How to Start a Workplace Wellness Program
Workplace Wellness programs have the proven ability to lower healthcare costs, reduce disability claims and lower absenteeism dramatically. Workplace Wellness programs do far more than just “pay for themselves,” they also generate big savings to the bottom line.
Small business should be aware that it has been proven that these programs have a dynamic effect on the bottom line, regardless of the company’s size. A study published in the American Journal of Health Promotion on workplace wellness programs showed a 26 percent reduction in health care costs, 26 percent reduction in sick leaves, and a 32 percent reduction in request for workers’ compensation and disability claims.
A wellness program is far more than a fitness center or gym membership. It’s a rewarding long term commitment to disseminate educational recommendations, health reminders, wellness tips and useful resources that empower employees to make better daily choices--and in some cases, rewarding those to make improvements.
Wellness programs are relatively inexpensive to implement also. Unfortunately, it would seem businesses, particularly small ones, don’t realize this. In fact, only a minority of small businesses offer any sort of wellness programs. According to the 2004 Worksite Health Promotion Survey, small companies fell short in pretty much every health promoting activity and program compared to larger organizations.
An Employer Can Start Small
Disseminating some information on healthy living, prevention and coping skills, sending a few surveys and providing healthier snack options in the vending machines are better than nothing. Some program administrators recommend inexpensive mobile health apps or wearable devices to track activity and calories. Employers can even create incentives for employees to set and reach daily activity goals. As a company’s culture starts to become more wellness-aware, its employees are more likely to quit smoking, exercise and make healthier daily choices on their own. With no shortage of free content providers such as Wellness.com, a single health-conscious individual can act as the program administrator in just a few hours per week.
Assessing Your Wellness Program Needs
The company’s primary insurance provider can supply a Health Risk Appraisal. This questionnaire identifies risk factors and lifestyle issues ranging from smoking and eating habits to exercise and coping skills. It uses them to assess where and which health programs are most needed.You can also list any initiative that the company is willing to offer. A lot of companies lean towards programs that help stop smoking. Yet employees without a lot of smokers might lean towards programs that promote weight loss or getting in shape. Getting input from employees using surveys can help. It’s likely the best way to compile a well rounded program.
Have an in-depth conversation with your company’s insurance agent. In some cases they may offer recommendations, discounts and incentives for implementing a program.
Designing Your Workplace Wellness Program
Space and budgets don’t have to be limiting factors in putting together the best programs and services available. There are low cost and free websites that are excellent resources for starting wellness programs. There are articles, quizzes, pedometers and other engaging activities. See the free links and resources you can use at the end of this article.Companies can create cross department competitions for something as simple as drinking more water, walking on lunch breaks or losing the most weight over a designated period. It’s been found that these incentives have resulted in improved biometrics among employees. Almost three-quarters of participants maintained the healthy habits anywhere between six and twelve months later.
Look to develop and employ continued efforts. Smoke free environments, eating healthier, hosting weight management meetings, and other consistent events encouraging employee participation can all be excellent components of a strong wellness program. Avoid relying on one time luncheons with speakers, or handing out pamphlets as a sole means. An extremely effective wellness program is incorporated into the business, making it as much a part of the employee experience as using their computer.
Never forget the path to wellness will be different for every individual. Beginning to improve one’s life must start with getting them to engage, to educate the employee in mental, physical, emotional and financial management. Choosing a wellness program that can offer what your employees will best benefit from will be critical, reducing indirect and direct health costs, enhancing employee productivity and, most vital of all, teaching and motivating employees to live healthier.
Conclusion
Workplace wellness programs should be tailored to fit a company’s needs utilizing the personal factors of each participant. Take advantage of programs that educate and inform on topics ranging from healthy living and fitness to prevention and coping skills. Comprehensive workplace wellness programs will also recommend telemedicine enabled providers and might also include discounted services such as gym memberships and healthy lunches. Comprehensive programs may also address ongoing health conditions and cancer screening. While workplace wellness programs are relatively easy to put in place and require a little due diligence on the part of the employer, the results have proven to be beneficial to productivity, employee morale and the bottom line.
Partnering with a wellness program specialist can be a valuable time saver and great resource. They have the experience and the teams that can put together the most flexible program to match your specific needs. Location is not necessarily relevant. These programs can be put together from afar and across multiple locations through the utilization of the Internet, telephone conferencing and other modern tech. Whether beginning with small steps or leaping into a comprehensive program, as long as your company is promoting healthy living, prevention and offering useful health and wellness resources, you’re off to a great start.
Employees can become Wellness.com members and start receiving healthy living tips, advice on prevention and great resources for free. Be sure to ask your email server administrator to “white-list” any email coming from @wellness.com so it isn’t treated as junk mail.
Free Wellness Program Resources
http://wellnessproposals.com/wellness-library/heal...
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Consider speaking with a professional at one of these companies:
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