I have seen time and time again how wellness programs effectively help individuals improve their health, strengthen an organization, and build employee pride in the company. Getting everyone on board… well, that is a process. It takes time to create a real culture shift to incorporate wellness throughout the building, in the environment, and among the people. Early and clear communication is key to setting the foundation for a well-received program. Leadership must not only be on board but also be verbally supporting it. Having leaders and administrators actively participating creates stronger programs yielding better results.
If a wellness program can help people get healthier, decrease absenteeism, increase focus and energy, create a more positive environment, improve morale and decrease insurance claims, why not implement the win-win program? Individually, people are becoming healthier during their workday while companies can offset the expense of the rising costs of insurance.
I suggest that companies focus on wellness by having each department include one yearly goal that emphasizes health and wellness. Having this intentional goal is a stepping stone that is measurable. When employees get involved, and a program becomes a force of its own, the results are contagious. I’ve watched people grow physically stronger, happier, more energetic and more positive. It is incredible that when we feel better, we can do more and feel happier! I love to invite employees to the “Can you go 24 hours without complaining? “ challenge. For me, it is the moment of seeing them consider the challenge that I enjoy so much. What follows is more important, however. It is the conversation about the mind-body connection and how using our minds in a more profound, intentional way to shape our thoughts and form our actions can lead one to take control of their words, ideas and health.
The ROI is found in disease management programs, and it is easy to launch educational wellness campaigns focusing on disease management. Lifestyle management programs return on investment is slightly lower, but the benefits are realized through long-term prevention. Investing in a wellness program potentially provides employer's health care cost savings and the value on the investment will have an impact that can be far- reaching, beneficial to all participants, and give a winning edge to the company.