10 ways to jumpstart a wellness program
October 6, 2015 9:43 AM
Whether theyre used to decrease health care costs or increase productivity and engagement, wellness programs are becoming an increasingly important aspect of employers benefits strategies. Speaking at EBNs annual Benefits Forum & Expo in Orlando, Fla., Ann Wyatt, regional vice president with HealthFitness and Kimberly Shotwell, health & wellness services efficiency manager at Mars, Inc., shared ways employers can help create an engaging and successful wellness program.
1. Assess knowledge
A wellness program has to begin somewhere, and its important to understand what you know about your employees, and how they know you, Wyatt says. Mars, Inc., for example, first focused on blood pressure management, since it was something everyone can relate to and data was easy to obtain, says Shotwell.
[Image: Fotolia]
[Image: Fotolia]
2. Communicate across multiple channels
Employers should look at multiple communication channels to reach as many employees as possible and as precisely as possible. Its important to be aware of the message placement and frequency, Wyatt says. Mars holds focus groups every few years to see what works and what doesnt.
[Image: Fotolia]
[Image: Fotolia]
3. Take inventory of your resources
You dont have to reinvent the wheel, just redesign it, Wyatt says. There are successful programs out there, and possibly even within the company already. Polish it off, tweak it and see if it can become a successful program.
[Image: Fotolia]
[Image: Fotolia]
4. Identify your audience
Be sure to assess your audience, then reassess and for good measure reassess again. Dont ever think you know your audience, you have to reassess, says Shotwell, adding that as teleworking has become more prevalent, Mars has had to re-evaluate its strategies for reaching employees who arent always in the office.
[Image: Fotolia]
[Image: Fotolia]
5. Align programs
Be sure to coordinate wellness programs with everything else going on. Benefit programs should work cohesively, Wyatt notes. Create a drumbeat of culture, not a laundry list of tactics.
[Image: Fotolia]
[Image: Fotolia]
6. Foster collaboration
Be sure to stay focused on the participants experiences. Its all about the end result, Wyatt notes. It can be especially hard when working with several vendors, Shotwell adds. To help overcome some of those difficulties, Shotwell and her team work to ensure all vendors remain aligned with the companys goals.
[Image: Fotolia]
[Image: Fotolia]
7. Assign accountability
Many times, wellness programs can be a side job for someone on the benefits team and, as a result, the program may not get the love and care it should have. Determine who on a team owns what, which can help avoid confusion and ensure that what needs to be done gets done.
[Image: Fotolia]
[Image: Fotolia]
8. Tighten the slack
Wyatt cautions that if employees sense the same thing year after year, they will lose interest. But it doesnt take much to initiate change, she says. Sometimes it can be something small that helps mix things up, she says. Just decide what it is youre trying to drive, Shotwell advises. Were not moving a mountain, she says. It comes down to education and it takes some time.
[Image: Fotolia]
[Image: Fotolia]
9. Ignite the workforce
Dont underestimate the importance of motivation. Give employees a reason to care and engage them on a personal level, says Wyatt.
[Image: Fotolia]
[Image: Fotolia]
10. Select metrics
Measuring the value of wellness can be done in a variety of ways, Wyatt and Shotwell say. Define what it is youre measuring whether its improving employees biometric values or simple participation and keep a clear path forward.
[Image: Fotolia]
[Image: Fotolia]
