Designing the Best Workplace Wellness Program

As discussed in our last post, wellness programs have been around for at least two decades but there is a surprising lack of empirical evidence that they achieve their stated goals.  The reason according to the experts is that they are rarely designed and implemented properly.  This paper by Johns Hopkins provides sound advice on ways to make a wellness program successful.  Following we have listed some of that advice. 

Administering health risk assessments only

Simply surveying employees for risk and even providing the screenings and other health tests does not motivate change.  You must give your employees tools like making wellness activities convenient and accessible and give them the ability to track their behavior.

Give it time

Health change is a process that needs to be sustained.  It will take up to five years to start to lower health care costs and decrease health care use.  You won’t change poor health habits by just asking employees to fill out a questionnaire.

Long term financial incentive programs are popular but not necessarily effective

Inducements to motivate change are based on behavioral theory of consequences that drive behavior.  Consequences must be positive, immediate and certain to be effective.  Financial incentives are certainly positive, but very uncertain when dealing with health change and never immediate. Large incentives that an tie as much as 20% of the cost of health coverage to achieving a health goal are very rare.  

Offering smart incentives

There is strong evidence that incentives to drive participation rates, preferably $ 50 to $100 will keep employees engaged and motivated to begin efforts to achieve self-determined health goals can be effective. 

Short term promotions ineffective

Short term or random acts (Biggest Loser, Pedometer challenges etc.) may be good to add excitement at the beginning or your program but not effective in the long term. You need to concentrate more on long term progress. 

Effective communications are essential

A healthy company culture is built intentionally.  Use communications to build a total health model into every aspect of business practice, from company policies to everyday work activities. Use communications that’s supportive of career, emotional, financial, physical and social well-being – not just an health fair.  Strategic communication will lead to lead to greater engagement

Leadership commitment and support 

It should go without saying, but complete commitment from all executives and continued ongoing support at all management levels is critical to a successful health promotion.  They must also lead by example. 

You can’t impose workplace health

Workers must own the program, understand how they benefit and the company benefit and are given a role in the ongoing operation with regular surveys and focus groups.

There are a myriad of ideas and things that can be done to build a culture of health in your organization.  By searching those out and adhering to the above practices you have the best chance of implementing a program that will produce the long term results you are looking for.

For more information on Ultimate Choice Inc.’s products or services or other white papers please contact us at Ultimatechoiceinfo@cox.net