One of the most critical determinants on whether your employee wellness plan is going to give you the results you desire is executive and management engagement and support. Like most other initiatives in the corporate world, wellness too needs to be a topdown strategy.
A Towers Watson 2012 Global Study shows that only 42% of employees say that their managers support policies that promote health in the workplace. Only 45% of employees say that their manager has a genuine care for their wellbeing. These numbers are pretty depressing, but fret not! Below are five tips on how to increase penetration and engagement as well as ensure that your culture does not support the numbers aforementioned in the study above.
1. Offer an Employee Wellness Program
The scope of employee wellness programs range from simple health risk assessments and onsite screening days to full onsite fitness center and health promotion management. To find out what is right for your company you will need to assess the culture, needs of the employee and also survey them to see what they want. A third party fitness center like NAKOA can help you address these needs and build a custom solution. Or contact your insurance broker to see what offerings you may already have access to but just aren’t utilizing yet.
2. Make Sure That Wellness is the Foundation of Your Business Strategy
What are your company’s core values, visions and goals? Sure, all companies want to be profitable but do you; 1. want to be profitable on the backs of your unhealthy employees who sit at a desk 10 hours a day and cost you tens of thousands in insurance costs or 2. want to be profitable because your employees are healthy, happy, more productive, present, focused and engaged? As an employer I would always chose two, express this in your values, visions, goals and even mission statement. This may be a cultural shift for your organization but it is imperative to your success.
3. Have Your Leaders Pave the Way
This goes back to those 42% of managers who support their employee wellness initiatives. You need to have a majority if not all leaders on board with any wellness initiatives so that employees who want to engage can and those who aren’t so keen on wellness start to come around to the idea based on the culture that the leaders build. In short, the leaders need to take part in the wellness offerings in order to set the tone for the rest of the employees. This is true of any corporate initiative, including wellness.
4. Offer Wellness Incentives
Most companies offer the low hanging fruit of a $100 or so for filling out the health risk assessment each year. This allows your insurance company and benefits department to figure out how your population is doing. Offering an incentive, usually monetary or paid time off, are great ways to penetrate your population and get them engaged in activities that can benefit your ROI. If you’re looking for other incentives you can offer contact us for ideas or contact your insurance broker to see if they can help offer incentives.
5. Measure Your Results
This should be pretty obvious at this point. If you’re taking efforts towards increasing your employee health base and as a result your return on investment then you should be tracking what works!