If their wellness program is underutilized, employers need to let the secret out. By communicating their goals and tactics, the company expresses that the well-being of their employees matters.<\/p>\n
The Sanofi Canada Healthcare Survey (2016) found a possible connection between job satisfaction and awareness of company wellness programs: Dissatisfied employees tend to be less aware of them than satisfied employees.<\/p>\n
In particular, three quarters of the employees who reported feeling unsupported by their managers also said they have little or no awareness of their company\u2019s wellness programs. But when you talk to the people who are satisfied with their jobs, 70% say they participate in them.<\/p>\n
This points to what might be one of the most important activities employers must engage in for success \u2013 communication.<\/p>\n
Employees aren\u2019t getting the message
\nIn Sanofi\u2019s report, Jacques L\u2019Esp\u00e9rance of J L\u2019Esp\u00e9rance Actuariat Conseil Inc. says (regarding workplace wellness programs), \u201cCommunication is clearly an issue. Employers may be sending out messages, but, for whatever reason, employees are not understanding those messages.\u201d<\/p>\n
Sixty-three percent of large organizations (500 or more employees) say they\u2019re actively implementing programs aimed specifically at improving wellness. That\u2019s pretty good. Unfortunately, only 38% of employees say their companies are doing so. So, why the gap?<\/p>\n
One reason could be that companies are not promoting their programs. It may well be the company has made a conscious effort to make the work environment positive and less stressful, but didn\u2019t communicate it as a wellness program.<\/p>\n
Some common activities that might be overlooked in this way include supplying fruit for snacks, giving away tickets to an event, letting employees go home early on Friday afternoons, or buying lunch to celebrate a new contract. Sometimes it\u2019s expressed as \u201cthe boss treats us like family.\u201d<\/p>\n
Is it \u201cwellness\u201d or a benefit?
\nAnother reason for the awareness gap might have to do with the definition of wellness program elements.<\/p>\n
What might, in the past, have been considered a \u201cbenefit\u201d may fall under the umbrella of wellness; for example, if a company pays for formal training for an employee. An employee might consider this to ultimately be a benefit to the company and more work for the employee, so the company should provide it. On the other hand, the company might view this as supporting the employee\u2019s professional goals, which makes this a wellness initiative.<\/p>\n
However, the underlying issue is lack of communication \u2013 and communication is a two-way street. Invite your employees to share their needs and insights, and regularly remind them of the current supports in place.<\/p>\n
You may already have something that can help them, or you may decide to offer something new. Either way, better communication will pay off in your wellness program. That might differentiate you as an employer, and it could lead to improved employee retention and recruitment.<\/p>\n","protected":false},"excerpt":{"rendered":"
If their wellness program is underutilized, employers need to let the secret out. By communicating their goals and tactics, the company expresses that the well-being of their employees matters.<\/p>\n","protected":false},"author":4,"featured_media":7772,"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-board.jpg","fifu_image_alt":"Why Companies Need to Talk About Wellness","footnotes":""},"categories":[3],"tags":[161,226,43,5,45],"class_list":{"0":"post-7771","1":"post","2":"type-post","3":"status-publish","4":"format-standard","5":"has-post-thumbnail","7":"category-wellness","8":"tag-communication","9":"tag-culture","10":"tag-engagement","11":"tag-health","12":"tag-leadership"},"_links":{"self":[{"href":"https:\/\/johnstongroup.ca\/the-advisor-journal\/wp-json\/wp\/v2\/posts\/7771","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=7771"}],"version-history":[{"count":2,"href":"https:\/\/johnstongroup.ca\/the-advisor-journal\/wp-json\/wp\/v2\/posts\/7771\/revisions"}],"predecessor-version":[{"id":8040,"href":"https:\/\/johnstongroup.ca\/the-advisor-journal\/wp-json\/wp\/v2\/posts\/7771\/revisions\/8040"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/johnstongroup.ca\/the-advisor-journal\/wp-json\/wp\/v2\/media\/7772"}],"wp:attachment":[{"href":"https:\/\/johnstongroup.ca\/the-advisor-journal\/wp-json\/wp\/v2\/media?parent=7771"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/johnstongroup.ca\/the-advisor-journal\/wp-json\/wp\/v2\/categories?post=7771"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/johnstongroup.ca\/the-advisor-journal\/wp-json\/wp\/v2\/tags?post=7771"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}