Nudjed raises £350,000 investment to disrupt health-tech market

Leading South Wales tech startup raise money from private backers and Finance Wales

Funds will be used to demonstrate the company’s scalability and develop new areas of scientific research


Health data company Nudjed have closed another funding round, welcoming Pragmatica to their investment pool along with further backing from Finance Wales, the investment arm of the Welsh Government. Over the past 12 months, the company has expanded their work in the public health sector and developed several innovative new products. The fresh injection of cash will go towards research and development in exciting new scientific areas, and scaling the business across the UK and further afield.

Chair of Nudjed’s Advisory Board Ashley Cooper says, “We are delighted to welcome Pragmatica to the Nudjed Shareholder Group and to the Board. Pragmatica joined lead investor Finance Wales in this funding round, and will bring significant sector experience to the company. This latest funding round will accelerate the growth of the business in delivering disruptive technology to the health tech space.”

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(L-R: Paul Teather, Pragmatica; Phil Barnes, Finance Wales; Ashley Cooper, Catalyst Growth Partners and Nudjed Advisory Board; Warren Fauvel, Nudjed CEO; Yasmin Crawford, Nudjed Advisory Board)

Paul Teather, Managing Partner at Pragmatica, said, “We have been looking for some time to find the right vehicle in the fast growing but fragmented digital health segment, and we are very excited to confirm we are working with the team at Nudjed. We believe that Nudjed has the leadership and capabilities necessary to make a significant impact on the digital health market through its vision of perceptual health, where an individual’s health intention can be understood and harnessed to improve their quality of life.”

Pragmatica is a hybrid investment and advisory firm which invests exclusively in digital propositions with disruptive business models. They work proactively with their clients and partners, advising on strategy and operations throughout the growth cycle, to create long term enterprise value and share in the benefits created.

Phil Barnes, the Finance Wales Investment Executive who structured the deal, said:
“We are delighted to have closed this second round investment into Nudjed. Nudjed was one of the earliest investments from Finance Wales’ Technology Seed Fund, and we are very pleased to be able to further support this innovative company.”

How to send a Nudjed Insights survey

Checklist
There are a few things that you need for a successful Nudjed Insights survey:

  • A title for the survey (so you remember which one is which on your dashboard!)
  • Confirmation from the IT administrator that the technical requirements for Nudjed Insights are met. Download our tech spec as a PDF by clicking here.

With this sorted you can create a survey and send out a link to all the participants.


Creating the Survey
Creating an Insights survey only takes seconds. Watch the gif below to see how it’s done:

A gif showing how to create a survey


Sharing the Survey

Once you have created the survey, the page will display a URL link. You can copy and paste this link to share it with your participants in an email, text or other method. You can also go straight to the link yourself to see your live survey.

A gif showing how to view a survey


Automated Reminders
The Nudjed Insights platform also has the option to send out automated reminder emails over a week-long period. It only reminds those participants who haven’t yet completed the survey and results in higher completion rates.

To do this you’ll also need:

  • A start date for when you want the survey reminders to begin
  • A ‘from’ email address – the email address that you want the email reminders to come from, usually someone in management or the HR team.
  • A list of participant emails – in a simple list using a spreadsheet file (e.g. .xls, .xlsx, .csv)

A gif to show how to set up automated reminders


If any of this isn’t clear, or there’s something more that you need, why not arrange a Skype call with one of our team?

Corporate Health: Being More Organised

One major thing that contributes to stress is disorganisation. If you don’t know what’s happening from one day to the next, and can’t keep track of tasks, goals and plans, it’s easy to be blindsided by a big deadline or event that you’d forgotten about.

Being more organised in the workplace will help your staff to plan and complete projects and tasks more effectively, making them more productive and far less stressed out. Stress affects both physical and mental health, so minimising perceived pressure can help you to create a happier, healthier team.


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This article from Unclutterer lays out the benefits of being more organised. Use this to spot patterns in your staff’s development meetings: if they mention that they feel overwhelmed, are worried about their work:life balance or find that they have too many little tasks popping up, they may benefit from support to be more organised.


(The Guardian)
(The Guardian)

This piece from the Guardian is full of practical suggestions for improving organisation in the workplace, from effective planning to decluttering desks. This is a great resource for making changes with little to no budget!


 

Quip

For those that are chronically disorganised, Tech Times has this rundown of the best personal assistant apps to help you run your life. Many of them are free, and are available on iOS and Android.


Nudjed Health Resources are collections of online content and tools that offer simple, low-cost ways to improve specific areas of health. To discover which areas of health are affecting productivity in your organisation, check out Nudjed Insights. 

 

 

Guest Blog: How To Get Company Buy-In For Your Wellbeing Programme

In this guest blog, Back In Action UK share their insights on how to secure whole company buy-in for your proposed health and wellbeing programme.


Many options are available for companies that are looking to improve performance and decrease absence in the workplace through well-being programs.

Ultimately, the results of these programs will dictate not just their success, but how viable they will be to run in the future.

There are two key areas that will dictate the success of your campaign:

  • Board level buy-in
  • Whole business buy-in

To get both the board and the company to buy-in to your program are two completely separate challenges. This blog will explore how you need to approach both challenges in a different way, and demonstrate what you need to drive a successful well-being program.


Board Level Buy-in

One of the challenges involved in the successful implementation of well-being programs is around getting board level buy-in. This can prove difficult unless you have effective evaluation methods in place to demonstrate a clear ROI.

So how exactly does one get board level buy-in?

The key to getting the board to buy in to your well-being program is to make a clear and concise business case based on facts and figures that will demonstrate the return that the business is likely to receive from its investment.

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While it can be tempting to look at softer metrics such as employee happiness, it’s only by truly understanding the cost and productivity benefits in cold pounds and pence that you will be able to convince the board of the viability of a wellbeing program.

Demonstrate a Strong ROI

Delivering an ROI value you can take back to the board as an effective evaluation of a wellbeing program gives HR managers and team leaders a valuable tool in proving the worth of the investment. It’s a crucial step therefore in getting the board to buy-in.

In support of this an excerpt from the CIPD report: Growing the health and well-being agenda: From first steps to full potentialis below.

“Although the core premise for investing in employee wellbeing is universal, how we craft and communicate the ‘business case’ for employers to take action on health and wellbeing needs to be organisation-specific. This requires a more sophisticated and nuanced perspective which takes into account your organisation’s current perspective and stakeholder priorities. Fostering good health and wellbeing across the workforce simply makes good business sense.”

Additionally, in our eGuide summarising what we felt were the top ten takeaways from the report, we included the below on evaluation which is the first step in measuring ROI:

Evaluation matters. Too few wellbeing programs are evaluated to deliver an ROI value HR can take back to the board. With regard to what to evaluate, the report states (citation p.19) that: ‘Evaluation methods should capture critical aspects of participation as well as measuring both short- and long-term strategic aims of the wellness programme.’ Evaluation is key, and you need to evaluate your well-being program to get the most out of it.”

Understanding how to deliver a positive ROI is the key to getting board level buy-in.


Business Level Buy-in

In order to drive a positive ROI and get management on board with your wellbeing program, you’ll have to get the rest of the company to react positively to any changes that you’re looking to implement. This is the key to driving the results of your program and ultimately what will deliver a positive ROI.

To drive organisational wellbeing, the whole business needs to buy in. The workplace environment is in itself, a key part of promoting wellbeing and providing self worth. By enjoying our work, the report states that we take roughly half the time off work sick that we would otherwise (citation p.14). Wellbeing and employee engagement are mutually enforcing, and for success to be reached, the whole business needs to buy into health & wellbeing as a concept.

In addition, the supporting CIPD document itself says:

“The CIPD believes that to truly achieve a healthy workplace an employer needs to ensure that its culture, leadership and people management are the bedrock on which to build a fully integrated wellbeing approach. Wellbeing initiatives that are introduced in isolation are likely to be met with cynicism by employees, dropped when budgets are tight and never seen as more than an add-on gesture if these firm foundations are not in place.”

To generate the results that will drive ROI, the whole business needs to be on board with your well-being program.


In conclusion, driving the success of any wellbeing program centres around two key areas:

  1. Board level buy-in – understand the impact to the business of your well-being program and demonstrate how it will make a return on investment.
  2. Business level buy-in – present your well-being program to the company in a way that shows you are looking out for them. Look to remove scepticism and get the business excited about your initiative to drive the results that will generate your ROI.

How to Get Started

When it comes to deciding on which wellbeing program to choose for your organisation, as ROI is so often a factor, this makes sense as a good starting point. To this end there is ample evidence as to the ROI of choosing occupational physiotherapy to reduce organisational absence and increase wellbeing. And to get you started, BIA UK has created a bespoke ROI calculator you can access here to estimate the ROI value of our service to your organisation.

Additionally, we have compiled approximate ROI values of other programs in our eGuide: How to Reduce the Effect of MSDs on Your Absenteeism Rates – download it here.


Takeaways:

  • Two levels of buy-in are required to make your wellbeing program work
  • Learn to speak the language of the board and demonstrate the facts and figures that will show how your program will benefit the company
  • Get the wider business excited about the personal benefits that your wellbeing program will bring to individuals within the business, and get the wider buy-in that will drive results.

You can also download our free eGuide that summarises what we feel are the top 10 takeaways from the recent CIPD report, “Growing the health and wellbeing agenda: From first steps to full potential.”

Download your copy here.


Back in Action UK are a national specialist occupational physiotherapy company. They provide physiotherapy and related services to many corporate clients throughout the UK and work closely with many occupational health companies and physicians who refer to them for their specialist knowledge and services.

Corporate Health: Improving Your Environment to Boost Happiness

A key component of happiness and wellbeing is influencing the environment around you. This can take many forms – decorations, music, scents, even the people you’re surrounded with. When you’re uncomfortable with your surroundings, or you feel like you have no options, it can take a toll on your happiness.

In the workplace, happier people are more productive, so allowing staff to have some influence over their environment is a quick and easy way to boost morale.


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(Action for Happiness)

Action For Happiness is an organisation dedicated to making people happier in everyday life. This collection of resources is full of reasons to create a happier environment at work, ideas about where to start, and tools to help you along the way.


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This article from Inc has a range of simple suggestions for changes you can make to improve mood in your office. The key here is choice though, so why not allow your staff to choose what changes they’d like to make using a survey or suggestion box?


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(Real Happy Space)

One way your staff might like to brighten up their workspace is with a craft project. Real Happy Space have some great projects to start you off, but there are many, many more online. You could even run a team-building day where the whole staff takes part in creating something!\


Nudjed Health Resources are collections of online content and tools that offer simple, low-cost ways to improve specific areas of health. To discover which areas of health are affecting productivity in your organisation, check out Nudjed Insights. 

 

 

Corporate Health: Monitoring Energy Levels

One of the most common problems reported through our Insights survey is that people feel they don’t have enough energy to get through the day. There are lots of reasons that could be behind this, and monitoring your energy levels can help you to understand what’s making you so tired, and how you can change it.

Staff that are energised are happier and more productive, so figuring out what’s making them sluggish can have fantastic results in the workplace!

Once they’ve figured that out, why not check out our guides to getting better sleep and eating for better energy?


 

Screen Shot 2016-05-19 at 11.40.20This article from Lifehack looks at a simple way to get to know your own energy cycles through the day, and gives advice on planning your day so that you’re doing activities at the optimal time. This is a great place to start with your staff that are having energy issues.


 

For those who have a more serious or long-term problem with tiredness, ManageMyFatigue is a great app that helps individuals to manage their day, build on success, and feel more energised. It’s available on iOS and Android.


Fluctuating energy levels throughout the month can also be a symptom of a woman’s menstrual cycle. Clue is a cycle tracking app that measures energy levels among other factors, which can help users to identify patterns. In this blog, the makers explain why they track energy levels, and how it can help women.


Nudjed Health Resources are collections of online content and tools that offer simple, low-cost ways to improve specific areas of health. To discover which areas of health are affecting productivity in your organisation, check out Nudjed Insights. 

 

 

 

 

 

 

Corporate Health: Workout At Work

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We previously teamed up with GoCompare to bring you information on alternatives to pricey superfoods, which you can read here. This time around, the team have put together a great resource looking at easy exercises you can do in the office! In their own words:

Many of us spend the vast majority of our working day sat down at a desk, even though we know how bad it is for our health. But if your office doesn’t have facilities or space for equipment, or you don’t have time to go to the gym at lunch, you probably think that staying on top your fitness at the workplace is a lost cause.

Well, my fitness-seeking friends, I can assure you that it’s not! Gocompare has put together an interactive of fun, yet discreet, exercises to help you stay fit and healthy while at your desk – no dumbbells or membership required.

There’s also a handy video full of tips for eating healthy. Now go forth and beat that sedentary lifestyle for good!

You can find the new resource here – including tips for cardio, stretches, and toning exercises, along with handy illustrations. Why not share it around your office, and get everybody to boost their fitness?

Corporate Health: Encourage Your Staff To Start Cycling

With the weather taking a turn for the better, there’s no better time to encourage your staff to boost their health by cycling to work, rather than taking the car. Regular cycling increases cardiovascular fitness, strengthens bones and can even improve posture and coordination!

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(British Cycling)

If your staff are new to cycling but are interested in getting started, British Cycling have got a wide range of resources that could help – from route planners, to guided local rides, to a social network connecting cyclists of all abilities.


(Cycling Weekly)

For more experienced cyclists that want to improve their performance, there are loads of great apps about that can add an extra dimension to your ride. This piece from Cycling Weekly runs through 15 of the best, including performance trackers, bike hire systems and even a way to report potholes!


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(CycleScheme)

If you’re really keen to get your staff cycling, why not consider implementing a Cycle To Work scheme? Government funding means that you can help employees to buy a new bike, or necessary accessories, tax-free – which means a saving of up to 42%. Find out more here.


 

Nudjed Health Resources are collections of online content and tools that offer simple, low-cost ways to improve specific areas of health. To discover which areas of health are affecting productivity in your organisation, check out Nudjed Insights. 

Corporate Health: Building Happy, Healthy and Creative Teams

Wekudo is a company on a mission to inspire happiness at work through awesome team building activities. We asked founder Lee Rubin to share her thoughts on how to ensure that your team is as happy, healthy and creative as possible – here are her expert tips.


As my team is growing, I’m doing more and more research as to what it takes to be a great manager and leader. I’ve always felt like in every office I’ve worked or consulted at, there is always that manager that is awesome at what he or she does, but just doesn’t create a healthy and conducive work environment. I started thinking to myself, does every office need that person?

Lee Rubin, Wekudo
Lee Rubin, Wekudo

While it’s obvious that great teams build great products, it is clear from my research and experience that the greatest teams prioritize and nurture a healthy and positive internal culture because they understand it is critical to the success of the ‘great product’.

The greatest teams prioritize and nurture a healthy and positive internal culture.

Inevitably, I believe, that what makes or breaks a great product depends on the ability to constantly innovate and the challenging of the norm (oh, and a TONNE of hard work). But in this hyper-competitive and ever changing landscape, what I’ve found to be even more important is the value of laughter, compassion, empathy, and the ability to let the ego go – not just for the manager or CEO, but collectively for the entire team.

In order to create a ‘happy office’, one must realize that there are multiple moving parts: the way your office feels; how your employees interact with one another; what your product itself does and how it serves the community; and how much you value your customers – how far you’re willing to go to bring extra value in their life. When you figure out the vision and voice of how you think the company should ideally be, you need to articulate that to your team members so each member can be a conscientious contributor.

Take a minute to let the ‘what’s and ‘why’s sink in, before we move on to the practical tips!


 

Say Good Morning, Good Night & Good Work

When I think about managing my team, I think about myself back when I used to work for someone else. What would I have liked to hear? I always enjoyed the managers who I felt like treated me like a person. One of my managers, Robert, always said good morning when he walked in the sales door. This might sound a bit basic to the managers who already do this, but you’d be surprised how many managers walk through the door and go straight to their office. It’s not that complicated, and I’d even say it’s common courtesy – which should play a functional role in your office. And as a manager, when your employee says good morning back to you, your emotional intelligence should help you understand their mood without really having to ask.

Good night has a similar ring to it.

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Good work, on the other hand, is something that is completely overlooked in today’s work culture in my opinion. It seems like many managers think it costs them money to say it, or feel childish when declaring the accomplishments of their employees. Employees don’t just want more money, they want your opinion, feedback and praise. Accenture reports that 43% of employees leave their job because of lack of recognition.

Don’t underestimate the power of “Good work”!

Embrace Failure More

Laughter goes a long way when you’re feeling down in the dumps. Put things in perspective for your employees, and most importantly come up with a new game plan that allows them to reboot their confidence and lets them feel like they’re able to shake off their nerves.

To get to the level where you’re managing a group (or floor full) of employees, you’ve done a lot of things right. But I’d argue that you’ve also failed just as much, which allowed you to grow to the place that you are right now.

See optimism as a choice, and creativity and success an optimistic act that follows failure.

Look at failure through a human lens – see optimism as a choice, and creativity and success an optimistic act that follows failure. Therefore, failure is a key ingredient to success, but only through the iteration of constant optimism.

Eat, Cook & Laugh Together

Food gets people together. No matter what culture and background you’re from in the world, everyone loves a good meal. Lunchtime marks a natural pause in the day, and is a great opportunity for conversation and ultimately creativity.

As a manager, it’s your role, not to micromanage, but to encourage your employees to live a healthy and full life – that doesn’t include eating at one’s cubicle. Find a big table for your entire team to sit around for lunch; encourage employees to not book any meetings during those times so that everyone can be together. You’ll also find that when people have that one hour a day to talk, the other hours of the day they’ll focus on working, limiting lots of distractions in the office.

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If you want to go one step further? Cook together. Team dinners at restaurants can get expensive. No matter what kind of budget you have within the office, open up your home and put together a dinner. There is something very human about cooking together and for one another – it’s a humbling experience.

It’s your role, not to micromanage, but to encourage your employees to live a healthy and full life.

Lastly – the role of laughter can not be understated. If we cannot laugh, we cannot move forward. Laughter is inviting, exciting, de-stressing and leads to serious business.

Your company, or the company you so eagerly joined, was created out of the inspiration to make the world a bit better. We’re all working hard to achieve our goals – you and your employees (and even that annoying guy cold calling you once a day!). If things don’t feel right – take a deep breathe, be honest with the people you’re working with, be supportive of their goals, express what you’re dealing with, listen to the things your employees are dealing with, and be kind.

It never hurts to just be a bit kinder.


Nudjed Health Resources are collections of online content and tools that offer simple, low-cost ways to improve specific areas of health. To discover which areas of health are affecting productivity in your organisation, check out Nudjed Insights.