Wellness Programs: Making the Decision
WELLNESS PROGRAMS: MAKING THE DECISION
EXECUTIVE SUMMARY
“Work place wellness is an organized, employer-sponsored program that is designed to support employees (and sometimes their families) as they adopt and sustain behaviours that reduce health risks, improve quality of life, enhance personal effectiveness, and benefit the organization’s bottom line” (Berry, 2010). This definition covers the relevant components of all-inclusive wellness programs. Companies want to gain benefits of wellness programs while avoiding problems.
BENEFITS
Higher Productivity results in an elevated level of output by employees taking advantage of wellness programs.
Higher employee morale and loyalty build employee trust in management and create a positive work environment where employees are more likely to stay with the company.
Lower health care costs improve the company’s bottom line and encourage management to value wellness programs.
PROBLEMS OF WELLNESS PROGRAMS
Management disinterest negatively affects the success of corporate wellness programs.
Measurement of wellness programs presents a challenge to corporations and may make or break the success of the program.
Low employee participation levels present a challenge to successful programs.
RECOMMENDATIONS
1. Establish leadership and obtain support from the “top”.
2. Develop support from everyone.
3. Acknowledge current, informal activities and collect baseline data.
4. Identify the key needs and expectations of the workplace.
5. Develop a detailed plan.
6. Put the plan into action.
7. Monitor, evaluate, and maintain the program.
INTRODUCTION
What is a corporate wellness program? What are the benefits? What are the inherent problems and possible solutions for effective programs? Finally, how can an effective wellness program be implemented? All of these questions are relevant to a company considering the establishment of a wellness program. Companies want to reap the benefits of
EXECUTIVE SUMMARY
“Work place wellness is an organized, employer-sponsored program that is designed to support employees (and sometimes their families) as they adopt and sustain behaviours that reduce health risks, improve quality of life, enhance personal effectiveness, and benefit the organization’s bottom line” (Berry, 2010). This definition covers the relevant components of all-inclusive wellness programs. Companies want to gain benefits of wellness programs while avoiding problems.
BENEFITS
Higher Productivity results in an elevated level of output by employees taking advantage of wellness programs.
Higher employee morale and loyalty build employee trust in management and create a positive work environment where employees are more likely to stay with the company.
Lower health care costs improve the company’s bottom line and encourage management to value wellness programs.
PROBLEMS OF WELLNESS PROGRAMS
Management disinterest negatively affects the success of corporate wellness programs.
Measurement of wellness programs presents a challenge to corporations and may make or break the success of the program.
Low employee participation levels present a challenge to successful programs.
RECOMMENDATIONS
1. Establish leadership and obtain support from the “top”.
2. Develop support from everyone.
3. Acknowledge current, informal activities and collect baseline data.
4. Identify the key needs and expectations of the workplace.
5. Develop a detailed plan.
6. Put the plan into action.
7. Monitor, evaluate, and maintain the program.
INTRODUCTION
What is a corporate wellness program? What are the benefits? What are the inherent problems and possible solutions for effective programs? Finally, how can an effective wellness program be implemented? All of these questions are relevant to a company considering the establishment of a wellness program. Companies want to reap the benefits of
Cited: Berry, L. L. (2010, December). What 's the Hard Return on Employee Wellness Programs? Harvard Business Review , 88 (12), pp. 104-112. Brown, M. (1996, July). Survival of the Fittest. Management Today , p. 74. Canadian Centre for Occupational Health and Safety. (2009, February 2). Workplace Health and Wellness Program-Getting Started. Retrieved November 3, 2011 from CCOHS:http://www.ccohs.ca/oshanswers/pyschosicial/wellness-programs.html Cooper, C Employee Wellness Programs. (2007). Employee Wellness Programs Simplified. Retrieved October 27, 2011 from http://www.employee-wellness-programs.com/employee-wellness-programs.html Hillier, D Infinite Wellness Solutions. (2006). Corporate Wellness Programs. Retrieved October 26, 2011 from http://www.infinitewellnesssolutions.com/corporate-wellness-programs.html Lindahl, E Mulvihill, M. (2003, 4th Quarter). The Definition and Core Practices of Wellness. Journal of Employee Assistance , 13-15. North Carolina Health and Wellness Trust Fund. (2004). Workplace Wellness Toolkit. Retrieved October 27, 2011 from fittogether: www.fittogethernc.org/workplacewellnessabout.aspx#top Regence