate wellness program?

We can survey your employees, create customisable wellness programs that fit your employees and deliver wellness content to empower your employees to live a better and healthier live collectively and seamlessly. Learn more about the PUML Corporate Wellness Program.

The post How to Recognise Poor Wellbeing and Avoid Employee Burnout appeared first on PUML Better Health.

Healthcare

Health is wealth. Being able to offer healthcare support to your employees is one of the most popular additional benefits. This helps them lighten the burden of medical costs including things like yearly check-ups, treatments, and dental and vision coverage. These healthcare benefits may also extend to cover family members which is highly desirable.

Wellbeing support

Well-being support has been gaining more traction and many organisations have started to realise the importance of offering their employees a well-being support program. In addition, many organisations have also learned that well-being support comes in many forms and is personal to the individual employee. It is essential to offer a suite of well-being tools and resources to help navigate each individual’s well-being challenges and preferences.

Examples of wellness offerings include

• Mental health resources
• EAP service
• Access to gym memberships
• Meditation sessions at work
• Counseling sessions
• Personal time-off
• Access to virtual workout classes

Discounts

Financial wellbeing is a very important issue globally and everyone is looking for ways to save money. Employee discounts allow them to save money on items from essential grocery runs to occasional purchases such as activewear apparel. Using the PUML App, users use PUML coins, earned from their healthy habits to redeem rewards including: supermarket vouchers, sports retail brands vouchers and much more.

Paid personal time off

These come in various forms and many organisations have started offering more time off to employees as they recognise the importance of rest. One example is a paid day for birthdays, this is highly beneficial for employees to relax and enjoy themselves on their special day. Another one is a paid day to reward employees who have done a good job and similarly, this is a highly beneficial reward for employees to not only rest but also acknowledge them for their hard work. PUML clients have also taken advantage of this to reward their employees for hitting their health goals.

Learning and Development budget

Increasingly, more people are not just looking for a job, but a successful career. This means organisations must put in the time and financial resources to invest in the professional development of their employees. This is especially crucial in today’s constantly evolving world where up-skilling is high on the agenda for many professionals. Organisations can also benefit as they develop and train their talent to take on bigger responsibilities and more senior roles instead of hiring externally.

Need help planning your corporate wellness program?

We can survey your employees, create customisable wellness programs that fit your employees and deliver wellness content to empower your employees to live a better and healthier life collectively and seamlessly. Learn more about the PUML Corporate Wellness Program.

The post Five Popular Employee Benefits appeared first on PUML Better Health.

We may be online more than ever before, but technology has allowed us to life-hack our way to better wellness. This trend is moving with us into the web3 world. Health and wellness are being further enhanced, not lost.

What is web3?

Web 3 is a cultural movement, an entirely different way of thinking. It goes beyond just coding and crypto. Unlike our web2 present, where intermediaries like Google and Facebook own the content we create (the very contributions we individually and collectively make to the web2 world), web3 allows creators and users to capture the value they create. And we are all creators.

The internet is built by people. Not just those who built the infrastructure where we post but the content that goes there is the heart and soul of the online world. The users’ contributions make it a place we want to visit, not the platforms themselves.

Web3 principles put the power in the peoples’ hands. It removes the present dilemma of private data in exchange for services and gives users more control over how they engage with platforms and with others online.

Wellness in Today’s World

The wellness industry is rapidly transforming. As technology evolves, better solutions are designed to improve user experience. It was once revolutionary that you could watch an exercise video online. Today, you can custom-build workouts on apps, friend people on your preferred wellness platform, track your performance from your smartwatch and have gamification designed to get you up, moving and feeling proud of your progress.

Smart devices are everywhere, acting as personal trainers and life coaches to keep us on track, and focused on the goals that matter. The goals that make us happy and keep us healthy.

Now, enter web3, and you can have all of the above, plus:

• users own their data, and
• move-to-earn and MoveFi enter the equation.
• more privacy than ever before
• unique gamification and earning opportunities

The Rise of Play to Earn and MoveFi

Play to earn (also called move to earn or M2E) is a blockchain-based concept where users are rewarded with real digital currency for their achievements. Exactly as the name suggests, they play (or move) to earn rewards. These activities can be tracked and verified on the blockchain, meaning that there is no need for a centralized platform to issue or manage rewards. There is no sneaky business.

This creates a number of advantages:

• It’s completely trustless (no single entity in control)
• It’s more secure (because it’s decentralised)
• It’s more engaging (because users are directly rewarded for their efforts)
• It’s more motivating (because there is a real incentive to participate).

This concept takes the existing practice of gamification, which is present in all fitness apps today and adds a financial portion (GamFi) to really boost the incentive.

MoveFi is then using web3 technology to create a decentralised fitness ecosystem. It does this by connecting people, apps, devices, and data on the blockchain. It’s the blending of movement technology with the financial aspects of the on-chain ecosystem.

What does that mean for wellness?

A decentralised fitness ecosystem rewards people for their physical activity with digital currency. This currency can be used to buy fitness-related products and services, it can be donated to charities, or it can be cashed in for other currencies. Users that engage with web3 fitness platforms are rewarded not only with health, but financially as well.

There is no greater motivator than that.

Learn more about PUML’s move-to-earn platforms here.

The post Health and Wellness in a Web 3 World appeared first on PUML Better Health.

Physical Wellness:

Move more, eat well

This dimension of well-being focuses on practicing healthy daily habits. It encompasses a variety of healthy behaviours including regular exercise, proper nutrition and other physical activities that support bodily health. It also means learning about and identifying symptoms of disease, getting regular medical check-ups, and protecting yourself from injuries. Developing such healthy habits today will not only add years to your life but will enhance the enjoyment and quality of those years.

When it comes to exercise, everyone is different, and PUML supports all fitness goals and levels. Use PUML to build healthy habits wherever you are — designed to incentivise healthy habits in the most ‘fun; way possible. This means that we actively congratulate and reward participants with discount codes, merchandise, NFTs and $PUMLx Coins.

Emotional wellness:

Practice Gratitude

Emotional wellness focuses on the ability to acknowledge and express human emotions well including validating and managing emotions constructively. It also means having the ability to love and feel loved and achieving a sense of fulfillment in life. Mental health is one of the most talked about topics today.

PUML hosts virtual wellness challenges including Meditation challenges and Gratitude challenges which are aimed at improving mental health.

Social Wellness:

Connection

Social well-being focuses on cultivating healthy relationships with friends and family. This means learning good communication skills, developing intimacy with others and creating a support network of friends and family members.

PUML understands that it’s hard to keep company participation levels up and that is why we have company leaderboards to gamify the experience and add a level of social motivation.

Spiritual Wellness:

Nourish your soul

Spiritual wellness involves seeking purpose and meaning in one’s life. This can encompass activities like praying and meditating.

To enhance spiritual well-being, PUML offers various wellness challenges such as meditation challenges, gratitude challenges and Live Corporate classes like Yoga.

Intellectual Wellness:

Boost your brain

The intellectual dimension encourages creative, stimulating mental activities. Our minds need to be continually inspired and exercised just as our bodies do. Continuous learning and participating in activities that arouse our minds are important.

PUML programs are customisable for YOUR workplace. You can choose which activities to include in your bespoke corporate wellness program and even allow your employees to participate collectively in their preferred activity.

Occupational Wellness:

Live with purpose

Occupational Wellness encourages fulfillment in the workplace while also balancing other life responsibilities. It means successfully integrating a commitment to your occupation into a total lifestyle that is satisfying and rewarding.

PUML offers Employee Wellness Analytics where your employees will be surveyed before and after your wellness program. You will receive a dashboard with analytics on participation levels, how your employees have improved their wellness and other key insights which help you to understand and support your employees in the area of occupational wellness.

Environmental Wellness:

Love the earth.

Environmental wellness is an awareness of the unstable state of the earth and the effects of your daily habits on the physical environment. It includes being involved in socially responsible activities to protect the environment.

Did you know… PUML offers charity integration where you can choose a charity your company would like to sponsor and we will integrate a donation option as part of your wellness initiative.

As your employees earn PUML Coins, they can choose to donate them to the charity right in the app.

Improve corporate wellness with PUML in just a few steps.

Creating a health challenge is a fantastic opportunity for businesses to join the health revolution in a positive and engaging manner that motivates and rewards people for making healthy choices.

For more information visit PUML at https://puml.io/puml-for-corporates/

The post The Seven Dimensions of Wellbeing appeared first on PUML Better Health.

As people are working remotely, it is becoming increasingly difficult for leaders to identify early warning signs that someone might be struggling and aren’t able to take action in time to help them. Mental health issues have become an increasingly prevalent problem, and companies that take steps to address them can gain a competitive edge.

Organizations must take into account their employees’ experiences no matter where they’re located. Here’re 3 key actions that can help organisations enhance employee wellness post-pandemic:

Take time to understand your employee’s level of well-being

Creating an Employee Wellbeing Strategy begins with understanding your employee’s level of well-being and thereby determining the gaps that may exist. This can include conducting an Employee Engagement Survey with specific well-being questions or a specialised well-being Assessment. The assessment should include different dimensions of well-being such as one’s physical, emotional, mental, spiritual, financial, and social needs.

Focus on customizable solutions that are sustainable

During the pandemic, many of us learned that everyone has vulnerabilities and a life outside of work, and that is normal. One of the most important things an organisation can do for its people is to trust them and give them the freedom to find a working routine that suits them best. Employees frequently go to their leaders for guidance when they’re looking for a sense of purpose and that does not mean a focus on the business’s financial goals only. It is not possible to offer a single solution for everyone; therefore, it is also important to think about how an organisation can best support each individual employee with customized solutions that are sustainable.

Create a workplace where employees feel safe to speak about their wellbeing

It’s important to create multiple channels for your team members to share their thoughts. While some employees may be comfortable sharing their thoughts in a meeting, others may prefer to have more personal space to share their thoughts. Besides having regular one-on-one meetings, ask your team members to provide feedback by sending emails or using online collaboration tools, like Slack or Microsoft Teams. Furthermore, encouraging personal reflections like writing down thoughts and practicing self-affirma­tions can also help people feel supported.

Need help planning your corporate wellness program?

We can survey your employees, create customisable wellness programs that fit your employees and deliver wellness content to empower your employees to live a better and healthier life collectively and seamlessly.

Learn more about the PUML Corporate Wellness Program.

The post Wellness in a Post-Pandemic World appeared first on PUML Better Health.