Providing wellness at work hasn’t always been a best practice, but it is today.
I’ve spent the last 20 years working with organizations on their wellness benefits and have always advocated for an integrated approach. Meaning, let’s work to make sure every employee benefit is considered when implementing a benefits strategy.
Early on, I would occasionally encounter pushback from leaders who didn’t want to appear maternalistic/paternalistic. I rarely get pushback like that today.
Before I go any further, a definition of workplace wellness is:
Any workplace health promotion activity or organizational policy designed to support healthy behavior among employees and to improve health outcomes.
If you desire happy, healthy and productive employees, that’s what I’m going to help you get. Here’s what I’ll cover:
Let’s go!
What are the problems a wellness program can help solve?
As a country, we’re facing a lot of big problems. Many of us are overweight and struggling with diabetes or prediabetes.
Stress and mental health problems are impacting an ever-increasing population.
Depending on the survey, half of us are broke and living paycheck-to-paycheck.
There are a lot of reasons behind the problems, and our busy lives are exponentially multiplying them.
Think about all the things limited time and attention are affecting:
This list could go on and on, but you get the idea. We’re all stretched very thin.
What are the solutions to those problems?
Since we’re struggling to carve out personal time to address our physical, mental and financial needs, implementing a wellness program at work can help.
We need:
We want:
What results can we expect?
Solutions to enormous problems take time. When you commit to a long-term program, you can expect incremental change.
You can expect the confidence of your employees to grow with new learning.
You can expect the health of your employees to improve.
When those things happen, you also get the benefits you we’re looking for when you started thinking about a wellness program; happy, healthy and more productive employees.
You’ll gain raving fans as employees who benefited from these programs. You’ll create a more positive and dynamic culture. You’ll create an even better place to work.
How do we make it happen?
There is certainly an immense amount of free information available on the internet, so it’s more than possible to DIY your wellness program.
My recommendation is to engage with a firm that does this full-time. We have a wonderful Partner in FitPros that does great work. They can design a program that makes sense for you and your company.
Many insurance companies today make “wellness dollars” available for programs like these. I encourage you to reach out to yours to see what resources you can tap into.
Feel free to reach out to us with any questions or to get connected with someone who can help you develop your wellness program!
Here are some applicable episodes of the LifeBlood podcast
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