Wellness programs are a smart way for companies and their human resources teams to engage employees. Adding benefits that provide a healthier workplace can both attract and retain workers. Yet, each business is different and is filled with employees at various levels of well-being. To make a wellness program as successful as possible, employers have to cater to their audience. Here are five ways a company can develop a tailored and engaging wellness program:
1. Survey employees
The wellness program must meet the needs of employees, so businesses should ask deep questions that determine what health tools are important. It's sometimes difficult for workers to share their health risks, so keep the survey anonymous. Using a closed-form questionnaire makes the results easier to calculate, according to Hope Health. Furthermore, companies should include a section for suggestions, comments or questions within the survey to better understand the interests of employees.
2. Include all realms of health
When creating a wellness program, physical health may be the first thing that comes to the minds of many businesses. However, a good plan extends past physical concerns and includes other areas that relate to employees' well-being. Social and financial issues can also impact work efficiency, meaning companies should look beyond basic health to develop a completely well-rounded wellness plan.
3. Explore cost-effective measures
Wellness programs are an investment in a company's workforce, but that doesn't mean businesses shouldn't consider ways to make them beneficial for their bottom line. For instance, the Affordable Care Act offers incentives for employers who implement wellness programs, according to the U.S. Small Business Administration. These include "particpatory wellness programs," such as gym memberships. The U.S. Department of Labor stated programs that reimburse the cost of membership to fitness centers fall under this purview. In this way, companies can promote a healthier workplace and hopefully cut down on lost productivity due to ill health through gym memberships while also offsetting costs through specialized tax breaks.
4. Create a wellness network
Talking about health and well-being is hard for many workers. Employees may avoid health-related activities to avoid feeling judged. To display an environment of positivity, employers should gather a group of wellness champions to promote the benefits of the program, The Uprising suggested. These health champions will have a vested interest in the company wellness program and can spread awareness. Seeing their fellow employees and friends participating in the health plan will encourage hesitant workers to join as well.
5. Create a healthy workplace
A wellness program is not limited to activities that take place outside the office. Instead, companies should ensure that the workplace is a healthy as possible, including providing nutritious snacks and examples of exercises employees can complete at their desks to stay active throughout the day, to name a few. Businesses should include organizational policies in their wellness plans to encourage workers to be as vigilant about their well-being in the office as they are out of the workplace, according to Shape Up. This will create a positive culture that will help employees stay on their wellness routine.
6. Start from the top
Employees want to know that upper management not only supports a company's wellness program, but partakes in it, too. Businesses should enlist senior leaders to promote the health plan and encourage management to direct one of the initiatives to show senior support. Seeing their bosses engaged in the wellness program will encourage more workers to join in the effort to stay healthy. In addition, make sure employees know they can talk with the upper level leaders about their recommendations for the program. Increasing camaraderie between leaders and their employees will create a sense of valued opinions.
To ensure the creation of a successful wellness program, there are several steps that HR can take. Most importantly, however, is getting as much of the workplace engaged in the plan as possible. Surveying employees and showcasing senior leaders within the program can have an engaging effect on hesitant workers. A company's demonstration of its interest in employees' well-being can not only attract valuable hires, but retain current workers for the long haul.
