Employee wellness programs help foster a healthier and more productive workplace. These programs are often an employer-sponsored initiative designed to promote employees’ physical, mental, and emotional well-being and can take many forms.
Wellness programs provide many benefits to the organization as well as the employee. If your program is well-structured, your organization could better manage health care benefits costs, reduce absenteeism, improve employee retention, and enhance your culture. If you’re considering rolling a wellness program out, or if you already have one in place, consider these fundamental building blocks to help ensure your approach is practical, effective, and sustainable.
Straightforward Design
Imagine an organization introducing its new employee wellness program with an email that reads, “Welcome aboard! Attached is a 200-page guide, featuring a complex point system that will determine whether you qualify for incentives and a lengthy glossary of medical terminology.”
See the problem? The quickest way to derail participation is by overcomplicating the rollout. Granted, any type of employee wellness program will inevitably have a learning curve. But the simpler the design, the easier it will be to explain and implement. Remember that you can update and increase a program’s complexity as it becomes more ingrained in your organization’s culture.
Clear Communication
Strong program communication is also paramount. Write, format, and organize materials clearly and concisely. Be creative with the design and language to capture employees’ interest. Just keep in mind that the content must be sensitive to the fact that the program addresses inherently personal issues of health and well-being.
If you don’t have anyone in-house who can handle these criteria, consider engaging a consultant. In addition, ask your attorney to review all program materials for compliance purposes.
Well-Vetted Vendors
For most organizations, outside vendors provide the bulk of employee wellness program services and activities. These may include:
- Seminars on healthy life and work habits
- Smoking cessation workshops
- Fitness coaching
- Healthful food options in the break room and cafeteria
- Runs, walks or other friendly competitive or charitable events
It’s critical to thoroughly vet providers and engage only those that are skilled and qualified. Neglecting to do so could mean that, even if you create and communicate a solid program, it will likely fail once employees show up to participate and are disappointed by the experience. Quality partnerships build credibility and lasting engagement.
A Strategic Investment
Developing an employee wellness program may be a wise decision for both your employees and organization. If you’re just getting started, build it on the fundamentals mentioned. And if you already have a program up and running, closely monitor participation and outcomes so you can make informed adjustments that enhance its long-term value. We’d be happy to help you establish a realistic budget, identify potential tax advantages, and measure the financial return on your investment. Contact us today.
