Rightest Blood Glucose Monitors (BGM) have been delivering accurate glucose results and peace of mind to people with diabetes and their family members for more than 15 years. Through their effectiveness and affordable pricing, Rightest BGM products have successfully carved out a space in the global marketplace for diabetes technology.
These devices help provide a long-term diabetes care solution for people with type 1 diabetes, type 2 diabetes or even prediabetes. Users can monitor their blood glucose level after eating or drinking, physical activity and whenever they are experiencing symptoms of hypoglycemia or hyperglycemia.
What is a BGM?
Users of any Rightest Blood Glucose Monitor are able to rely on accurate data to help them stay in their target range. Testing is easy: simply insert a strip, acquire a small blood droplet using the lancing device and apply it to the entry port of the strip. Results appear in just 5 seconds.
This makes testing with a Rightest BGM easy to do at any time of the day or night. BGMs are highly portable with each model compact and light enough to easily slip into a pocket or bag. Users can take advantage of a carrying case to store their test strips, lancing device and additional lancets along with their monitor.
Newer models including the Rightest Max, Wiz and GM700SB are all fitted with Bluetooth. This allows results to be synced wirelessly from the BGM to Bionime’s Rightest CARE App for more powerful analysis and easy everyday tracking.
Currently Rightest BGM are sold in over 60 countries and received thousands of positive reviews. This includes the Middle East, Africa, the Americas, Europe and Asia. Bionime has leveraged partnerships with distributors and local sales representatives around the world to deliver its Rightest product line to tens of thousands of customers around the world.
Diabetes is Increasing Around the World
According to the 2021 IDF Atlas released by the International Diabetes Federation, the global prevalence of diabetes remains enormous. 537 million people were living with in 2021 and expenditure due to diabetes accounted for 11.5% of total global health spending.
According to the, the Middle East and North Africa has the highest regional prevalence at 16.2%. Currently 1 in 6 adults have diabetes (73 million). This is projected to increase by 86% to 136 million by 2045.
1 in 22 have diabetes in Sub-Saharan Africa (24 million) and this is expected to more than double to 55 million by 2045 making this the region with the fastest increase in diabetes prevalence.
Meanwhile in South Asia, the number of people living with diabetes is expected to top 152 million. In 2021, India alone accounted for 1 in 7 of all adults with diabetes on the planet.
Diabetes doesn’t need to stop you living life to the full. Accurate results and affordable testing can make blood glucose management easier than ever. Come and find out what Rightest BGM can do for you!
Bionime was established in 2003 in Taiwan to improve help people living with diabetes by developing high-quality blood glucose monitors for personal use. Today Bionime is a leading designer and manufacturer of blood glucose monitoring systems. Accurate, affordable testing is provided by its Rightest Blood Glucose Monitors (Rightest BGM) which are designed for self-monitoring and clinical use and feature Bionime’s patented test strip technology.
Are you interested in working with Bionime, stocking our Rightest BGM products or pursuing ODM opportunities for BGM? Contact our Global Sales Director Andy Hsu now!
Email: [email protected].
Phone: 886 4 2369 2388 #6168
Mobile: +886 988210501 (WhatsApp/Telegram)
Hamza Fazal is a reporter for The Hear UP. After graduating from the University of Abbottabad, Hamza got an internship at the NPR and worked as a reporter and producer. Hamza has also worked as a reporter for the Medium. Hamza covers health and science for The Hear UP.
Great Resignation: How to beat Great Resignation with Employee Experience
The world was forever changed in late 2019 when the Coronavirus made its appearance. Countries shut down. Streets were empty. Companies held as best they could or were forced to close their doors. Many would believe that such an event would lead to employees wanting to hold on to their jobs. Typically, large numbers of resignations signify a good economy and abundant availability of jobs allowing people to follow passions instead of necessity.
Post-COVID employee experience is much different.
For two years, and some a bit more, people were forced to spend time alone, realigning the importance of human interaction, well-being, and happiness. This drive for more personal fulfilment, satisfaction, and growth stemmed The Great Resignation.
No longer were employees basing staying with jobs out of need or comfortability. Now they look for work-homelife balance, greater satisfaction and better employee experiences, or they will leave. So how do companies face this? How do they increase employee retention and improve employee engagement?
The secret is in employee experience.
Holistic Employee Experience
There are, of course, no quick fixes for the Great Resignation, small wins can motivate and drive longer-term goals for your organization. The Great Resignation—and COVID by extension—taught many employees that life meant so much more. That the daily grind working in offices with long commutes, stress, lack of rest or relaxation, and the hustle of strenuous work weeks while normal was not conducive to happiness and mental well-being.
But this shift can be used as a blueprint for better employee experience!
Companies who work on being human-centric in ideals, strategies, and decision-making can improve greatly their chances of stemming mass exodus. Post-covid employee experience is now the new golden standard, and it looks at taking a more comprehensive and holistic view of experiences.
How can you be more holistic and how does it help?
- Think beyond probationary periods – Your employees are more important than the first 30, 60, or 90 days of employment, and yet many companies stop professional development and training after these dates. Normalize career growth, evaluations, employee 360 reports, and feedback loops to keep learning and advancement in the scope of your employees. While doing this, you’re also keeping your strategies and Key Performance Indicators—KPIs—fresh as you go.
- Communication is key – Talk to your employees about what they need, want, desire, and what their ambitions may be. Learn your people like you want them to learn your company. With transparent and open communication, you are engaging with your employees and creating an environment of consistency, openness, and inclusion—aspects employees’ desire.
- Employee-centric Corporate Culture – It may seem like the best idea is to center your company culture around the company’s values, vision, and strategies, but this is only half the battle. Integrating employee experience into the fabric of company culture ensures the company is as focused on their employees’ happiness as their own. It creates a bond to grow engagement, which has an effect on employee satisfaction and experience. As these rates increase, so to can employee retention numbers and customer experiences.
- Life and work-balance Erasure – Should your employees have to ask for more work-life balance? No, they shouldn’t. When built directly into work environments or expectations, it becomes something standard instead of something to be sought after. Examples of this could be:
- Flex hours
- Unlimited PTO
- Work-from-home or hybrid offerings
- Expanded benefits to include mental health and free resources
- Altered work hour schedules
Rise of Human Experience
Human Experience is a viewpoint that blends aspects of customer experience with employee experience, important in a post-COVID world. Instead of viewing them as separate entities entirely, companies can connect metrics and measurements of both to view a more comprehensive experience. Employees are customers—or potential ones—and as such, so too can customers become employees. With this view, it refocuses employee experiences in direct answer to the needs stemming The Great Resignation.
Ways you can use CX strategies within EX:
- Employee Journey Mapping – Like in customer experience, companies can work on mapping journeys for positions within the company overall, building in professional development and growth from the outset. They can then alter these journeys through personalization when an employee fills that role.
- Monitoring metrics – connect goals, milestones, and trajectories with metric directly linked to KPIs. Think employee net promoter score (eNPS), employee experience (EX), employee satisfaction (ESAT), and employee engagement (EE), for example, as they can correlate with operational success as well as customer success with your organization.
- View of employees – view your employees with the importance you view your customers. You cannot survive without either, and just as you court customer loyalty for more profitable relationships, so to can employee relations boost revenue, growth, and expansion.
Remote and Hybrid Work
One of the lasting effects of COVID was the desire to work from home or have the flexibility to. According to Gallup, nearly half of full-time working Americans—45%—are still working remotely. White collar workers have even higher percentage, coming in at 70%. After the shutdown, many leaders were surprised to find employees still wanted to work remotely. The Pandemic exposed an internal need for conducive work environments and flexibility.
The office and all it entailed wasn’t as attractive as some leadership believed.
It was agile leadership who switched to maintaining remote or hybrid options who won out against competitors. Record job openings only further highlight how living is more important, and work can no longer be focused on only paying bills. Organizations who shift better with their employees retain talent better.
Remote work is not the only fix, but it does show how views of work’s place have vastly changed.
Act on Meaningful Feedback
Closing the loop between you and your employees is more important than ever before. Simply hearing them is not enough. Active, empathetic listening pair with actions on a consistent basis is the wining combination. Employees not only want to know they are heard but that their input is valued.
Regularly checking in with your employees, and not only attaching it to their performance, creates a culture of partnership.
Ways to gain meaningful feedback to inspire data-driven action:
- Employee 360 Review [LN1] [SP2] – not to be confused with an employee evaluation, the 360-degree review is a way for all employees to gain feedback from peers, subordinates, and managers to assist employee self-evaluation.
- Pulse checks – a powerful anonymous survey tool. Pulse checks are in between annual reviews and keep the feedback coming for HR initiatives, but it can also inform business strategies that are employee-focused as well.
- Surveys – From satisfaction to engagement, the best thing you can do is ask your employees. Working from assumptions can lead you down costly mistakes. By asking directly you can get their true opinions—think of using anonymity to influence candid responses.
The biggest takeaway from this is: employee experiences is an important part of operational success. The evolution of its importance and what it means cannot be discounted. Doing so can led to higher employee turnover rates and you won’t retain your best talent. As employee experience continues to change, the forward-thinking companies with innovative leadership will make it to the top.
[LN1]Would it be okay to tag our template here?
Yes, we can [SP2]
Khalil ur Rehman is a proud born and raised in Abbottabad. Khalil has worked as a journalist for nearly a decade having contributed to several large publications including the Yahoo News and The Verge. As a journalist for The Hear Up, Khalil covers climate and science news. [email protected]