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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.
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