How Peptalk boosts Employee Engagement through wellbeing, science & Love Island

Today we wanted to talk about why employee Engagement is not a zero sum game, while reflecting on everyones favourite 'Love Island' ...

Curtis Prichard, Love Island [Images property of ITV2]

“Engagement is on the up!”

This sentence is music to the ears of every HR Manager worldwide at the moment. The only professions where this sentence may evoke more unbridled would be jewellers, wedding planners, and the producers of Love Island. But for a very different ‘engagement’ reason.

Every company/organisation worldwide right now is on the lookout for ways to drive employee engagement in a positive direction. And rightfully so. An engaged workforce is happier, more enthusiastic and takes positive steps to boost productivity for themselves and their organisation. It is at the core of what we do here at Peptalk. We drive meaningful and sustainable employee engagement through the medium of wellbeing.

But if engagement is the outcome, what is the process? If the goal for many companies is to increase employee engagement, does it really matter how it occurs? Does the end justify the means?

Here at Peptalk, we believe that employee engagement is important. But we also believe that how it occurs is equally important. We almost have our own version of the hippocratic oath, where we want to boost engagement, but only by helping people and doing no harm. We don’t just want to boost engagement by screening episodes of Love Island in the lobby at lunch. And even though that doesn’t sound like a bad idea when I think about it, we prefer to do it by boosting the wellbeing of every individual, and we set up our program to do just that.

“One size does not fit all”

No matter who you are, what your background/career/life situation is, our program is designed to cater for everyone and anyone. We meet people where they are at. Forbes magazine recently published an article that discussed some of the pitfalls that go with engagement measurements. One of the biggest issues they raised is that often people within an organisation all get painted with the same brush. Everyone tends to get treated the same way and everyone is expected to react to re-engagement programs in the workplace the same way. This is about as false as the eye-lashes on Love Island.

Molly Mae-Hague, Love Island [Images property of ITV2]

If you have thousands of employees, that means you are dealing with thousands of unique individuals. Thousands of unique personalities with thousands of unique life circumstances. One size does not fit all. Aside from being great craic, our program employs a number of scientifically validated health behavioural change models, theories and constructs to meet the needs of the people that use our app and use our program. (We don’t have users, we have people). At all times, our program is structured to be accessible to everyone, no matter what an individual’s life is like. Whether they are named is Anton, Mollie-Mae or Curtis, our program is designed to accommodate them, and help them on their journey.

We employ these behavioural change models to help boost people’s wellbeing. As that occurs, employee engagement follows on from this naturally. Think of employee engagement as that package that you ordered online months ago. You have been waiting for it. All you want is that package, you can’t wait to have it, you need it. Our wellbeing program is the delivery service that brings that package to you. Hopefully, this package arrives sooner than my Love Island cap that I ordered weeks ago, I’m on my holidays soon and I need it. But it is what it is.

Cathal Sheridan

Head of Program Design @ PepTalk

Let's make work better … At PepTalk, engagement is at the heart of all our wellbeing platform. Our platform is about energy, passion and fun while being grounded in key business outcomes.

To find out more about this area and our wider PepTalk offering book a demonstration at or email

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