Management Initiatives
Currently, the economy as a whole has taken a hit, and many employers are looking at ways to lower costs and expenses, so why would an employer take on something that could cost them more money. This is especially true when the benefits of a program are not normally seen for several years. However, the benefit in overall employee well-being and morale is a plus for companies; depending on budgetary constraints, they may be implemented with the biggest cost to the organization being time and dedication to the concept. In addition, wellness programs and initiatives can reduce employee absenteeism, turnover, and time away from work.
According to Corporate Wellness, an organization called WELCOA (who’s primary function is corporate wellness programs), recommends that businesses looking to set up a comprehensive program adhere to the following guidelines:
- When looking at a program, the senior management must be supportive. This theory is true of any company or organizational change. Upper and senior management must “walk the walk” and set the example for initiative and change. They need to buy into the program to make it work. Otherwise, the wellness program will not have the backing it needs to stay sustained.
- Create a wellness “team.” This team should be chaired or headed by the person responsible for the wellness program, but the team should include many levels and departments for well-rounded ideas and goals.
- Collect the relevant information. Try to survey or get responses from employees to find out where the highest risks are. What is most important to them? Where is the health trend in this organization?
- Establish a plan. What are the objectives and goals of the wellness program? Make the goals measurable and as specific as possible. Include long-term and short-term time frames, such as 3-5 years.
- Choose the right initiatives. After collecting the information, analyze and assess the areas that need improvement.
- Be supportive. Everyone is on the same team and having a company culture that supports and recognizes healthy achievements is rewarding.
- Evaluate the outcomes. Periodically review the goals and objectives to see if they have been met. If not, why? Reviewing the information can show what areas were successful, which were not, and what things may need to be changed or adjusted for.
Big Budgets and Little Budgets – Wellness Programs for All
There are several ways to tackle the wellness program’s goal. Some large companies may provide extensive programs including on site gyms, or gym memberships, massages for stress relief, financial incentives and rewards, or even company sponsored competitions. No smoking policies and incentives are increasing in popularity. According to Hewitt Associates sources, that referenced The Wall Street Journal, programs offering incentives or at least penalties, have a much better participation rate, even up to 90% or more.
→ 0 Comments
Posted in event manager vacancy
