Communication is a key to the success of any wellness program. The company should raise employee awareness in advance of the program’s launch, through posters, company-wide e-mails, and even the creation of a website.
Beyond building awareness, the company should attempt to introduce a program where each employee sets their own personal goals. “It should be possible, in a small workplace, to give personalized attention to each employee,” says Ms. Daniels.
That could be as simple as a 10-minute “body composition test” that shows each employee how much of the body is fat and how much is muscle, says Ms. Daniels. “When they see their numbers and learn they’re at risk, it can be a real eye-opener.”
Wellness activities should be fun and build camaraderie. Incentives, in the form of a draw among participants or a prizes for the top achievers, can motivate employees.
“The more the activities are scheduled on company time – rather than outside work hours – the higher the participation rate will be,” advises Ms. Daniels.
But along with being motivational, a wellness program should also be educational. If a company decides to replace the chocolate bars in its vending machine with healthier snacks, it should explain why. “The wrong snacks can create a sharp spike in blood sugar,” contributing to or worsening diabetes, says Ms. Baser. “You want your employees to understand that you’re making things that aren’t good for them less convenient.”
Fitness competitions or “challenges” that last longer than eight weeks have significant drop-offs in participation, warns Ms. Snider. “The intention is to get the employees into the habit of exercising or eating healthy. But the challenges can be integrated into a wellness point-system for the year.”
The final piece of the wellness puzzle is feedback and evaluation. The company should track the number of people taking part, monitor the impact on absenteeism and disability claims, and then, if necessary, revise the program.
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