The year is fast coming to a close. Before you know it, December will be here. As you approach the end of 2013, be sure you have a plan for how to properly recognize and communicate the holiday season to your wellness program participants. December holidays can be tricky topics to cover from a workplace…
A Simple Strategy to Avoid the Cold and Flu Season Crisis in Your Workplace – and Save Your Company Big-Time Money
Imagine heading into a year-end meeting with management and trying to explain how you could have easily and inexpensively saved the organization significantly, but because you didn’t educate and prepare employees for the cold and flu season, productivity – and as a result, profits – plummeted. How do you think your report to the powers-that-be would be received?
Sadly, this scenario could easily play out at any company in this country. According to government data:
Do you want to reach as many people with your wellness program efforts as possible? If so, you should keep in mind that health is multi-dimensional, and your wellness program needs to include all wellness areas to be as effective as possible. After all, what topics interest one wellness program participant may be entirely different…
One person can’t be expected to know everything about everything. This is true in all areas of life, including health and wellness. If you’re responsible for the success of a wellness program, you shouldn’t try to have the knowledge and experience of a dietitian, personal trainer, medical doctor, and therapist. You need help – which may be closer and easier to come by than you realize.
Many of your wellness program participants may have expertise and interests that they would be willing to share with others – if you just ask.
If your idea of a well-run, effective wellness program requires big bucks to fund enticing incentives to participate in screenings and appraisals, you’re behind the times. The future of successful wellness programs relies on non-clinical, creative, and fun ideas, and human interaction. For years – ok, decades – many wellness programs have used extrinsic rewards…
Even in our electronic world, a printed wall calendar is still a go-to favorite of many, and a tried-and-true wellness program communication tool. The key is finding the right one that will be effective at promoting your wellness program efforts.
Here is a checklist of aspects to consider when evaluating wellness calendar options:
- In addition to an aesthetically pleasing photo or illustration, does the calendar provide health-related content each month? A nice image is great, but the calendar needs to provide easy-to-understand, actionable health messages, too.
It’s hard to argue that worksite wellness programs provide no value. If money were no object, most organizations would devote whatever financial resources it would take to make wellness programs succeed.
But, let’s face it: How many dollars are devoted to a wellness program is a factor – a huge factor for most organizations. Therefore, individuals who are charged with overseeing a company’s wellness program need to be prudent and persuasive when it comes to asking for money.
Here are a few pointers to keep in mind when talking to company management about a wellness budget:
- Be thorough. Think about, and include, all of your requests together for the year. Most leaders in companies appreciate knowing what to expect for the entire year versus getting requests every couple of weeks or months. With a 12-month budget that shows what money is being requested for what efforts, leaders can see the big picture, prioritize their spending, and not be surprised later during the year.
Have you ever experienced burnout from an exercise routine? It is a common problem for many people, even the most devoted fitness fanatics. You do the same thing over and over. Then, after awhile, you can become bored and just can’t get motivated to keep going, no matter how good your intentions may be.
The same can be true for your wellness program and its participants. If you include the same activities time and time again without adding anything new or different, your wellness program participants may lose interest.
Here are 4 ideas to increase enthusiasm and involvement in your wellness program:
The benefits open enrollment season for many companies will be here soon. Take time now to figure out what you’re going to communication to employees and how. Remember, benefits are one of the most important employment aspects and one of the most confusing for most workers.
To be effective with reaching and reassuring employees about benefit changes, communicate:
- Frequently – You will want to get your messages out often and through various channels to make sure that all employees learn about open enrollment, how it will affect them, and what they need to do. Many people need to hear and read about change more than once or twice to understand it. Start your communications soon and continue them through the end of the open enrollment period.
Many companies tap employees to volunteer on their organizations’ wellness program committees. In addition to their primary job responsibilities, these willing individuals give of their time and talents to provide their co-workers with the health and wellness information and resources they need.
To make sure your wellness program committee is effective and efficient, you may want to consider assigning roles and responsibilities to everyone.
With an organizational structure in place, committee members are clear about what they are supposed to be doing. As a result: