A new and growing approach to workplace wellness is under way, gaining in popularity and momentum at organizations big and small in just about every industry. Has your company caught on yet? Do you even know this new era is upon us?
This fresh workplace wellness system involves a friendlier, more feel-good focus compared to some of the old-school, more “clinical” strategies that organization have relied on for the last several years, even decades. The thought is this new way may be more effective in reaching employees and helping them to make lasting changes (because they want to, not because they have to), while eliminating some of the potential problems and legal issues associated with using HRAs (health-risk appraisals) and biometric screenings.
As you think ahead to 2016, consider ways you might
shift the way you approach workplace wellness going forward.
You also may be at a point when renewals of vendor contracts are upon you. So, now is a perfect time, as you finish out those service agreements, to decide what you want to do in the future.
Here’s the difference between what’s being described as Wellness No (Wellness 1.0 or the Old-school Way) and Wellness Yes (Wellness 2.0 or the New Era).
Wellness NO…
- HRAs administered via employer or employer contractor
- Biometric screening at the workplace
- Financial incentives for participation or outcomes
- Target any individuals based on their personal health data
- Expensive wellness programs
- Long contracts with wellness vendors
- Distractions or big-time commitments for management
- The need for staff to have special certifications, credentials, training, or designation
Wellness YES…
- Communication-based and social media centric strategies
- Employee volunteers managing and running the wellness program
- Peer-to-peer oriented
- Piggybacking on local events, and using free local, state, and national resources
- Teaming with other local organizations to reduce duplication, share resources, and lower costs
- Focus on healthy cultures
With “Wellness Yes,” you have little reason to collect, track, monitor, or intervene regarding an individual’s personal health data, which could get you into hot water with regulatory agencies. By focusing on communications and tapping into free community and national resources, you can probably avoid workplace wellness-related privacy regulations altogether. What’s more, you’ll likely save money and be more effective in helping the wellbeing of your employees and your company.
For more on Workplace Wellness 2.0:
- Download this FREE eBook: “Workplace Wellness 2.0 — 10 easy steps to an inexpensive, community-based, volunteer-managed, thriving wellness initiative.”
- Listen to this FREE Webinar: Workplace Wellness 2.0
Let’s talk! What challenges are you facing? Shoot me a line at whaan@HopeHealth.com. Look forward to hearing about your program!
