Planning to introduce a wellness program to your company? Maybe you have a plan, but you’re considering dropping it because it doesn’t seem to be helping anybody? Go through this checklist first and make sure you’ve done everything you can to make your wellness program a success!<\/p>\n
1. Find out what your employees need
\nDo the employees sit to do their work all day? Can their work hours interfere with their family time? Do they have trouble upgrading their skills because of time constraints? Find out what challenges employees are facing and take care of as many of them as you can through policies, initiatives, equipment, employee assistance programs, etc.<\/p>\n
2. Find out what employees want
\nJust straight out ask them. Some people like recognition programs, some people like participating in fun office activities, some want to get additional training. Employees are more likely to participate in a program if it fits with their goals, so ask them what it is they want.<\/p>\n
3. Engage your employees
\nSet up a committee or small team to research opportunities. Give them the tools to create and implement their plan. If it’s driven by the employees, it’s more likely to be adopted by employees.<\/p>\n
4. Approach wellness holistically
\nIt’s not just healthy eating and smoking cessation. Stressors come from many areas of life. Give employees the tools to deal with the stresses of the mind, body and spirit. And needs change – continue to re-evaluate your program regularly.<\/p>\n
5. Reward, don’t punish
\nNumerous studies have shown that incentives drive adoption of wellness programs much more effectively than mandating participation. In particular, weight loss and smoking cessation programs are virtually ineffective when mandated. Remember, change comes from within! Encourage positive behaviours.<\/p>\n
6. Commit to it for the right reasons
\nYes, a good wellness program can have positive effects on your bottom line. But when a company commits to a long term culture of wellness, it shows employees and prospects that they’re valued. By tracking the less-tangible \u0093Value of Investment\u0094 (VOI) you\u0092ll see how important employee wellbeing is to the wellbeing of the business.<\/p>\n
7. Communicate, communicate, communicate
\nStudy after study has shown that the most common reason employees don’t participate in wellness initiatives is that they didn’t know about them. Talk about your program; make employees comfortable talking about it. Bring it up in interviews, meetings, employee reviews, and casual conversation.<\/p>\n","protected":false},"excerpt":{"rendered":"
Planning to introduce a wellness program to your company? Maybe you have a plan, but you\u0092re considering dropping it because it doesn\u0092t seem to be helping anybody? Go through this checklist first and make sure you\u0092ve done everything you can to make your wellness program a success!<\/p>\n
1. Find out what your employees need
\nDo the employees sit to do their work all day? Can their work hours interfere with their family time? Do they have trouble upgrading their skills because of time constraints? Find out what challenges employees are facing and take care of as many of them as you can through policies, initiatives, equipment, employee assistance programs, etc.<\/p>\n
2. Find out what employees want
\nJust straight out ask them. Some people like recognition programs, some people like participating in fun office activities, some want to get additional training. Employees are more likely to participate in a program if it fits with their goals, so ask them what it is they want.<\/p>\n
3. Engage your employees
\nSet up a committee or small team to research opportunities. Give them the tools to create and implement their plan. If it\u0092s driven by the employees, it\u0092s more likely to be adopted by employees.<\/p>\n
4. Approach wellness holistically
\nIt\u0092s not just healthy eating and smoking cessation. Stressors come from many areas of life. Give employees the tools to deal with the stresses of the mind, body and spirit. And needs change \u0096 continue to re-evaluate your program regularly.<\/p>\n
5. Reward, don\u0092t punish
\nNumerous studies have shown that incentives drive adoption of wellness programs much more effectively than mandating participation. In particular, weight loss and smoking cessation programs are virtually ineffective when mandated. Remember, change comes from within! Encourage positive behaviours.<\/p>\n
6. Commit to it for the right reasons
\nYes, a good wellness program can have positive effects on your bottom line. But when a company commits to a long term culture of wellness, it shows employees and prospects that they\u0092re valued. By tracking the less-tangible \u0093Value of Investment\u0094 (VOI) you\u0092ll see how important employee wellbeing is to the wellbeing of the business.<\/p>\n
7. Communicate, communicate, communicate
\nStudy after study has shown that the most common reason employees don\u0092t participate in wellness initiatives is that they didn\u0092t know about them. Talk about your program; make employees comfortable talking about it. Bring it up in interviews, meetings, employee reviews, and casual conversation.<\/p>\n","protected":false},"author":4,"featured_media":6930,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"fifu_image_url":"https:\/\/johnstongroup.ca\/the-advisor-journal\/wp-content\/uploads\/2019\/09\/Wellness-blocks.jpg","fifu_image_alt":"7 Things You Must Do for a Successful Wellness Program","footnotes":""},"categories":[3],"tags":[249,42,4],"class_list":{"0":"post-6929","1":"post","2":"type-post","3":"status-publish","4":"format-standard","5":"has-post-thumbnail","7":"category-wellness","8":"tag-johnstongroup","9":"tag-wellbeing","10":"tag-wellness"},"_links":{"self":[{"href":"https:\/\/johnstongroup.ca\/the-advisor-journal\/wp-json\/wp\/v2\/posts\/6929","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/johnstongroup.ca\/the-advisor-journal\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/johnstongroup.ca\/the-advisor-journal\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/johnstongroup.ca\/the-advisor-journal\/wp-json\/wp\/v2\/users\/4"}],"replies":[{"embeddable":true,"href":"https:\/\/johnstongroup.ca\/the-advisor-journal\/wp-json\/wp\/v2\/comments?post=6929"}],"version-history":[{"count":2,"href":"https:\/\/johnstongroup.ca\/the-advisor-journal\/wp-json\/wp\/v2\/posts\/6929\/revisions"}],"predecessor-version":[{"id":8027,"href":"https:\/\/johnstongroup.ca\/the-advisor-journal\/wp-json\/wp\/v2\/posts\/6929\/revisions\/8027"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/johnstongroup.ca\/the-advisor-journal\/wp-json\/wp\/v2\/media\/6930"}],"wp:attachment":[{"href":"https:\/\/johnstongroup.ca\/the-advisor-journal\/wp-json\/wp\/v2\/media?parent=6929"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/johnstongroup.ca\/the-advisor-journal\/wp-json\/wp\/v2\/categories?post=6929"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/johnstongroup.ca\/the-advisor-journal\/wp-json\/wp\/v2\/tags?post=6929"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}