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If you're considering a corporate wellness program for your company, then you're already on the right track. Healthier employees result in better productivity, higher engagement and reduced sick days. But before you jump in head first, it's good to slow down and ask some pertinent questions. Having a concrete plan will not only be successful, it will also be relevant to your people.
This article will present five questions to consider before commencing a wellness program, and assist in understanding implementation with a practical and easy style.
The first step in any workplace wellness program guide is knowing your "why." Are you trying to reduce absenteeism? Are you trying to improve employee morale? Are you trying to cut down on healthcare costs? Without directing your efforts toward specific goals, you run the risk of your program turning into simply a box-tick exercise - rather than a genuine engagement.
For instance, your company might be dealing with high levels of stress and providing access to meditation or counselling benefits might make sense. However, if inactivity is the concern, then a fitness challenge or standing desk may provide a more appropriate fit.
Having goals will also ensure measures of success. Remember, corporate wellness program checklists always start with the directive to "define objectives."
A wellness program is not a universal fix. Be sure to have surveys done, town halls, or collect anonymous feedback to find out what actually matters to your employees. You may get some surprises from what you expected. Leaders may think employees all want a fancy fitness membership, but they may just want flexible working hours to work on their mental health, or to learn about nutrition.
By asking this question, you set yourself up for the best buy-in from the start. Employees feel they are being heard, and the wellness program does not become something that looks good on paper, but doesn't translate into results in the real world.
Before diving head first into implementation, it's wise to ensure, as a company-wide initiative, you have the budget, marketing, and capacity for it. Consider:
Often best to start slow. Even if you start by simply providing healthier snacks or walking groups for lunch is a management action. You can always expand it later. This also aligns perfectly with the concept of how to start a corporate wellness program - start with something small and achievable, demonstrates action, and can build momentum.
Understanding how you will measure success is critical because if you're not tracking any metrics, it's going to be difficult to calculate ROI or potentially improve. Depending on how you started, success could be measured by a variety of metrics: maybe fewer sick days taken, higher satisfaction survey scores, distribution of participation.
Metrics are also useful for communicating the benefits of corporate wellness programs with stakeholders because when you can refer to hard data as evidence, like showing average stress levels are decreasing, and productivity is improving, it makes the ROI tangible for everyone, from the CEO to team lead.
The novelty of a new initiative can quickly wane though. If you want to avoid abandonment, think about long-term solutions for sustainability.
Remember, execution matters more than intention. This is where tips for running a successful corporate wellness strategy comes in. Employees who are engaged are much more likely to stick with it and fine-tuning will help keep your initiative current.
For those who prefer completion-oriented plans, here's a concise checklist you can use to recap the corporate wellness program:
Working through these questions is much more than a planning process; it's how you create a valuable employee experience that actually works.
Undoubtedly, great corporate wellness programs take time to develop, and a series of questions, listening to employees, and a commitment to improvement and development. That said, used deliberately Corporate Wellbeing Programs can improve a company culture as much as an individual's health.
That's why it is so important to consider these five questions before you think of committing to action. They could form the basis for a healthier, happier and more productive workplace.
A: The investment into wellness programs has direct and indirect returns based on the savings from health claims, improved morale amongst employees, and productivity. The bottom line is that organizations benefit from corporate wellness programs - the benefits conferred to the employee impact employers indirectly.
A: When considering how to develop a corporate wellness program, start small. Look for no cost or low-cost options like team walks, meditation breaks, and online sources. The goal is to establish habits prior to making big expenditures.
A: As a rule of thumb aim to review your program once a quarter or once every six months. Updates should be based on employee feedback so that the program stays fresh and viable. This follows the above-mentioned principle of checking in with employees on a regular basis.
A: Develop programs that reach all aspects of the personality spectrum. Include variety so that you can appeal to various preferences. For instance wellness programs should include incentives; programs through gamification; smaller team capsule challenges where the efforts are recognized by the organization and teammates.
A: Yes. Healthier employees are more focused, engaged and less absent at work. The data overwhelmingly supports that good workplace wellness programs guide is clear. If you looked, measure it.
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