Increasing evidence supports the need for workplace wellness programs and more companies than ever are implementing health and wellness strategies to reduce injuries.
Most people can get behind the idea that health, happiness, and productivity at work are related concepts, and that companies have an opportunity to foster all three—to everybody’s benefit—with a corporate wellness program. Business outcomes include lower absenteeism, higher job satisfaction and work productivity, higher employee retention, and lower health care costs. Given the variety in types of wellness programs, it’s difficult to pinpoint precise financial benefits, but, published in the American Journal of Health Promotion, found 25 percent lower sick leave, health plan, workers’ compensation, and disability insurance costs among companies that had wellness programs. Dissertation Angela Merkel Pdf Writer. And a of 20 companies found an average annual health care cost increase of 1-2% for companies with wellness programs, compared to the 7% national average.
Linnan, who was lead author of the 2008 study and is developing a new national survey of the corporate wellness landscape, identifies five best practices that define a wellness program that’s likely to produce results employees and employers both seek. Programs Are Practical and Accessible Comprehensive wellness initiatives offer a variety of scheduled programs. These might include yoga classes; lunchtime stress management seminars that address everything from sleep to work-life balance to financial health; programs to help employees quit smoking; cooking classes; healthy recipe exchanges; fitness challenges; or weight loss initiatives and competitions. Draper, Inc., the Spiceland, Ind.-based manufacturer of gym equipment, window shades, and projection screens was named the by the independent corporate wellness research and data analysis firm Healthiest Employers. There, a 10-week weight loss challenge called “Dump Your Plump” has 12 teams of six employees each competing to win weekly grocery gift cards and, at the end of the contest, a cash prize. The Work Environment Is Health-Conscious Healthy vending machine and cafeteria offerings often top the list of ways successful wellness programs create workplaces that encourage healthy behaviors on a daily basis. “A supportive company culture is exemplified by company cafeterias, where healthy food is abundant, affordable, clearly labeled, tastefully prepared, and situated at eye level at the checkout counter.
When possible, these foods are also priced lower than less healthy items,” writes Ron Z. Goetzel of Emory University in a 2014 review of workplace wellness studies published in the Journal of Occupational and Environmental Medicine.
“In addition, healthy and appealing food is served at meetings, included in company-provided overtime meals, and available in vending machines.” Being mindful of workplace noise, encouraging regular and appropriate breaks, and posting signs informing employees of wellness initiatives are also important ways the corporate environment can foster wellness. Many companies offer in-house workout spaces or marked walking paths on the corporate campus to encourage physical activity.
Others institute no-smoking policies or policies requiring seat belt use in company vehicles. “It’s not a one-shot,” said Linnan. “The social and physical environment have to be supportive—there should be signage, policies, benefits in place that support individuals who want to make a healthy behavior change.” 3. Wellness Is Integrated into the Company’s Structure Company leadership needs to see it as a cohesive entity, seamless with workplace safety, benefits, human resources, and other infrastructure elements. “People start to resent when programs are thrown out there, but they’re working in hazardous conditions, or their employer is saying they really should lose weight or quit smoking,” said Linnan.
“They’re so stressed, they’re smoking because they’re stressed.” Successful programs have dedicated budgets and administrative staff that not only develop wellness programs employees are interested in, but also enable employees to participate without feeling like they’re having to choose between doing their jobs and living a healthy lifestyle. “Your wellness program should be embedded in everything your organization does,” said Jason Lang, team lead for workplace health programs at the Centers for Disease Control and Prevention. “It’s just as important as sales and marketing. It’s just as important as research and development.