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According to SHRM
Wellness programs are provided to employees as a preventive measure to help avoid illness while improving and maintaining the general health of the employees.
Typical benefits in a wellness program include smoking cessation, weight loss, stress management, company gym/workout rooms, recreational programs such as company-sponsored sports teams, medical screenings, and immunization/flu shots.
Programs can be delivered virtually using webinars, telemedicine, and apps.
Employee wellness programs have been shown to increase and improve productivity, job satisfaction, retention, and recruiting.
When it comes to wellness program the temptation is to look for a reduction in health insurance costs to justify implementing a wellness program. Recent research shows that successful wellness programs typically do not impact health insurance cost.
Forbes makes the case for a change in how ROI for employee well-being should be calculated.
“While this sounds like bad news, it’s not because it sets the stage for real opportunity. Research shows that companies that adopt employee well-being as part of a broader business strategy can realize other, more substantial, ROI by helping employees make their lives better.”
Employee wellness or well-being program can benefit employers by
- Reducing absenteeism.
- Achieving higher employee productivity.
- Reducing workers’ compensation and disability-related costs.
- Reducing injuries.
- Improving employee morale and loyalty.
Step 1: Conduct Assessments
Step 2: Obtain Management Support
Step 3: Establish a Wellness Committee
Step 4: Develop Goals and Objectives
Step 5: Establish a Budget
Step 6: Design Wellness Program Components
Step 7: Select Wellness Program Incentives or Rewards
Step 8: Communicate the Wellness Plan
Step 9: Evaluate the Success of the Program