Employee Wellness Programs

What Are Employee Wellness Programs?

Employee Wellness Programs are designed to promote and support employee health and wellness through  education and awareness programs primarily based at the worksite. The program is a win-win in that  workers benefit from learning and staying well, and the employer has improved loyalty and less  absenteeism.

As companies become more aware of the importance of employee health on productivity, there is improved  interest in encouraging and supporting healthy lifestyle choices. Employer costs for Employee Wellness  Programs may rapidly be offset with fewer work-related injuries, improved attendance, less turnover,  and improved morale.

Types of Employee Wellness Programs

Employee Wellness Programs: Lunchtime Wellness Presentations

The easiest Employee Wellness Programs are one’s where the employer arranges to have quarterly  presentations during lunchtime on topics such as stress management, nutrition, and exercise. A local  mental health clinic, hospital, or the Employee Assistance Program (Employee Assistance Program) may  provide these. This type of corporate health and Company Health and Wellness Program is usually  arranged through Human Resources, the medical department, or the safety manager. Participation is  generally voluntary.

Before determining topics for wellness presentations, it is a good idea to do some type of worker  polling to see what topics people are interested in. This may be as simple as an e-mail to all staff  asking for suggestions or as formal as having an outside group come in to conduct interviews and design  a complete corporate health and Employee Wellness Program.

Employee Wellness Programs: Health Risk Assessments (HRAs)

An employer can provide broad-based Health Risk Assessments (HRAs) for workers. Health Risk Assessments  (HRAs) are detailed questionnaires that covers all areas of behavior (seatbelt use, tobacco use,  alcohol use, frequency of exercise, family history of disease and illness, etc.). This is usually done  in conjunction with employee health screening for things like cholesterol and blood sugar screening.

Once the Health Risk Assessments (HRAs) are scored, the results are shared with workers along with  suggestions for changes. The employer is able to get aggregate statistics that will show trends that he  or she may want to address. For example, if a lot of people have high blood pressure, the employer may  consider an educational seminar, biweekly onsite blood pressure readings, and low-salt, low-fat  selections in the cafeteria or snack machines as interventions to include in the corporate health and  Employee Wellness Program.

If the Health Risk Assessments (HRAs) show that there is a “trend” toward not wearing seatbelts,  perhaps having the State police come in and give a presentation about what occurs in an accident when  you don’t have a seatbelt on would change some behavior.

Employee Wellness Programs: smoking Cessation

smoking cessation programs are very popular elements of Employee Wellness Programs. Often, the local  chapter of the American Cancer Society or American Lung Association will come in to run a group.  Another option is for workers to attend a smoking cessation group in the community. Costs for the  smoking cessation group can be offset by the employer after workers complete the program.

Employee Wellness Programs: Stress Management

Stress is a major area of concern for companies. Stressed out workers get sick more often, make more  errors, and generally do not perform up to capacity. As a result, Employee Wellness Programs often take  steps to address employee stress. There are many ways to address stress within your Employee Wellness  Programs, and the beauty of these ideas is that everyone can benefit from them.

Certainly, stress management presentations are educational and informative and should be included in  any corporate health and Employee Wellness Program.

Employee Wellness Programs and Work/Life Programs

Many companies offer a work/life program that offers assistance with things from finding day care for a  child or elderly parent and information on obscure college scholarship funds to information on which PC  to buy and where to find someone to walk your dog. These programs fit into Employee Wellness Programs  because they help your workers handle many of the things that are taking up work time and increasing  stress.

Employee Wellness Programs and Employee Assistance Programs

An Employee Assistance Programs are integral parts of effective Employee Wellness Programs. By helping  workers address personal/mental health problems and concerns, an Employee Assistance Program can go a  long way toward improving overall health and productivity. Representatives from your Employee  Assistance Program can also work closely with you to design Employee Wellness Programs that are  integrated and effective.

Time Management and Employee Wellness Programs

Time is one of our most precious commodities, and anything you can do as an employer to help your  workers manage their time is going to be welcome. Although not traditionally thought to be a component  of Employee Wellness Programs, offering flextime and telecommuting are two ways to decrease stress and  increase productivity.

These programs take thought and planning and are not appropriate for all workers or all positions;  however, in many workplaces, they are underused. Either your Human Resources manager or an outside  consultant can help you design a program. If you belong to a business group or Chamber of Commerce, you  may find assistance there. Also, talk to colleagues who are doing this in their companies to see how it  is working.

The Culture of Wellness

Worker wellness has to be a component of your company culture, not just something you throw in as an  afterthought. It isn’t a Band-Aid, but rather a thoughtful piece of your business strategy. For  example, if productivity is down due to smoking breaks, offering smoking cessation classes can help.  But it’s also important to establish a no smoking policy.

When workers feel valued, they are more loyal and tend to work harder. They take pride in their work  and talk about what a great company they work for. A healthy workforce is a productive workforce.