Employer Wellness

A lot of organizations recognize the need for a comprehensive strategy to help their employees be the best they can be.

They also know that successful and sustainable wellness programs are much more than several “lunch and learn” programs.

Your wellness program ought to include a wide range of key elements, including –

• A clear agenda or statement of objectives.

• A plan characterized by passion.

• an effective leader who is creative and organized.

• A focus on short-term outcomes combined with an overall vision.

• A measurable strategy (what’s important gets measured!).

• A policy of celebrating and communicating success.

Planning Your Wellness Program

Plan carefully to ensure that your wellness program is seen as part of a wide commitment to maintaining the health and safety of all staff members. Yes, creating a good plan takes a lot of effort and time (and sometimes resources).

But planning is essential and well worth the investment required. as the saying goes, “failing to plan is planning to fail.”

You could start by conducting a recent survey of employee needs and interests. If you take this route, pay attention to the results and plan as a result. If you don’t, the employees won’t support the program.

Collecting information about what you are already offering is also a good idea. for  instance, you could be surprised by your company or corporation’s current wellness and health policies.

Another important step is to establish an agenda and/or measurable objectives to help you determine priorities, timelines and the resources required to launch the program. be bold and creative in your planning, but also realistic.

Leadership

The leader of your wellness program ought to be able to wear many hats. the leader’s duties include –

• Developing a vision of the wellness program after receiving input from all interested workers.

• Communicating ideas and a rationale throughout the organization (to senior managers and fellow workers alike).

• Keeping others enthusiastic about and committed to a wellness program.

• Serving as a role model and wellness coach.

• Developing and maintaining leadership skills such as giving effective presentations and being well-organized.

Good leaders avoid becoming overwhelmed by overly ambitious and complex plans. You might want to stick to short-term objectives at the starting so that you get immediate and visible results.

These first steps are the basis for a successful wellness program.

Good leaders involve as many people  as possible in the program. for example, you will want to form a committee made up of a diverse group of workers to provide advice during the planning phase. This approach will –

• Make sure to help you to obtain valuable information from all parts of the corporation.

• Develop ambassadors who will help you implement the wellness program.

Keeping Score and Celebrating

Always keep in mindhow you’ll monitor progress and evaluate the success of your wellness program. Examination allows you to –

• Identify areas of excellence.

• Identify factors that affect participation in your programs.

• Gain management’s support for your efforts (and maintain that support).

• Better understand issues that need attention.

• Learn from mistakes and change the program to keep it on the right track.

When you evaluate your program, you are able to measure such things as –

• Worker absences.

• Worker turnover rates.

• the cost of your staff member assistance program.

• the cost of benefits, including short-term and long-term disability payments.

• the cost of your drug plan.

• Accident rates and safety records.

• Employees’ participation in wellness programs (and whether they’re staying in the programs).

• Changes in employees’ health habits.

• Level of employees’ awareness of healthful lifestyle issues.

• Results of your environmental wellness audit.

• Other noticeable changes in areas such as morale and job satisfaction.

A good communications plan provides ongoing information to workers (including senior managers) and fosters excitement about the wellness program.

Positive reinforcement is part of an effective communications plan. for example, you might recognize people  who have assisted set up the program or offer tangible rewards for achieving goals.

Everyone needs to know whether employees are getting involved, enjoying the activities and getting some benefit from them. Showing that a wellness program has financial benefits is often an important factor in maintaining strong support from the top.

If you pay attention to the key elements of your wellness program and communicate openly and continuously while planning and delivering it, you will lay a solid foundation and leave a legacy that lasts.