AmMetlife Case Study: Biggest Loser loses 22kg through Digital Health!

AmMetlife Case Study: Biggest Loser loses 22kg through Digital Health!

SelfDrvn steps forward to provide an end to end digital health solution

“SelfDrvn allows participants to interact with each other in the program. They can now compete with each other. Previously there is no live or interactive fitness activities like this where people can comment or like the posts as well to upload video in the platform.
It is different in terms of engagement.”

– Wan Shafizal Darli Wan Shahrir, Consultant, HealthPro

Providing More Effective Support for Fitness and Wellness Initiatives

Organisations understand the struggle to keep employees continually engaged and aligned with their corporate objectives, even when these benefit the employees themselves. Ensuring talent prioritise health and wellness brings tremendous benefit not just to the individual but the organisation as a whole, in terms of productivity and the financial bottom line.

With these issues in mind, AmMetLife, a well-established insurer in Malaysia, embarked on a wellness journey with the help of HealthPro. A corporate wellness partner, HealthPro was engaged to bring to bear their eight years of experience in conducting programmes, talks and workshops supporting fitness and health initiatives.

Challenges: Offline approach for Wellness Management Restricts Visibility and Engagement

Initially, HealthPro relied primarily on an offline approach to manage and deliver their wellness programmes. Digital and tech tools were limited, sporadic and restricted by the narrow confines of the tools employed. Consequently, there was insufficient visibility and thereafter, an inability to track the effectiveness of their campaigns. Drop-offs in engagement were not captured systematically or quickly enough.

Objective: Building a Digital Solution to Drive User Engagement

HealthPro was looking to solve a few challenges.

First, they wanted a digital solution that would complement their offline approach. They needed something responsive and which worked in real-time. It needed to embody all the functionality users have come to expect from social media and digital tools – a seamless and intuitive interface, heavy focus on aesthetics and visual stimuli, real-time reporting and analytics.

Second, they wanted the ability to leverage the communication efforts between HealthPro and the users as well as support peer to peer interaction, camaraderie and the fun, competitive spirit that would develop as a result.

Third, they wanted real-time reporting so that drops in engagement could be captured and then addressed in a timely fashion. Fourth, they appreciated the value of gamification in the digital solution because it would drive engagement further.

RoBo Trainer provides a 24/7 Immersive Experience for all


HealthPro approached SelfDrvn who met all of these requirements beautifully through their digital solution. It worked well because it ran conveniently on both web and mobile applications to provide a truly immersive experience. In effect, the digital approach served not just to complement but enhance their offline programmes, print collateral and communication strategy for maximum impact.

SelfDrvn was launched via the introduction of the RoBo Trainer, whereby users would get 24/7 access to advice from different facilitators as well as peer sharing. When users performed the actions desired, they would get rewarded. Aesthetics and visual stimuli were key – a range of formats including text, animation and videos were shared with users and there was regular prompting for certain actions to be taken with the promise of instant rewards. Real-time feedback and point collection served to create and sustain the positive behavioural change required.

There were a few features in the SelfDrvn solution that helped bring all of these varied elements together. Stepathon, a step counting activity, designed to motivate users to lose weight coupled with goal setting, points and badges showcased by the leaderboard provided the necessary elements of fun, competitive spirit and reward so critical to engagement and sustained use. At the same time, this allowed HealthPro to systematically roll out knowledge assessments, surveys and intervention modules as required, improving and refining the experience along the way.

Results – Both Corporate and Individual Goals Aligned for a Seamless Experience

The outcomes from the 62 users who were pre-selected for the program outstripped expectations. HealthPro recorded an 84 percent adoption rate throughout the program. 68 percent of the users agreed that SelfDrvn helped facilitate more effective communication between peers and also with coaches. 63 percent agreed that the Digital Health solution motivated them to strive harder and achieve more than they expected. With the help of Digital Heath, users are able to know how to lose weight in the right way and how to exercise without using any tools. The result showed that the biggest loser using SelfDrvn Digital Health solution lost 22kg. In the end, SelfDrvn did much more than just help employees lose weight. They helped align corporate and individual goals. They supported the shared objectives continuously, and in the process, created a more engaged workforce, improved productivity while simultaneously reducing ill-health related costs.

A.S Louken Case Study: Simplifying Employee Communication on a Centralised Platform

“We are using Louken@Livewire (Powered by SelfDrvn) to engage our people, gather ideas from different subsidiaries, and soon, to measure individual employee performance”

– Paul Liew, Community Manager at A.S. Louken

A home-grown team of brand activation specialists

A.S Louken is a Singapore-based branding agency with around 100 employees. They offer comprehensive branding solutions and strategic direction to a wide variety of business clients in different industries, helping enterprises in Asia become market-leading brands of tomorrow to over 1,000 clients across more than 10 countries.

The Challenge: Non-effective communication cross-company and across subsidiaries

After a period of growth, A.S Louken experienced what most fast growing companies are going through, the growing gap of communication between the management and the people who are primarily working on solution for the customers as well as the customer facing staff. Delayed messages coming through and to between the key management team and the important pulse that comes from the frontliners, as well as the growing gap of flow and understanding between departments to deliver effectively to customers’ expectations are common in Louken.

Fewer exposure to collaborations among departments resulted in a negative impact to work productivity. Therefore, it was a top priority to establish a simple way for everyone to be informed and get to know each other. They needed a highly engaging and effective solution allowing employees across the company to communicate with each other and be informed about both business news and fun team building events while maintaining accessibility to all employees at any given time.

The solution to improving communication and driving positive behaviours: Better aligned communication, listening to the voice of employees and driving a better reward and recognition system 

SelfDrvn works closely with A.S Louken to deliver a solution that meets the objectives of:

  1. Easy integration and aligned communication flow among the subsidiaries
  2. Driving collaboration through a common group level platform
  3. Transparent recognition of high performing employees

As a result, SelfDrvn supported A.S Louken in launching an enhanced LiveWire@ASLouken (Powered by SelfDrvn) company-wide to power engagement via mobile and desktop channels. This means all employees from different business units and subsidiaries share a unified communication platform for better alignment. Groups and social feed functions and reward & recognition features become the primary value drivers to meet the objectives.

Employees were rewarded for organising peer programs such as rock climbing, cooking and cardio dance activities via the Events section through badges and points that are eventually be used to redeem privileges and rewards from the company “shopping store” within the platform.

Demonstrated success

The impact is instant. On the first day of launch of LiveWire@ASLouken platform saw a dramatic increase in cross-company communication. The management and HR were able to see the conversations and how employees were using it – and most importantly, the management experienced the power of nudging – rewarding desired behaviours through gamification that is instrumental to build habits.

AS Louken managed to easily track employee’s communication on a centralised platform that they can see over 90 users from 42 different topic discussion points, where employees from different locations participated since the launch of the campaign. After the campaign period, the company have formed 8 focus discussion groups to form a mini community with like minded interests.

To prove habit building practice a success, a total of 937,800 reward points and 14,212 badges were rewarded over 3 months upon SelfDrvn/Livewire implementation for active value creation and collaboration between employees from different groups tracked via the platform. This means:

  1. As average points rewarded for completing desired action is 100 points per activity, there were at least 9,378 actions completed and recognised over the the period.
  2. That is about 104 actions that instilled collaboration and value creation done by each employee in the company over the same period!


A.S Louken now has a quantifiable way to track employee participation, communication and engagement. The real-time and usable statistics generated show that people are actively using the system to talk with each other, work together and organise team building events. It automatically tracks communication and event venue participation.

Employees can now organise internal events, invite participants, track RSVPs and use QR code to scan attendance, all at one place.


People who did not previously know each other now have an easy and fun way to engage with each other and they receive rewards they want as a result. People who are communicating are more likely to find opportunities to work together on projects and the platform tracks collaboration and peer recognition. Importantly, no one is left out of critical messages from HR and management because everyone has access.

Over time, the company’s leaders can see opportunities for additional improvement and can easily identify what areas or groups require more attention.

What’s next? 

A.S Louken has a firmer plan to use the platform tools to listen to the voice of their employees more, through real-time ad-hoc feedback and survey. This could facilitate more frequent employee performance discussions and eliminate the current once a year paper-dependent process.  In addition, it will be incorporated as an important communication channel in the upcoming change management practice to roll out new culture values that will involve rewards and celebration of every employee who lives and embodies the values of the company.

CA Trust (Accounting Firm) Case Study: Achieving 97.5% employee’s voluntary participation rate

CA Trust (Accounting Firm) Case Study: Achieving 97.5% employee’s voluntary participation rate


“SelfDrvn encourages participation by all in a campaign primarily because what colleagues do on the platform is highly visible. Furthermore, being rewarded for taking part in certain activities certainly help drive participation”

– Jian Long, Engagement Champion, CA Trust PAC

A leader in audit, tax, and advisory services

CA Trust Pac is an independent member of the TGS Global Network Limited, an international network of professional business advisors. They offer audit, tax, and advisory services to small and mid-sized businesses, government as well as non-profit organizations.

The Challenge: Employee Retention

CA Trust Pac had one primary challenge – address retention levels.

As a small organization of 90 employees, growing the team was much less a priority to retaining the people they had and ensuring employee engagement was on the mark. One of their goals was to be seen as an employer of choice for young Accounting talent. Addressing employee social well-being and health and wellness were, therefore, top concerns.

They decided that events would be a primary platform through which they would undertake greater employee engagement as these were in-person activities. These events would provide a better listening channel as well help them provide better analysis of any data collected.

The Solution to increase employee engagement: Listen to the Voice of the Employee (VoE) 

SelfDrvn represented a single yet comprehensive platform to manage multiple drivers of employee engagement. With a variety of tools and touchpoints including employee pulse surveys, reward, recognition, peer feedback, goal setting, and wellness, it was possible to tackle a number of aspects of the employee experience.

Take the app, Message in a Bottle, for example – this motivated employees to participate in idea generation, provide feedback as well as make suggestions for improvements. It is designed to allow for anonymous feedback and ideas generation that in turn, made it more engaging, fun and rewarding. And gamification meant that employees could compete among themselves and earn rewards for their contributions.

Message in a Bottle allows you to receive collective anonymous feedback from your employees and let them vote on the their top 3 most agreeable and top 3 answers they disagree to. This helps organisation to focus on issues that matters most to their employees through their collective voice.

The Newsfeed allowed employees to keep engaged socially, collaborate and stay informed.

Real-time rewards and recognition fuelled greater participation and by incorporating many of the employees’ ideas, participation rates increased which had a knock-on effect on the rest of the activities.

Success in increasing employee’s participation rate

As the statistics show, employee participation rates went through the roof at 97.5%. This increase in participation led to the creation and sharing of 1 idea from every 2 employees too (which is 4x more than traditional methods) all of which contributed to making their internal campaigns and initiatives an overwhelming success – signifying the true embodiment of a campaign that is “driven by employees for employees”. 

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