Corporate Wellness programs have nearly been done to death... no pun intended! I am certain they all have the best of intentions. They start with a health screening to see who needs their program the most, then there is some sort of physical activity contest (pounds lost, most steps, etc.) along with some brief informative session on nutrition. Many employees start, some stick it out and only a few see results that motivate them to stick with the plan long term. It is a trend seen all too commonly in large groups. Why? Because most programs are designed to only target a few types of people - not the working population as a whole. By the end of this article, I hope you will see that Corporate Wellness programs need to truly include everyone better than they have in the past.
Health Screenings - Good or Bad?
They always start out with a "Health Screening" where a healthcare practitioner takes a few metrics as a measure of health (blood pressure, weight, cholesterol, blood sugar, etc.). These are great and necessary for determining the physical well-being of your workforce, but it is not used to create an actionable wellness plan that addresses the health challenges these results uncover. Once the results come in, they usually only target the sick. This is good for those with health challenges who want to change, but it leaves out healthy workers who want to take their fitness to the next level. Too often the "Wellness Champions" are not considered in the design of a plan so they choose not to participate. I personally feel they should stop weighing employees altogether. If body weight were truly a major productivity or cost issue for working-age people, thinner developed countries would be enjoying greater economic growth than more obese countries (it’s actually the other way around), and foreign employers would not be locating plants in states with the highest obesity rates.
Rewarding Desired Activity
Then there is the issue of the rewards for activity. Seems fair at first glance. Consider a runner who normally runs for 50 minutes at a 10 minute mile pace running a total of 5 miles. As a result of harder training, the runner progresses to an 8 minute mile pace and now only has to run for 40 minutes to run 5 miles. Suddenly, in most point systems for activity, the runner would not earn as many points for running 5 miles in 40 minutes as they did in running 50 minutes. Even though they worked harder, the point system is based on time spent. Step counting and "Biggest Loser" contests can start off fun, but in many cases there ends up being someone with a competitive streak that takes it to a borderline dangerous level because there are time limits on the contests. This can result in overuse injuries, higher risk of falling at work, as well as extreme and unhealthy weight loss habits. On the other side of that coin while there are those who could stand to adopt a few healthy habits like weight management and walking more throughout the day, this leaves out employees who already do this outside of work and don't feel motivated to participate in whatever program their employer is proposing.
Keeping Employees Engaged, Even Those Who Manage The Program
Don't forget that it costs employers money in the beginning just to engage their employees in a program. Some employers offer an up-front bonus in the beginning just for participation, but many participants will disengage after the big initial reward is gone. Don't forget about the costs associated with the Human Resources department who most likely have to keep the program going. The last thing you need is a program falling apart due to lack of interest that will ultimately end up lower and lower on their list of priorities.
To Employees or For Employees?
Ask yourself: Are you doing wellness to your employees or for your employees? The distinction should be self-evident. If a financial forfeiture (whether phrased as “incentive” or “penalty”) is required to raise the participation rate or if you need an elaborate “communications plan,” it’s a threat, not an offer. Our suggestion: Ask employees what they want! In a 2014 survey from BenefitsPro.com, 62% of employees believe their overall health would improve if their company did more to create a culture of health, and 66% believe they would be more productive and engaged at work if their company had a culture of health.
The Lesson: Include Everyone!
Because each company culture is different (for example: a medical office versus a mortgage company), everyone will have different requests or ideas on what they think a culture of health looks like to them. Depending on the size of your company, you will need to partner with a program that already exists to help everyone reach their goals no matter where they are on the wellness spectrum. For many people, all that requires is a little education and a few simple changes! That is where we come in!
In a recent survey of our clients, 91% say they live a healthier life because they are better educated about health and fitness through our messages. Contact us for a consultation and more information about our proven program! For more information, click here.
Ashley@ACultureOfWellness.com
704-770-8214
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