{"id":15546,"date":"2026-10-01T08:50:30","date_gmt":"2026-10-01T12:50:30","guid":{"rendered":"https:\/\/www.cardinus.com\/us\/?p=15546"},"modified":"2026-10-01T08:50:30","modified_gmt":"2026-10-01T12:50:30","slug":"5-ways-improve-engagement-ergonomics-assessment-training","status":"publish","type":"post","link":"https:\/\/www.cardinus.com\/us\/5-ways-improve-engagement-ergonomics-assessment-training\/","title":{"rendered":"5 ways to improve employee engagement with ergonomics self-assessments and training"},"content":{"rendered":"
[vc_row][vc_column][vc_column_text margin_bottom=”0″ css=”.vc_custom_1790858951253{margin-bottom: 0px !important;}”]You\u2019ve launched your workplace ergonomics program. The emails have gone out. Employees have been invited to complete their self-assessment and eLearning. And then\u2026 nothing. Or, at least, not enough.<\/strong><\/p>\n

A handful of employees complete everything straight away. Others open the invitation, think <\/span>\u201cI\u2019ll do that later,\u201d<\/span><\/i> and promptly forget about it. Some start the process but don\u2019t finish. And before long, what should have taken days starts taking weeks.<\/span><\/p>\n

Improving engagement in ergonomics doesn\u2019t necessarily mean sending more reminders or chasing employees harder. Often, it comes down to creating the right conditions for people to engage in the first place – and here, we discuss 5 tips for doing so.<\/span><\/p>\n

How to improve engagement with ergonomic assessments and learning material<\/strong><\/h2>\n

Our office ergonomics software, <\/span>Healthy Working<\/span><\/a>, already includes features designed to encourage employees to complete their self-assessment and eLearning, including prompts and reminders that help keep ergonomics on their radar.<\/span><\/p>\n

But even the most effective digital tools work best when they’re supported by the right conditions. So, what can employers do to help?<\/span><\/p>\n

1. Give employees time to complete it<\/span><\/h3>\n

Let’s start with one of the simplest questions: when are employees actually supposed to do their assessment and training?<\/span><\/p>\n

If the answer is \u201cwhenever you get a chance,\u201d it could be that some people won’t get that chance for quite a while.<\/span><\/p>\n

From meetings to deadlines and customer admin, your people may have plenty of other tasks competing for their attention. Adding an ergonomics assessment to that list and hoping they’ll find time for it is unlikely to produce the engagement you want.<\/span><\/p>\n

Instead, consider giving employees protected time to complete their Healthy Working self-assessment and eLearning as part of their normal working day.<\/span><\/p>\n

You could, for instance, allocate a specific period during a team meeting, block out time in employees’ calendars, or simply make it clear that the assessment and eLearning are legitimate work activities that should be completed during working hours.<\/span><\/p>\n

This small change could make a big difference. You’re no longer asking employees to find time for ergonomics. You’re <\/span>giving <\/span><\/i>them time for ergonomics.<\/span><\/p>\n

It also sends an important message about how the organization views employee health and wellbeing. If employees are expected to complete the program in their own time, it can easily feel like another obligation. If time is deliberately set aside for it, the organization is demonstrating that it matters.<\/span><\/p>\n

Don\u2019t stop with time for the assessment and eLearning<\/b><\/p>\n

It\u2019s possible that a busy employee may be concerned about the time it would take to resolve ergonomics issues flagged during the self-assessment phase. This could quietly encourage underreporting of discomfort.<\/span><\/p>\n

Communicating with your teams that there will also be time dedicated to resolving issues that are escalated beyond the eLearning phase can therefore set the foundation for better engagement and reporting accuracy.<\/span><\/p>\n

2. Explain why ergonomics self-assessment and eLearning matters to your employees<\/span><\/h3>\n

\u201cPlease complete your ergonomics assessment\u201d isn’t the most compelling call to action on its own. Employees need to understand what’s in it for them.<\/span><\/p>\n

From improved productivity to fewer workers\u2019 comp claims, <\/span>stronger recruitment and retention<\/span><\/a>, and even <\/span>a stronger cybersecurity posture<\/span><\/a>, it\u2019s all too easy to focus on the business benefits of an ergonomics platform like Healthy Working.\u00a0<\/span><\/p>\n

And while you should feel perfectly able to speak freely on operational goals, to employees this <\/span>can<\/span><\/i> cause feelings of pressure. Leading with the very real benefits they will get from the process removes this pressure and provides genuine incentive to engage.<\/span><\/p>\n

Before launching Healthy Working, explain that the business has invested in ergonomics software to improve employee health. Be sure to let each employee know that completing the assessment can help them identify and resolve potential issues with their workstation, be it their <\/span>office chair<\/span><\/a>, desk, <\/span>monitors<\/span><\/a>, peripherals or working habits.<\/span><\/p>\n

Keep the message simple.<\/span><\/p>\n

Explain:<\/span><\/p>\n