Organizations worldwide are questioning whether they should invest in employee wellness programs. They have heard mixed reviews about these programs. As with any workplace initiative, some wellness programs succeed, and others fail. The design and execution of this program determine its outcome.
Ongoing Efforts
The most significant indicator of a program’s success is its integration into the workplace. Solitary initiatives rarely work. A company cannot administer health risk assessments without any follow-up and expect to see good results.
The corporate wellness program must do more than send questionnaires or conduct routine biometric screenings. Paying employees to change their habits doesn’t typically work, and sending employees to the company’s health plan website is ineffective. Knowing what doesn’t work is helpful, but the company must also know what initiatives to implement to make this program successful.
Committed Leaders
If company leaders aren’t committed to the wellness program, it won’t succeed. This commitment cannot be demonstrated only when the program is initiated. It must be ongoing, and employees’ health must be a core part of the company’s vision and purpose. Leaders encourage employees to participate in the program and lead by example. They routinely participate in the offerings.
Company leaders also need to cultivate a culture of health. Every aspect of the business, from its policies to work activities, must support employees’ mental, physical, emotional, social, and financial health. Flexible work schedules, worker autonomy, and social support are three ways a company can establish this culture.
Employers should not introduce a wellness plan and then impose it on workers. Workers need to take ownership of the company. They are more willing to do so when they understand the program’s benefits and have a say in its operations. Surveys and focus groups help gather this information, or the company may establish wellness committees to learn more about what employees want from the program.
The company must communicate with employees to increase engagement in the wellness program. The messaging needs to focus on how the program works, its benefits, and how to get involved. Communications should occur regularly across multiple channels and vary in content and presentation to attract workers’ attention.
Smart incentives are another way to engage employees. Wisely chosen incentives increase participation rates and keep employees engaged and motivated. Employers must find ways to help workers move from external incentives to internal ones so they want to participate even when an activity isn’t incentivized.
Measuring Success
To ensure its success, the wellness program must undergo regular evaluations. Baseline data must be collected and monitored to determine the effectiveness of program initiatives. The company should measure the program’s return on investment and its value. The value of the investment allows employers to determine the program’s impact on the organization’s core priorities. It looks at employee morale, talent attraction and retention, and loyalty.
Wellness programs are found in countless companies today. However, just because a program is in place doesn’t mean employees use its offerings or receive benefits. Business leaders must recognize this and develop programs that encourage employees to participate. To do so, they must learn what works and why in order to develop and support a healthy company culture.
Health programs must be coupled with organizational change interventions. While this integration isn’t always easy, it is worth it in the long run. The company and its workers will benefit for years to come.
