Successful company wellness is a core value and a permanent business strategy. This tells employees that the company values the potential of whole engaged people; not just lower health care costs, Absenteeism, and Presenteeism.
Like any successful business endeavor, a successful wellness strategy requires a strategic plan, including:
–Leader support –a business case –an ROI model
–Ownership –Vision & mission –a data set
In this phase, leadership and core team members unite around a vision, goals, values, methods and plan. The business infrastructure necessary for long term support and transparent culture change is implemented. At the same time decision makers begin their own 1-on-1 or small group coaching programs. They acquire firsthand experience of how a health journey works and its guiding principles. Decision makers need this understanding before they can effectively choose activities and changes that maximize wellness and ROI for the entire organization.
Good knowledge makes for good decisions. Needed areas of understanding include:
–Employee needs and interests –Lifestyle & health risks
–Work environment –Actual biomedical results
A well-managed assessment will begin the process of inclusion and participation. Asking and including employees will grow their interest and encourage ownership. This data is also the basis for creating leading and lagging indicators that will be used to evaluate results and predict future outcomes.
The implementation phase consists of the activities, education, coaching, communication, and incentives introduced. It is the program that employees see. Since all areas of an employee’s life impact their health and work, activities can and should address the most problematic. These include:
–Physical –Financial –Intellectual –Spiritual
–Career –Family –Social
All program components should be designed to create long term behavior change. Prioritizing highest impact investments and most effective incentive types is key to success.
Knowing your data set and how you measure your organization’s success before you implement is important. What to expect from leading or lagging measures should be known. Some measures commonly used are:
–Participation –Presenteeism –Satisfaction
–Absenteeism –Lifestyle behaviors –Health risks
–Productivity –Health care costs –Environment
–Attrition –Policy change –Retention