The trip may end up ok, or it may end up disastrously.  Yet, with a little thoughtful planning, you increase your chances for a successful experience.  Clear goals and goals are needed to plan your wellness program to ensure success!

Wellness program goals and goals are different from one business to another depending on the population, needs, interests and resources.  Nevertheless, well thought out goals based on your corporation’s needs assessment will form the foundation of a successful wellness program!

Wellness Program Mission Statement

The first consideration is a mission statement for your Wellness Program. the mission statement is the overall expression of what the Wellness Committee wants to accomplish by implementing a wellness program.  

It’s important to consider how your Wellness Program fits in with the corporation mission statement, contributes to the overall mission and supports the corporation bottom line.  This will integrate your efforts throughout the corporation operations.  

Here are some examples of Wellness Program mission statements –  

At XYZ Corporation, maintaining an environment that supports employee health and safety is our underlying value.  It’s the mission of the Wellness Program to assist in developing wellness services that fosters and upholds that value.

It’s the mission of the XYZ Wellness Committee to foster healthier lifestyle options to reduce health risk factors, improve overall wellness, and maintain a productive, active work force.

Wellness Program Goals

The objectives and objectives further define your mission and are based on your needs assessment.  Depending on the needs assessment, management expectations and employee interests, examples of objectives can include –  

The goal(s) of XYZ Wellness Program in year XXXX is to –   (one or more of the following examples)

• Reduce absenteeism by one day per staff member

• Lower musculoskeletal injuries by 10%

• Decrease unnecessary emergency room visits

• Decrease or contain health care costs

• Improve dietary habits of employees

• Reduce health risk factors  

Wellness Program Objectives

Specific Wellness Program objectives help meet your long-term objectives and vision.  Both short term and long term objectives should be created as the stepping stones to accomplish the objectives and mission.  

In addition to objectives for the expected participant outcomes, process objectives should also be developed for the program process itself.  For  instance, process objectives may include how many staff members you want to participate in the programs, how many sessions on a topic will be offered, the type of wellness sessions that will be implemented, etc.

Goals need to be easily measurable within a set time frame.  Attempt using the SMART formula to develop both your long and short-term goals and goals –

• Specific (one behavior or outcome)

• Measurable (one result that could be observed or investigated),

• Attainable (but also challenging),

• Realistic (do you’ve the resources to achieve?), and

• Time specific (within 3 months – up to 5 years)  

This is the who, what, when, where, why, and by how much method.  For  instance, an objective for a weight loss program that has an overall goal of bettering healthy eating and promoting a healthy weight is that –  

Participants (who) will lose an average of .5 – 1 lbs per week (specific what that is measurable) at the end of the 12 week lunchtime program (time specific what, when and where) for a minimum of 6 lbs weight loss per participant (attainable and realistic).

Or –  

Participants (who) will attend 11 of the 12 sessions (specific what that is measurable) and name at least one healthier eating change after the program (specific what, when, where)

An example of an objective for coaching employees with elevated cholesterol might  be –  

To reduce the total cholesterol (specific what) of high risk staff members with cholesterol over 240 mg/dl (specific who) to 200 mg/dl (measurable how much) through one-on-one counseling sessions offered at the worksite (where) by X date (ex, after 6 months) (attainable, realistic and time specific when) to lower the risk factor for heart illness (why).  

And one last example of a process objective for a use of tobacco cessation program with an overall goal to assist participants in committing to quit for life –  

By the end of the 4-week use of tobacco cessation program, 10% of the participants will have quit use of tobacco.  Each participant will be contacted at 3 months, 6 months and 12 months from the program’s end to determine quit status (process objective) and 10% of those who quit will still be smoke free after one year.

You’ve now completed Steps 1 through 4, including establishing your Wellness Committee.  It is now time to plan your wellness activities!

• First it ensures that your program activities will be targeted to meet your corporation’s specific needs so that outcomes can be achieved.  

• Secondly the needs assessment provides the information you’ll need to evaluate the effectiveness of your wellness program.

It’s often tempting to rush the assessment – particularly when time is limited or those with experience already have an idea of needs.  Do not give in to this temptation!  

It’s vital to understand what your corporation needs are, what management expects, and what staff members want in addition to expect, before you develop a program.  

Consider and gather data on –

• Demographic Information

• Health Risk Factors

• Medical Claims

• Injury Rates and Causes

• Workers’ Compensation Claims

• Short and Long Term Disability Claims

• Absenteeism

• Culture Audits

• Worker perceived needs and health risks

• Management expectations or desired outcomes

There are many ways to assess this information.  Although some of data gathering process might  be time eating, remember that it is nevertheless essential to plan programs that target specific issues.  

This information will be vital to set goals and for investigating  program success.  How else can you know when outcomes have been achieved?

Options to help gather the wellness program information –

• Confidential Health Risk (Assessment|Appraisal}s with a Company Group Summary Report click here for additional information on Health Risk (Assessment|Appraisal}s or Assessments

• Medical Testings such as cholesterol, blood pressure (BP) and blood sugar click here for more information on medical testings.

• Worker Needs and Interest Surveys

• Suggestion boxes placed around the organization

• Focus Groups or hosting a luncheon meeting as a focus group

• Sending out a confidential email questionnaire

• Review records and databases including OSHA logs, first aid reports, insurance costs  

Once your needs assessment is complete, the Wellness Committee can review the results and begin planning and prioritizing program choices.  

Planning ought to be based on objectives and identified outcomes, Step 4 of the seven step process!

Typical Functions of a Wellness Committee –

• Reviewing needs and interests

• Brainstorming program ideas

• Planning activities

• Developing communication plans

• Promoting programs to colleagues

• Serving as champions of the Wellness Programs

• Assisting with evaluation  

Your Wellness Committee should be representative of all levels of the business.  Consider all areas of the workforce – multiple sites, shift staff members, diversity (race, gender, ethnicity), and departments.  

It’s also important to consider who’ll chair or co-chair the Wellness Committee and whether or not there are the finances to support a wellness manager or occupational health specialist, even on a part-time or contractual basis.  Click here for additional information on the advantages of a health specialist.  

Depending on your corporation size and resources, if you already have a corporation Safety Committee you may want to consider making it the Safety and Wellness Committee.  You can request volunteers or invite employees to participate.  

The number of Wellness Committee members depends on the size of your company; nonetheless, you need enough members to get the work done and yet not too many to keep it manageable, ordinarily a minimum of 4 members and maximum of 12 to 15 members.  

It’s important to include skeptics of wellness as well and not just those staff members already practicing healthful lifestyles.  

Depending on your worksite, consider representatives from the following areas –

• Staff Member representatives from a cross section of different departments,

• Management/leadership,

• Health and safety professional(s),

• Human resources  professional(s),

• Benefits staff or someone from finance,

• Your staff member assistance program (EAP) provider (if applicable), Click here for more information on EAPs

• Medical or occupational health staff (if applicable).

Establish an effective Wellness Committee!  the Wellness Committee ought to meet regularly with a planned agenda and action items.  Successful Wellness Committees have a shared mission, vision and goals.  

Members need to believe that their participation is worthwhile and appreciated, that their work is important, benefits the organization and peers, and they are recognized for their contributions. Refer to the NC Workplace Programs section for examples of what other corporations have implemented.

Genuine support from senior personnel also lends credibility to the wellness program.  It’s key that  senior level management be visible supporters and role models for your Wellness Program.

Staff Members need to be involved on a few levels so that they feel ownership of the wellness program.  Staff Members are the program stakeholders!  

All staff members should’ve an opportunity to provide input and feedback through needs and interest surveys and program evaluation tools.  The information accumulated must be used to plan programs that target those needs and interests to ensure participation, buy-in, and support.

There are several methods to identify worker needs and interests such as –

• Conducting Staff Member Focus Groups

• Discussing Wellness Interests During Department Meetings

• Distributing and Summarizing a Needs and Interest Survey

• Including an Opportunity to Give Suggestions on Each Examination Tool  

Any one or combination of several techniques will ensure that the wellness program meets what workers want.  Click here for a sample Needs and Interest Survey.

Step 3 provides additional information on determining wellness program needs.  But first, establishing a Wellness Committee can help you involve management and employees, determine need, and plan your wellness program.

Build Support Among All Levels of the Organization

A key to a successful Wellness Program requires management commitment and worker involvement.

Wellness Program Step 2 –  Form a Wellness Committee

An active Wellness Committee ensures employee involvement, provides buy-in, management support, and maintains a crew that is ready to take action to integrate wellness programs.

Wellness Program Step 3 –  Gather Data to Identify Key Needs and Expectations

The next critical component is to base the Wellness Program on the needs and interests of your company and its employees.

Wellness Program Step 4 –  Establish Goals and Objectives

Objectives and goals are the road maps to guide you where your program needs to go.   These are the foundation for planning and evaluating  activities to ensure that your wellness program is going to meet your unique needs.

Wellness Program Step 5 –  Create a Detailed Action Plan

There is no such thing as over planning!  the best of intentions can get lost, overstepped, or forgotten without adequate planning, and then it would be all for naught.

Wellness Program Step 6 –  Select and Implement a Plan

Armed with the needs assessment information, a Wellness Committee, and objectives and objectives, it’s now time to put your plan into action!

Wellness Program Step 7 –  Monitor and Evaluate Your Wellness Program

Investigation is a necessary step to keep a program on target, as well as to ensure that the program is reaching its objectives or achieving the desired results.

Summary

These Seven Steps outline considerations for a comprehensive approach to establish an effective wellness program.  Can you implement components of wellness activities without following these steps?  

Certainly, but you might not have the sustainability or ability to obtain desired outcomes.  Following the Seven Steps doesn’t have to be complicated or burdensome.  A very simple approach can achieve a successful wellness program!

As a result, to ensure a successful wellness program consider the key components as you plan your program or improve your current program –

• Senior Level Management Support and Staff Member Involvement

• Active Wellness Committee

• Program is Based on Worker Needs and Interests

• Objectives and Objectives are Established

• Detailed Action Plan Based on Resources and Budget

• Program Implementation and Internal Marketing

• Examination of Outcomes and Program

There are different wellness program design levels depending on desired outcomes and budgets.  Each level has advantages and disadvantages.  The intentions or results are quite different, are not interchangeable for obtaining the same results, and therefore should not be confused.  

For  instance, scheduling activities like an staff member health fair or lunchtime education sessions, or having  handouts available do not normally result in behavior change, but might increase awareness on a topic.  

When the goal is behavior change then a different design is required, such as Lifestyle/Behavior Change Programs and Organizational Support.  The outline below describes the wellness design levels with a brief explanation.

Awareness Programs –   at this level a company makes medical information available and accessible to workers.  This kind of program can include  pamphlets on a variety of topics, wellness articles in newsletters, bulletin board displays, e-mail health messages, etc.  

Additionally, most wellness fairs are designed as awareness programs with vendors providing information and providing biometric screenings to employees.  

Awareness programs are cheap and don’t require extensive employee or corporation time commitments.  However, these programs don’t ordinarily result in healthier behavior change.  

Increasing awareness is not normally enough to generate lifestyle changes for most person, unless used to motivate workers to register for a program being offered at the company or community on the topic.  

An example of this would be providing information on the harmful effects of use of tobacco and inviting employees who smoke to register for a use of tobacco cessation class.

Education Programs –   Educational programs often provide more information on a topic and can also provide time for questions and answers, but are similar to awareness programs.  An example is lunch-n-learn sessions on a health related topic.  

These cost the business a little more than awareness programs; nevertheless, they are still affordable and do not require a excellent deal of time for planning or attending a session.  

Again, increasing awareness and providing information may not lead to the desired behavior change unless ongoing support or incentives are also planned.

Lifestyle/Behavior Change Programs –   These programs are designed as 4 to 12 weekly sessions or seminars to provide wellness education, address barriers and provide opportunities to practice the desired skills.  

Behavior change programs accordingly require more business resources, cost more, and require more staff member commitment, time and effort.  The results are often the desired positive lifestyle change, which if sustained can lead to potential cost savings.  

Examples are use of tobacco cessation classes, weight loss and weight control meetings, or an ongoing fitness program.

Environmental and Organizational Support –   Environmental support is often considered the highest and most important level to include when designing your wellness program to support and maintain healthy behaviors.  

These types of design choices include policy changes like –

• Creating a smoke-free workplace

• Designating a walking path,

• Establishing onsite fitness clubs,

• Ensuring healthy vending machine selections,

• Offering healthy food choices in the cafeteria, and/or

• Establishing flex-time policies.  

Other examples include subsidizing healthful vending machines or cafeteria choices; reimbursing fitness center or weight loss and weight control program memberships; or providing insurance incentives for healthful behaviors.

Ideally, the wellness program design would include some of all these choices.  The more robust and integrated the approach, the more successful the results will be.  For example, a company can –

• have smoking cessation information available;
• can schedule a one hour awareness session on the harmful effects of smoking and how to quit;
• can begin an onsite use of tobacco cessation program,
• supply self quit use of tobacco kits, or
• support staff members to attend a community program; and/or
• on an environmental support level can establish a tobacco-free workplace and grounds,
• offer lower insurance premiums for non-smokers, or
• provide pharmacological quit smoke aids for free.

Wellness Program –  Components for Success

There are a few key components or elements that ought to be considered to ensure the success of your Wellness Program or wellness program.  These include –  

• Senior Management Support and Worker Involvement

• Active Wellness Committee

• Program is Based on Worker Needs and Interests

• Goals and Goals are Established

• Detailed Action Plan Based on Resources and Budget

• Program Implementation and Internal Advertising and Marketing

• Investigation of Outcomes and Program

• Lower Health Care Costs

• Decreased Injuries

• Lowered Absenteeism

• Increased Morale and Loyalty

• Higher Productivity

• Reduced Use of Health Care Benefits

• Lowered Workers’ Compensation / Disability

• Positive Perception in Community

• Lowered Turnover

• Better recruitment for skilled employees

What is NOT having a Wellness Program costing your company?  

Consider the health risk factors that are increasing chronic illnesss for adults –

• 59% of adults are overweight or obese

• More than 60 percent of American adults don’t exercise regularly

• More than 75% of adults do not consume the minimum recommendations for fruits and vegetables

• Heart disease is the most common cause of death and the leading cause of death in smokers

• 26% of staff members stated they were often or very often burned out or stressed by their work  

Healthcare Costs are Increasing –   Healthcare costs are at a record high of $1.7 trillion with no signs of holding steady let alone decreasing.  The average cost of annual healthcare spending is over $5,000 per individuals and with dependents nearly $10,000.  

Recent data shows that healthcare related expenses now cost North Carolina corporations thousands of dollars per worker, per year.

Most Illnesses can be Prevented –   Although it sounds unbelievable, specialists indicate that preventable disease makes up 60% – 70% of the entire burden of disease in the U.S.    

In North Carolina, it’s estimated that more than 53 percent of all deaths are preventable, and that 2/3 of all preventable deaths are due to tobacco use, physical inactivity, and poor nutrition.

Stress Levels are Increasing –   as business resources become less and businesses adopt leaner work practices, the effects of absenteeism and productivity lost have a greater impact.  

In a recent national poll, 78 percent of American Citizens described their jobs as stressful, and the majority felt that stress levels have become worse over the last 10 years.  Furthermore, high levels of organizational stress can adversely affect a company by increasing injuries, absenteeism, and health costs while reducing productivity.  

Simple solutions like stress management education, flexible work schedules, quality social interaction, and increased participation in company decision-making can improve stress levels in the workplace.

What is the Upfront Cost and Time Investment for a Wellness Program?

The cost depends on the type of Wellness Program implemented.  There are several options to promote worker health with advantages and disadvantages of each.  The program design depends on the objectives of the wellness program, the business resources, and the community resources available.  

Improving dietary practices, increasing exercise levels, managing stress or addressing work life balance issues, and reducing/eliminating tobacco use, are main strategies for preventing many of the most common preventable chronic diseases.

The possibilities of how your corporation addresses these issues are endless and can range from increasing staff member awareness, which could include buying a few  flyers on a variety of topics, and measuring walking distances around your facility.

Other possibilities include establishing organizational support such as funding a fulltime occupational health professional or building an onsite fitness center.  

When well planned and based on your objectives, any of these programs can help you succeed.  Refer below to Wellness Program Design Choices for more ideas.

Programs and policies that promote increased physical activity, use of tobacco avoidance and cessation, and healthful food selections are a few examples.  

Dimensions of Wellness

Wellness is more than physical fitness.  In addition to physical fitness, the dimensions of optimal health include

• Spiritual Wellness

• Emotional Wellness

• Social Wellness

• Intellectual Wellness

These dimensions are often depicted as a “life wheel” with examples of health components that include –

• fitness,
• nutrition,
• purpose in life,
• financial planning,
• social connections and support systems,
• stress management,
• mind-body health,
• career planning and
• continued learning.  

The key for individual health is keeping the “life wheel” in balance.  A robust wellness program addresses most, when not all, of these dimensions.

Why Corporate Wellness?

Employees spend a great deal of time on the job, and the truth is that our traditional work-week is increasing.  Indeed, the average American now works about 47 hours per week.  

Plus, technologies such as modems, laptops, cellular phones, voice and email have blurred the work-life boundary.  These realities cut down on the amount of time that the average individual can devote to wellness pursuits, and yet employees are expected to be at top performance when at work.

A recent study  by the American Association of Occupational Health Nurses found that corporate wellness or wellness programs are successful in helping workers make positive health changes due to a few factors like convenience, environmental support, and colleague or social acceptance.  

What’s the Link between Wellness and the Workplace?

Programs and policies that promote healthy behaviors may make a large difference on employee wellness AND have an impact on the corporation’s bottom line.   Studies have shown that for every dollar invested by employers in corporate wellness/wellness programs, there were savings ranging from $1.49 to $4.91 with a median savings of $3.14*.  

In company terms, that’s more than a 3 – 1 minimum return on investment – a number that is hard to ignore, and a best practice that should warrant serious consideration from companies.  

Truly, a corporate wellness literature review posted in Wellness Practitioner Journal found –  

• 19 studies found a 28.3% reduction in sick leave

• 16 studies demonstrated a 5.6 – 1 return on investment

• 23 showed a 26.1% reduction in medical costs

• 4 found a 30% reduction in direct medical and workers’ compensation claims

There is little doubt that a robust wellness program targeted to meet a corporation’s specific needs can save money by lowering absenteeism, lowering healthcare expenditures, lowering staff member turnover, and increasing productivity.

• U.S. Department of Health and Human Services, 2003

The Wellness Program management world is evolving quickly. Each month, there are new research findings that support the premise that Wellness Programs and disease management have a long-term impact on healthcare costs.

Many big companies that began Wellness Programs three to five years ago are showing savings in health, disability, and workers compensation costs. Small to mid-size companies are watching all this and wondering where to start with wellness.

Getting  executive management support and budget approval is among the challenges at the beginning of a Wellness Program. This is the case because Wellness Programs could be expensive, averaging $150-300 per staff member per year in big companies.

Most of the savings aren’t realized for a number of years. This long-term investing is hard for companies on the move.

The key to success for Wellness Programs is to take a strategic approach. Here are ten steps to consider when beginning a Wellness Program.

1. Begin with  senior management. Without  senior management support, a wellness strategy can fall flat. Begin with the health of your executive team and discover your wellness champions at the top of the organization.

2. Analyze the problem. Look at your healthcare claims and analyze the trends. Which conditions are driving your medical, disability, and workers’ compensation claims and which are modifiable? What’s worked and what hasn’t as a result far? What is the long-term impact of doing nothing?

3. Hold an initial wellness meeting. Invite your key stakeholders both inside and outside the company. Ask your broker to facilitate the meeting and invite key health providers including health, disability, Staff Member Assistance Program (EAP), fitness, and occupational nursing.

Review claims and utilization data and identify key areas of concern. Look at current offerings and see how they can be tailored to the needs of the population.

4. Consider both healthy and unhealthy workers. Since 85% of claims are typically attributed to 15% of claimants, it’s essential to reach those with the most expensive conditions while also reaching people  who are at risk for developing preventable diseases in the future.

Voluntary wellness programs like lunchtime wellness seminars miss many of the individuals  who need them most. Consider programs that are population-wide or target intact workgroups. Wellness incentives help but do not motivate everyone.

5. Be sure to set short-term objectives for the wellness programs. Be sure to set some realistic short-term objectives based on your key areas of concern. Are there any plan design changes that could’ve an immediate impact on spending? Are there some programmatic actions that could’ve immediate results?

6. Find out what staff members are thinking. Hold some focus groups to determine where individuals  are with wellness. What’s working? What isn’t? How much interest do individuals  have in the Wellness Programs? What obstacles and barriers are staff members experiencing when they try to change behavior?

7. Make sure you’ve a high-impact Worker Assistance Program (EAP). Your first wellness dollars should go into upgrading your Worker Assistance Program (EAP). A highly utilized Worker Assistance Program (EAP) can provide a foundation for all your future wellness activities.

A good Employee Assistance Program (EAP) is a trusted link to the hearts and minds of employees. at no additional cost, the Employee Assistance Program (EAP) can provide needed follow-up coaching and personal attention for employees who are working on modifiable health behaviors or involved in disease management (DM) programs.

Nutritionists, fitness, pregnancy, and stress management experts are all part of a high-value Worker Assistance Program (EAP).

8. Be sure to set three to five year objectives for health care savings and measure them. Get help from your broker and insurance carrier help you on long-term objectives for your health, disability, and staff members compensation plans.

Establish program metrics that will help you to measure ROI. Go beyond participation rates, completion rates and program satisfaction. Measure changes in readiness, changes in behavior, and changes in risk factors. Establish rigorous methods to measure health care savings over the long term.

9. Make certain to set goals for organizational health. Consider the more intangible advantages of a wellness program and quantify them whenever possible. Include worker turnover rates, cost of new hires, worker morale, benefit satisfaction data, and corporation of choice issues in setting goals. Establish ways to measure success in these areas.

10. Add specifics to your short and long-term plan. Include a program strategy, a communication strategy, and an incentive strategy that’ll fit with your corporate culture. Focus on integration of related components along a health continuum with communications that are focused, simple, and human.

Establish a budget that includes key components like consumer education, wellness, health risk (assessment|appraisal}s, and regular biometric screens.

The worksite organizational culture and environment are powerful influences on behavior and this needs to be put to use to helping workers to adopt a healthier lifestyle. Benefits to Wellness Programs include –  

• Weight reduction

• Improved physical fitness

• Increased stamina

• Lower levels of stress

• Increased wellness, self-image and self-esteem

Employers can also benefit from Wellness Programs. As reported by recent research, employers’ benefits are –

• Enhanced recruitment and retention of healthy employees

• Reduced health care costs

• Decreased rates of illness and injuries

• Reduced worker absenteeism

• Improved worker relations and morale

• Increased productivity

A USA  Department of Health and Human Services report revealed that at worksites with exercise programs as components of their Wellness Programs have –

• Decreased health care costs by 20 to 55%

• Decreased short-term sick time by six to 32%

• Increased productivity by two to 52 percent

Thanks to modern medicine, life expectancy for American Citizens has continually increased. How much we enjoy these additional years, nonetheless, depends greatly on how we’ve lived our lives.

When our quality of life is to remain high so that we can fully enjoy these extra years, we must practice good eating habits, be active and refrain from using tobacco products.