Whether you want to get more people involved in your wellness program, or you’re aiming to help existing participants become more physically active, you must first figure out goal specifics and how you will measure success.
Having goals for your employee wellness program can keep you focused and moving forward toward success, if you:
- Take the time to create realistic, specific goals – Many organizations set lofty goals instead of encouraging small “wins.” Think: an increase in minutes of physical activity, not 100% employee participation in the next community 5K. Be detailed, too. Although wanting employees to become healthier is admirable, it’s vague and difficult to measure. How do you define “healthier”?
- Develop consistent and engaging workplace health communications to support goals. Make sure messages explain why employees should care and provide tips on how employees can succeed.
- Track employee health and wellness progress. After determining your main wellness program goals, establish a few checkpoints for each. If you want to help 30 employees reach their weight-loss goal next quarter, get progress updates every few weeks. Have employees lost weight? If so, how much? If not, why?
- Adjust efforts based on checkpoints. If progress indicates you won’t reach an achievement by its deadline, what can you do to get back on track – replace vending machine offerings; offer a lunchtime exercise class?
- Form a wellness committee with employees from all departments to help establish goals. Increase your chances of success by involving employees in the process. If they have a hand in program creation, they may be more likely to participate.
- Perform a communications audit. What’s working and what’s not? What are your biggest communication triumphs and mistakes? Which recent messages have been effective, and which have been ignored?
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