Companies of all types and sizes across America believe in the potential of work site wellness. They have discovered that the strength behind a successful work environment is supporting the health and welfare of their employees. And rather than view the cost of wellness as a “sacrifice,” they see it as an investment in their primary asset – people.
Why is it that we must succumb to illness, anxieties and profit loss in order that we learn the importance of taking care of the workforce that keeps our companies moving ahead? Gone are the days of working employees to the bone, only to spit them out through that revolving door of newer, bigger, faster, stronger. The cost of taking care of stressed out employees, far out weighs the cost of proactive measures to keep them well.
It's been largely reported that the ROI for every dollar spent on wellness for employees ranges from $3-16 per every dollar spent. That's an incredible ROI. And this is a guaranteed ROI if you do it right. Putting in place a blanket initiative of "get $20 back when you go to the gym 12 per month" doesn't work. Nor does just having a yearly health fair or having great walking paths outside your corporate headquarters. Don't get me wrong, those are great incentives -- for the right participant. But what about those who are too stressed out to even access those programs? Those who have a double workload due to the rest of the staff being laid off -- or with 3 kids in college, a looming divorce and 2 mortgages -- or the ones who are so overweight they require special furniture, access routes into the building and breaks to check their blood sugar every hour? What about those employees?
Why is it that we must succumb to illness, anxieties and profit loss in order that we learn the importance of taking care of the workforce that keeps our companies moving ahead? Gone are the days of working employees to the bone, only to spit them out through that revolving door of newer, bigger, faster, stronger. The cost of taking care of stressed out employees, far out weighs the cost of proactive measures to keep them well.
It's been largely reported that the ROI for every dollar spent on wellness for employees ranges from $3-16 per every dollar spent. That's an incredible ROI. And this is a guaranteed ROI if you do it right. Putting in place a blanket initiative of "get $20 back when you go to the gym 12 per month" doesn't work. Nor does just having a yearly health fair or having great walking paths outside your corporate headquarters. Don't get me wrong, those are great incentives -- for the right participant. But what about those who are too stressed out to even access those programs? Those who have a double workload due to the rest of the staff being laid off -- or with 3 kids in college, a looming divorce and 2 mortgages -- or the ones who are so overweight they require special furniture, access routes into the building and breaks to check their blood sugar every hour? What about those employees?
Chances are, those employees are slipping through the chasms in your insurance-placed wellness programs. Although, somewhat well-meaning, I am suspect as to the real motive behind those programs. But that's a day for another blog.
What about those employees? What's the answer? Well, quite simply put, its about appropriateness of program, employee engagement and accountability. When you really take a look at what YOUR employees need or want, and tailor a wellness initiative based on your company core values and culture, you begin to attack the problem of rising health care costs, and taking care of you employees in an intelligent, intentional way. Giving employees what they want/need, backing up those programs through executive staff buy-in and holding them accountable through successive behavior enhancement and follow-through, is the only way to really implement a plan that is sustainable and one that will work.
Things to consider:
- Hire a consultant to observe, assess, investigate and question the workforce and management as to what the issues are.
- Form a Health Committee/Wellness Committee, to carry out the long term implementation of new plans and programs.
- When programs and plans are developed, implement and back it up with support of the head office, corporate support globally.
- Include walking paths
- Healthier vending machines
- Corporate 1-on-1 coaching to keep employees accountable to behavior change
- Flex-time
- On-site day care for children and elder parents
- Health club incentives, walking/running clubs
- Assess, Assess, Assess!! What's working and what's not working.
- Plans should be assessed beginning, middle and end (if there is an end) and every few months to make sure that the plans are appropriate and worth the $'s spent.
- Hire an expert.
- Leadership development
- Employee Engagement Specialists
- Wellness Program Designers
- Group workshops, seminars and coaching
- Facility Planners and Programmers
These are just a few suggestions that can help on the way to a healthier workforce. One that will propel you into a bright, profitable future. Take care of the ones who take care of your business. For more information on consulting and program design for your workforce, see www.becompleteamerica.com.
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