Top Ten Reasons Why Your Company Needs an Employee Wellness Program. Here are the top ten reasons why your company needs an Employee Wellness Program.

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Top Ten Reasons Why Your Company Needs an Employee Wellness Program

The success of any company depends very heavily on the productivity and work performance of

its human resources. The ability to function and perform at a high level consistently is greatly

aided by Employee Wellness Programs. The introduction of such programs has been successful

in that the results are beneficial for both the employee and the company at large. Wellness

Programs focus on the physical well being of employees, looking after medical requirements

and ensuring personal health is a priority. Programs offer weight loss regimes, smoking

cessation programs, stress management and exercise, diet and fitness advice.

Here are the top ten reasons why your company needs an Employee Wellness Program.

#1 Decreased Health Care Costs

The implementation of Wellness Programs has proven effective in reducing company health

care costs. The concept of a Wellness Program was introduced initially for dual purposes. Rising

health costs meant employers were looking for a way to minimize the expense whilst

maintaining healthy human resources. The inception of Wellness Programs provided an

effective solution. Wellness Programs significantly reduce the high company cost of employee

health care.

#2 Work Place Morale

Wellness Programs cover a broad range of healthcare initiatives. From nutritional advice to

exercise programs and medical cover these programs look after diverse employee needs. The

effectiveness of a Wellness Program in terms of the office environment is simple. Employees

are healthy therefore on the whole a lot happier; this equates to maximized performance. They

are also aware that the company is taking measures to ensure their health and wellbeing this

breeds loyalty and responsibility.

#3 Reduced Absenteeism

There are many factors that influence a person’s health and well being. These could be minor

infliction such as a cold or flu or major such as heart problems or obesity. Any of these could

result in the employee taking time off work. The benefit of a Wellness Program is that this time

will be significantly reduced, if not avoided all together. There are many small changes in

lifestyle that can influence overall health and wellbeing. A Wellness Program identifies these,

educates and implements them. Through education, training and professional health care a

Wellness Program can greatly reduce absenteeism. For your company this is the bottom line,

reduced absenteeism equals a reduction in costs and an increase in productivity.

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#4 Reduced Overall Costs

Employee Wellness Programs have a range of benefits for employers. Both quantifiable figures

and intangible results highlight these. For the company as a whole one of the most significant

benefits is the reduction in overall company costs. It is hard to quantify what you gain via

increased morale, productivity and work performance however the reduced sick leave,

absenteeism and lower health costs contribute to a sizable reduction in overall costs. To further

explore the cost of implementing a

corporate wellness program

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#5 Increased Productivity

The main aim of an Employee Wellness Program is to encourage employees to lead healthier

lifestyles. This is effected through education, incentives and health care directed by the

company and the Wellness Program. It is proven that when an employee is healthy they are

more productive. Being healthy increases concentration, energy levels and output. It also

ensures you are able to consistently perform at the desired level. Increased productivity in the

work place is a by-product of the success of Wellness Programs.

#6 Increased Responsibility

An Employee Wellness Program indicates to employees that the company cares about their

well being. While it is common knowledge that these programs benefit employers, the benefits

are mutual. A well taken care of employee feels an affiliation with the company, they develop a

level of responsibility associated with their work. This type of attitude within the work place is

invaluable. An employee that feels like the company takes in interest in their wellbeing and

health will take an interest in performing to the best of their ability.

#7 Increased Company Loyalty

Increased employee loyalty is another significant selling point for Employee Wellness Programs.

This is one of those intangible benefits that you really can’t put a price on. Company loyalty

means reduced costs in terms of recruitment and turnover. This also makes for a more

harmonious working environment.

#8 Reduced Sick Leave

Wellness Programs have had a lasting impact on the cost of sick leave. Through education,

training regimes and lifestyle management these types of programs have considerably reduced

the cost of sick leave.

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#9 Improved Work Performance

Employee Wellness Programs cater for all manner of health and lifestyle problems. The aim is

to promote healthy lifestyle choices to reduce the amount of medical attention required. Lower

medical costs are just the tip of the ice burg. Employees who participate in these programs

have noted a substantial improvement in work performance.

#10 Decreased Health Insurance Costs

Health insurance premiums are rising exponentially every year. The cost is rapidly rising to the

point where employers have to find new ways to reduce their health expenses. Wellness

Programs have shown incredible returns and remarkable results. Health costs for those

companies using Employee Wellness Programs are significantly reduced.

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Policy and Programs – Best Practices

The list below provides “best practices’ that can help meet any wellness program budget! the Wellness Program ideas are divided into topic areas.

General Wellness Program Ideas

• Policy - Conduct an Employee Needs and Interest Survey • Policy - Develop a management/employee Wellness Committee

• Policy - Choose health plans that cover costs for weight control and tobacco use cessation • Policy - Waive co-payment or reimburse for preventive healthcare visits

• Program - Display handouts on a selection of wellness topics for workers to take

• Program - Establish a wellness resource center or library with videos, books, magazines, DVD’s on a selection of topics of interest to employees

• Program - Identify workers who are mentors or champions for healthful activities and ask them to present or to list as a contact for other employees

• Program - Plan and promote periodic or regular educational sessions.

• Program - Plan monthly educational sessions on the national health observance topic • Program - Post a Wellness Bulletin Board and update it monthly

• Program - Promote messages from national health observances during the month

• Program - Publish and/or post healthful tips in newsletters, paycheck stuffers, bulletin boards, etc. • Program - Sponsor a benefits fair

• Program - Sponsor company fitness and healthy eating challenges • Program - Sponsor corporation wellness fairs or other onsite events

Nutrition Programs

• Policy - Offer free, healthful snacks for employees (fruit, nuts, popcorn) • Policy - Provide healthy meal choices in cafeterias and at company events

• Policy - Provide information to workers about the nutritional content of food served in the cafeteria • Policy - Begin a fresh fruit “snack basket” in the breakroom or cafeteria

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• Policy - Stock vending machines with healthier options

• Policy - Subsidize healthful foods in the cafeteria or vending machines (10� apples may be more appealing than $1.00 candy bars)

• Program - Coordinate a weekly or monthly healthful lunch club

• Program - Have pamphlets available on a selection of healthful consuming topics • Program - Include nutrition articles in business newsletters

• Program - Schedule a healthful food tasting contest Free

• Program - Schedule educational sessions at lunch-time on a variety of nutrition topics of interest • Program - Sponsor an staff member healthy food cookbook. Either sell the cookbook and use profits for programs, or purchase a cookbook for all employees

Weight Loss Programs / Weight Management Programs

• Policy - Consider flexible work schedules so that workers can participate in weight-loss programs • Policy - Subsidize registration costs for weight-management programs

• Program - Form a support group to help workers who are trying to lose weight

• Program - Locate registered dieticians near your worksite as a resource for staff members who want information on healthful consuming, meal planning or weight control

• Program - Offer individual counseling for employees trying to lose weight

• Program - Offer on-site fitness and weight-management programs through your local hospital, Weight Watchers, TOPS or local, registered dietician

• Program - Schedule an educational session on diet myths and healthy eating

Exercise Programs

• Policy - Allow flexible work schedules to encourage exercise

• Policy - Develop a fitness space with aerobic equipment, and weights • Policy - Create accessible walking paths, trails, and/or bike routes

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• Policy - Establish a fitness club with aerobic equipment, weights, group exercise classes, fitness professionals

• Policy - Hold walking meetings

• Policy - Make the stairwells more appealing (carpet, fresh paint, artwork, posters) • Policy - Offer reduced gym membership fees to all staff members

• Policy - Provide facilities for workers to secure bicycles • Policy - Schedule 5 - 10 minute stretch breaks during the day

• Policy - Subsidize fitness center membership for workers who participate a minimal number of days per week (ex., 3 days per week)

• Policy - Support lunchtime walking/running clubs or business sports team • Program - Be sure to encourage stairwell use and incentives

• Program - Install a basketball hoop outside

• Program - Promote and support community walks or fitness events • Program - Promote walking during breaks and other off-time periods • Program - Give periodic fitness incentive programs to encourage exercise • Program - Schedule educational sessions on fitness activities

Tobacco use Cessation Programs / Tobacco Cessation Programs

• Policy - Create a tobacco-free grounds • Policy - Develop a smoke-free workplace

• Policy - Make sure to encourage the use of 1-800-QUIT-NOW, North Carolina’s free Tobacco Use Quitline. Or check www.QuitlineNC.com

• Policy - Reimburse for tobacco replacement products • Policy - Subsidize the cost of smoking cessation workshops

• Program - Give brochures and information on health effects from tobacco use and tobacco cessation • Program - Schedule awareness sessions to motivate staff members to try to quit tobacco use

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• Program - Schedule onsite use of tobacco cessation workshops

Worker Medical Screening

• Policy - Discount medical insurance premiums or reduce co-payments for staff members who participate in screenings and who participate in managing their risk factors

• Policy - Install blood pressure (BP) monitoring equipment • Program - Offer flu shots for employees and family members

• Program - Offer Health Risk (Assessment|Appraisal}s to all staff members, including counseling and follow-up

• Program - Offer periodic blood pressure (BP) screenings and follow-up

• Program - Offer periodic screenings for cholesterol, blood sugar, body composition, etc.

Stress Management Programs / Be certain to work Life Balance Programs

• Program - Allow flexible schedules for family/work life balance • Program - Offer and promote an worker assistance program • Program - Give information on substance abuse prevention

• Program - Give flyers and information on stress management and mental health

• Program - Give handouts and information on work life balance, like financial planning, childcare, parenting, elder care, etc.

• Program - Give supervisor and manager training on communication, relationship building, organizational stressors, etc.

• Program - Review business policies and work schedules to identify organizational stressors

• Program - Review the worker assistance program to ensure it’s meeting the needs of the employees and company

• Program - Schedule educational sessions on stress management and work life balance • Program - Schedule seminars on relaxation, stress management, and work life balance topics

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The Power of CEO Support In Advancing

A Small Business Wellness Initiative

You

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By David Hunnicutt, PhD

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WELCOA® ABSOLUTE ADVANTAGE

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erhaps the single most important element in building and

sustaining a wellness program in a small business setting is

having CEO buy-in. Indeed, time and time again, it has been

our experience that the organizations that successfully garner

senior-level support are the ones that have healthier employees and

better working environments.

But the question for most wellness advocates in a small business setting is,

“How can I get my CEO to get behind this concept?” Or, if they are already

bought in, “How can I get them to be the organization’s best advocate for

personal health and well-being.”

These are great questions and they deserve a closer look.

In fact, in the remainder of this article, we’ll divide our discussion into two

parts. The first part will focus on strategies that you can employ to get

your CEO to buy-in to the concept. The

second part will put forth ideas that

you can leverage to get your

CEO to be the best wellness

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If you are interested in such an experience, you can contact a local hospital and inquire about executive physicals—even small town

healthcare facilities are now offering them. Or if your CEO is interested in a more profound experience, you should check out the Mayo Clinic’s Executive Health Program—it’s an unbelievably meaningful experience.

3. Present Your CEO With

Employee Testimonials.

Another excellent strategy for getting your CEO to buy into the concept of worksite wellness is to provide them with employee testimonials. Like the Executive Health Program encounter, a well-prepared employee testimonial can leave an indelible mark in the mind and on the heart of your company leader.

For example, imagine the impact that will be felt when your CEO better understands how specific employees, who make their living within the four walls of your own company, struggled with personal health issues and how these struggles impacted their lives and work performance. Also, imagine the satisfaction that your CEO will feel when they learn about how better health practices made the difference in the life of that particular employee. If you haven’t used this strategy before (and most haven’t) you should strongly consider it. The best way to do it is to have a series of personal

2. Enroll Your CEO In An

Executive Health Program.

If you are one of the lucky ones, all it will take is for your CEO to see the literature supporting the efficacy of workplace wellness programs and they’ll jump on board. However, be warned—that’s not always the way it goes; sometimes it takes more. And that’s where Executive Health Programs come into play.

In a nutshell, Executive Health Programs are medically-based encounters designed specifically for company leaders. Logistically, your CEO will need to sign-up in advance to take part in the program. Having expressed interest and reserved a spot in the program, they’ll be sent forms that will need to be completed in advance. These forms will include information about payment (breathe easy, usually these programs are covered by insurance) as well as present health practices including a personal medical history.

Having completed the necessary paperwork, your CEO will then spend a day participating in an extensive battery of tests which will, in turn, provide them with a detailed snapshot of their personal health status. And, when done right, this experience is a very powerful one that has a lasting impact. To be sure, I know a lot of small company leaders who pooh-poohed this idea until they went through such a program.

Part I:

CEO’s Who Need

To Get Religion

Let’s cut to the chase—there are still a lot of small business leaders who have yet to fully discover the power of a wellness program. But that’s O.K.— they deserve to be given the benefit of the doubt. Believe it or not, worksite wellness programs are still a relatively new phenomenon— especially in small business settings. And although it’s not ideal, it is completely understandable that not everyone buys in to this concept. To be sure, we’ve still got a ways to go before every small business leader completely comprehends the benefits of putting such a program into place. But even though your CEO doesn’t completely connect, it doesn’t mean you’re doomed. Here are five powerful strategies for getting them to buy-in.

1. Make The Business

Case For Workplace

Wellness Programs.

Perhaps the most logical place to start in getting your CEO to buy into the concept is by presenting the business case for implementing a workplace wellness program. Fortunately, this is a relatively easy thing to do as there are presently a number of good articles, expert interviews and PowerPoint presentations already in circulation that address this topic. One particularly good resource that we encourage you to utilize is WELCOA’s Members-Only website, InfoPoint. In it, you’ll find numerous articles discussing the ROI of wellness programs as well as easy-to-understand podcasts and PowerPoint presentations.

When used effectively, this material can go a long way toward making a believer out of your CEO.

Executive Health Programs are

medically-based encounters designed

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including the goals and objectives, the budget and personnel, as well as the exact intervention and approaches— can be just the thing that grabs your CEO’s attention and finally gets them on board.

In fact, it’s been our experience that when a CEO reads a case study like the one done by WELCOA featuring Des Moines-base Townsend Engineering, things begin to change. Starting their program back in the late 1970’s, then CEO Ted Townsend had the desire to build a company culture that ensured that when people came to work for Townsend they would thrive. Beginning with small steps, Townsend implemented things like health screenings and personal health assessments. Then adding things like a fitness center and walking trails, Townsend Engineering began changing the way it conducted its business.

To the delight of everyone, Townsend became a world-class organization whose turnover levels are some of the lowest of any business in the country. If you have a CEO that hasn’t warmed up to the idea of implementing a worksite wellness program, we would suggest that you begin by snuggling up to these five ideas right from the get-go. If delivered thoughtfully, you’ll be surprised how well they can work.

wellness programs. Moreover, you should also inquire if there are any opportunities for your CEO to attend a roundtable of other business leaders who would be willing to share their insights on developing and sustaining a workplace wellness program. With healthcare cost containment such a large issue, most Chambers are conducting these programs regularly. Secondly, get a hold of the publication, “Leading By Example” published by Washington-based policy group, Partnership for Prevention. In this excellent publication you’ll find numerous testimonials from CEO’s of large, medium, and small-sized companies. You can access a copy of this publication by visiting Partnership’s website at www.prevent.org.

Thirdly, download the CEO interviews from WELCOA’s InfoPoint. These in-depth interviews are packed with key insights of what motivated other CEO’s to get into the game.

5. Show Your CEO How

Other Small Businesses

Have Done It.

There’s an old adage that a picture is worth a thousand words. We’ll, when it comes to starting a workplace wellness program, a good case study is worth a thousand pictures! Indeed, a good comprehensive case study that specifically outlines the various components of the program— conversations with those employees

who have made dramatic health improvements and ask them if they’d be willing to share their stories with the CEO and other company leaders. It can be done over a lunch time or in a special meeting that can be convened pretty easily.

4. Connect Your CEO With

Other CEO’s Who Get It.

The concept is known as elephant bumping—and it’s powerful. Here’s why. There’s no question that, 99 times out of 100, CEO’s get to the top because they are willing to work very hard and put up with a lot of stuff that others just aren’t willing to tolerate. As a result of learning from the school of hard knocks, CEO’s know things that other people don’t. And that’s why CEO’s love to talk with other CEO’s. Not only is it good for their egos, it’s a great opportunity for them to rub shoulders with other apex predators that have followed the same path as themselves.

For many, the question becomes, “So how exactly do I get my CEO in touch with other CEO’s who have built great wellness programs?” Here’s what we would suggest. First and foremost, contact your local Chamber of Commerce and inquire in no uncertain terms that you are looking to identify any companies that have bona fide

...by openly role modeling good health

habits, your CEO is telling the rest of the

organization that making wellness a

personal priority is a good idea...

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WELCOA®

instance is that your CEO is sincere, genuine, and transparent in their desire to lead a healthier lifestyle. For example, I’m familiar with a lot of CEO’s who get winded just licking a postage stamp. But that hasn’t kept them from publicly taking part in a modest routine of physical activity every day. Indeed, more often than not, it’s these kinds of CEO’s who have the greatest impact—not the super jocks. I’m guessing that it has to do with the perception that they’re viewed by the rest of the world not as some kind of crazed health Nazi who’s looking to change the world but rather a normal person who struggles with the same kind of issues that everyone else is wrestling with. Another issue that should be taken into account when it comes to role modeling is that by openly role modeling good health habits, your CEO is telling the rest of the organization that making wellness a personal priority is a good idea—and that personal touch is the one thing that’s going to set the tone for the magnificent changes that are about to occur within the organization as a whole.

Summary

In this article, we’ve made note of the fact that CEO support is essential if you are looking to implement a wellness program in your small business setting. In addition, a series of proven strategies have been presented with regard to getting your CEO to buy into the concept of workplace wellness—and once they’ve made the commitment, how to become the organization’s wellness champion. 

this need not be an intimidating proposition but it will require some careful thought and attention.

In essence, in order to be effective, your CEO really needs to develop a brief vision statement that addresses the health and well-being of each and every employee within the organization. And that message needs to be delivered with kindness, care, and concern.

2. Your CEO Must

“Walk the Walk”

The second way that you can help to build your CEO’s credibility as the organization’s wellness champion is make sure that they “walk the walk.” In fact, positive role modeling is going to be a very important part of the leadership process if you are going to build a culture centered on health and well-being.

A couple of points are worth illuminating here.

First, positive role modeling doesn’t mean that your CEO has to be a tri-athlete or some kind of super-human physical specimen. In fact, there are a lot of CEO’s who are great role models but are less than perfect in their overall health habits. What good role modeling does mean in this

Part 2:

Turning Your CEO Into

A Wellness Champion

Once your CEO has bought into the notion that worksite wellness needs to be a part of your organization’s small business strategy, it’s time to prepare your leader for becoming the group’s wellness champion.

And, similar to the tactics used to get CEO’s to buy into the concept in the first place, there are proven strategies that can take your organization’s leader to the coveted wellness champion level. So if you are looking for ways to strengthen your CEO’s commitment to wellness, here are two important items to consider.

1. Your CEO Must “Talk the Talk”

Plain and simple, if you want your CEO to be the organization’s wellness champion it’s essential that they “talk the talk.” And, while it may seem obvious, it bears repeating. If you want to build a healthier culture, your CEO has to publicly communicate its importance. In fact, it’s been our experience that this is perhaps the most important thing any small business leader can do to advance wellness within the organization. By talking the talk, the CEO is personally communicating that wellness and healthier lifestyles are important priorities and that the expectation is that everyone takes the message seriously. And make no mistake about it—this overt form of communication is powerful. But there is a catch.

In order for the message to be heard from top to bottom, it has to be well-crafted and heart-felt. Certainly,

Tips For Crafting A CEO Vision Statement For Wellness

It should be no more than one double-spaced type-written page.

It should be easy to articulate and even easier to understand.

It should paint a visual picture setting forth the tangible ways that the organization will change for the better.

It should be written with both backbone and heart— firm but fair.

It should be written with the best interests of the individual in mind.

It should establish an expectation that you are looking for everyone to get behind it.

(WELCOA) 2008. WELCOA provides worksite

wellness products, services, and information to thousands of organizations nationwide. For more information about, visit

www.welcoa.org.

Suggested Citation: Hunnicutt, D. (2008). When It Comes From You. WELCOA’s Absolute Advantage Magazine, 7(2), 10-15.

y Employee Wellness Programs. T

a Wellness Program

Employee Wellness Programs

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Top Ten Reasons Why Your Company Needs an Employee Wellness Program. Here are the top ten reasons why your company needs an Employee Wellness Program.