Best Practices For Building a Culture of Wellness
Just having a wellness program in place doesn't guarantee it will succeed. Try these ideas to help employees stay on target:
- Align worksite policies and your program. For example, what's your employee break policy? Do you have a company policy on smoking to tie into your stop smoking program offering? Do you have a walking program and walking paths around your worksites?
- Integrate the program into other company offerings, such as:1
- Employee assistance programs, or EAP, to help with personal issues.
- Occupational health safety, or OHS, to prevent work injuries.
- Return-to-work programs to help rejoin the workforce after short-term disability.
- Create a brand for your wellness program and use it for program promotion. It creates recognition and helps lend credibility. We've got proven promotional materials you can use.
- Use data, diagnostics and metrics. The more ways you're able to hone in on your target audience, meet needs, and measure success, the more likely you are to build a long-term return on investment.
- Include personal coaching, especially in programs focused on long-term behavior change. Whether by phone, online or face-to face, coaching helps maintain employee engagement and positive reinforcement. For example, our Healthy Lifestyles program reported results from 2013-2014 that 69% of participants who were coached improved or eliminated at least one health risk.2,3
- Build variety into the types of programs you provide. You can create a wellness calendar of events. Consider:
- Lunch & learns
- Team challenges
- Support groups
- Volunteer opportunities
- Health fairs
1 RAND Corporation website: Worksite Wellness Program Study (2013): rand.org.
2 Healthy Lifestyles program internal data study for 2013-2014. Measured population is based on members enrolled in coaching who completed the Well-Being Assessment in T1 and T2 and had at least two successful coaching calls.
3 The Healthy Lifestyles programs are administered by Healthways, Inc., an independent company.