Create objectives and objectives
Objectives are general guidelines that explain what you want to achieve. Objectives define strategies or steps to take to attain the identified goal.
A wellness program should have a “destination”. Use the results of your surveys and your wellness committee’s mission statement as guides. Consider these ideas –
Focus on making health information and learning resources readily available to workers
Focus on group activities so employees can work together to support and encourage healthier lifestyles
Create a wellness program that is visible to both employees and to your clients
Focus on written policies and guidelines
Be sure to set goals for your wellness program.
Review Guidelines for Writing Goals.
Wellness Program Goals Should be
Specific – A goal is specific when it provides a description of what’ll be accomplished. It will state exactly what the organization intends to accomplish.
It must be written so that it can be easily and obviously communicated. A specific goal will make it easier for those writing objectives and action plans to address the following questions –
Who’s to be involved?
What’s to be accomplished?
Where’s it to be done?
When’s it to be done?
Measurable – A goal is measurable if it is quantifiable. to determine if your goal is measurable, ask questions such as – How much? How many? How will I know when it is accomplished?
Attainable – You can attain most any goal you set when you plan your steps wisely and establish a time frame that permits you to carry out those steps. Objectives that might have seemed far away and out of reach eventually move closer and become attainable.
Realistic – Realistic, means “do-able.” the goal needs to be realistic for your organization and where the organization is at the moment.
A goal to take out all the high fat items in the vending machine might not be realistic for your corporation right now; a better goal would be to substitute some of the chips, candy bars and pies for pretzels, yogurt and dried fruit.
Timely – In conclusion, a goal must’ve a timeframe – for next week, in three months, by age 35. It must’ve a beginning and ending point. It should also have some intermediate points at which progress could be investigated.
Limiting the time in which a goal ought to be accomplished assists to focus effort toward its achievement. When you do not set a time, the commitment is too vague. It tends not to happen because you feel you can begin at any time. Without a time limit, there’s no urgency to begin taking action now.
August 31, 2010 No Comments
Wellness programs are designed to help improve the overall health and awareness of health related issues of workers in the workplace.
Although these programs are set up to help individuals set, work toward and maintain healthy lifestyle options, they sometimes fail.
There are five main reasons wellness programs are unsuccessful. the first reason is because of lack of staff member interest. It’s imperative when presenting a new wellness program to staff members that every effort is made to communicate the all encompassing advantages of the program to the organization and to the individual.
Next, wellness programs can fail because of lack of staff resources. When a wellness program is introduced but there are few resources to offer with the program, it’ll be challenging for an worker to want to take benefit of it.
As part of the previous reason for failure of a wellness program, inadequate funding also can set a program up for failure. With little money to promote a wellness program, it may be difficult to spread the word about the benefits of a wellness program.
An all too frequent reason that wellness programs don’t reach optimal success is because the program and its coordinators fail to engage high risk employees. When high risk employees have the majority of the health issues in a workplace, they ought to be the most targeted individuals for a wellness program.
To see 100 percent participation is the optimal goal, but to engage those with the most severe health concerns is a enormous priority.
Lastly, the inability to enlist the support of higher management is a significant reason why wellness programs might not be successful. Without the endorsement, support and flexibility that management can offer a wellness program, it’s far less likely that it will actually succeed.
Wellness programs succeed for just as many reasons as they fail. With engaged and excited workers, obtaining wellness objectives is attainable and promising.
August 31, 2010 No Comments
Successful wellness programs are designed to meet the needs and interests of the workers. Ask workers what they’re interested in, and what needs they have.
Individuals are more willing to participate and support wellness efforts if they are involved in the decision-making process. Review the sample staff member survey provided below.
Staff Member Interest Survey – can be edited (http – //www.ibx.com/pdfs/custom/worksite_wellness/employer_tools/employee_interest_survey.doc)
When developing a recent survey, keep the following hints in mind –
Ask mainly closed form questions, namely when you will be sending the survey to a big number of staff members. Closed form questions provide specific choices and are easy to tabulate.
Invite comments, suggestions and recommendations, or ask open-ended questions after the survey. Open-ended items are more challenging to summarize.
Include a brief explanatory cover letter with the survey with the signature of the corporation president. Make certain to include a statement about confidentiality and anonymity.
Ask a group of representative workers to review the survey before it is distributed. Find out when the questions will be understood by workers and will not be objected to.
Include demographic information at the starting, or end of the survey (gender, age, shift, site, department, etc.).
Conduct a random drawing for a valued incentive item for all those who returned the survey. This could increase the response rate.
One rule to consider concerning surveys is when you’ve fewer than 500 workers, everyone should receive one. the benefit of everyone receiving a recent survey may be significant. If you’ve over 500 workers, a sample of the work population from each department will suffice.
The higher the response, the more exact and reliable the results. A minimum response of 40 percent to 50 percent is considered valuable.
August 30, 2010 No Comments
Corporate wellness involves many aspects of the workplace and can look dramatically different based upon the shared wellness vision.
Wellness efforts can also be uniquely tailored to women and men, old and young or to special health needs. Wellness in the workplace should be a top priority regardless of gender, age or special needs.
Living healthy requires time and attention and often special wellness activities designed by a wellness committee can help reach certain health goals.
Most wellness programs allow for each staff member to dictate the objectives and activities that’ll make up their wellness objectives.
Often, the employer will jump in with wellness programs or incentives. as if sponsoring a competition, some employers will pay workers for reaching weight loss objectives.
Other wellness ideas may include special benefits or compensation for reaching health goals. It could be challenging to gage what’ll motivate some employees, but knowing that most employees don’t want to pay more for healthcare is a good begin.
A solid wellness program is a surefire way to cut down on health care costs, lost vacation time, and other miscellaneous medical testing.
With a unified wellness committee taking workers opinions into account, there must be goals set up across the board that will help focus and monitor health care goals for all involved workers.
Some staff members may choose to focus on specific health concerns while others may want to improve their overall health through diet, exercise and stress relief techniques.
When some staff members seem adamant about admitting health concerns, it may be helpful to reaffirm confidentiality with each employee.
Other staff members may find it helpful to enroll in a group or a partner in working toward health care goals. Studies have proven that working on any kind of goal with another individual increases the percentage of completion and success.
Corporate wellness can come in any shape, form or timeframe. It’s more important to have resources in place for staff members to ensure a balanced and healthy lifestyle.
August 30, 2010 No Comments
A crucial first step in organizing your corporation’s wellness program is the formation of a wellness committee. the focus of the wellness committee is to plan, promote, and implement the program.
The committee establishes continuity, motivation, and broad ownership of the program in addition to provides an excellent automobile for communication.
So who ought to be on the committee? Consider appointing the following individuals /departments to your committee –
Top management within your corporation
Human resources department
Employee assistance program
Health and safety department
Staff Members interested in wellness
Building a successful wellness program requires staff time as well as money. Some bigger organizations may spend 20 hours per week for three to six months preparing all the steps prior to launching a wellness program.
Anywhere from 4 to 10 people meeting monthly equals a wellness committee. A mission statement for the committee must be created by the second meeting. This way, everyone knows what the committee is working toward.
Download sample minutes from a local worksite. (WORD DOC – http – //www.ibx.com/pdfs/custom/worksite_wellness/company_tools/walking_works_minutes.doc)
Once a wellness program has been established, the committee’s size and meeting schedule may change. Still, no fewer than 4 members ought to meet at least quarterly so the group – and the wellness program – does not fade away.
August 29, 2010 No Comments
Wellness programs encourage people to begin taking steps toward health care prevention by teaching healthy decision making. These programs are designed to decrease health care costs, decrease rates of absenteeism, and increase productivity.
It is believed that many diseases in America are preventable by proper biometric testings and small changes toward a healthier lifestyle. the most valuable resource a company has is its staff members.
By investing time and money into them, the business would reap the advantages of having more focused and healthier employees.
For an employee, wellness programs can lead you towards living a healthier lifestyle and becoming a much healthier individuals. Depending on what a business offers you are able to learn how to reduce stress, keep your sugar levels in control, and even lose weight.
The support you will receive from your colleagues will help you reachyour health goals. From consuming a healthful lunch together to forming a racquetball tournament, you will create a feeling of friendship between colleagues.
Social influences are a major part of a healthful life style. You will be getting encouragement from colleagues in addition to encouraging others around you to live healthful.
For companys, these wellness programs proved to have a considerable return on the investment put into them.
The small amount of funds it costs to start these programs and continue with them is insurmountable compared to what they save with increased productivity and decreased costs spent on sick leave and insurance premiums.
Having corporation support is a good begin to living a healthier lifestyle. Whatever the approach, Wellness programs can help make a positive change in your job, life and the community.
Beginning these programs is just one way companys around the U.S. are creating a healthier and more productive workforce.
August 29, 2010 No Comments
Support from management is essential to building a successful wellness program! Visible upper-level management support is one of the most critical factors in the success of a worksite Wellness Program.
Executive management executives are responsible for making sure that the organization meets its objectives. They can provide additional assistance by helping you to link your Wellness Program objectives to business outcomes, thereby positioning Wellness Program as a fundamental part of the organization.
It is important to develop support and excitement for the program from all levels of the company including senior management, mid-level management, and grass-root staff members.
The challenge for any Wellness Program coordinator is convincing senior level management about the potential value of Wellness Program to the organization and conceptualizing how Wellness Program programs can impact the organization in a meaningful manner.
The American Journal of Wellness is a excellent resource to assist you with obtaining convincing information on the benefits of a Wellness Program.
Wellness Program support from management can come in many different ways –
Involvement in the planning process
Distribution of funding for the wellness program
Support for time given to the wellness program
Participation in wellness events
Leadership by management, such as the distribution of a letter of support for the program.
Download a sample letter requesting executive management support. (http – //www.ibx.com/pdfs/custom/worksite_wellness/company_tools/sr_mgt_support.doc)
Flexibility of worker schedules to accommodate wellness activities
August 28, 2010 No Comments
Around the United States companies everywhere are starting wellness programs. There are several advantages to offering staff member wellness programs.
These programs vary in intricacy, from only offering information to employees on staying healthy to offering a company gym and nutritious meal plans. the bottom line of wellness programs is that healthy employees are happy employees, and they’re what make a company run.
As an staff member, wellness programs have several wellness benefits including assisting you live a healthful lifestyle. Depending on the wellness efforts your business has put into place you are able to learn how to reduce stress, keep your sugar levels in control, and even lose weight if desired.
The support coworkers will give each other will help in improving staff member health. Social influences are a major part of a healthful life style. You will be getting encouragement from coworkers as well as encouraging others around you to promote wellness in the workplace.
There are a few barriers to wellness programming in the workplace. Aligning cultural touch points will aid in the effort to promote corporate wellness. From resource commitment to rewards and recognition it’s the job of the employer to support a healthy lifestyle as much as possible.
Hiring wellness professionals who have a shared wellness vision with the corporation’s management is another option to promote wellness in the workplace. They can give wellness coaching and advice on how to live healthy and make healthy decisions.
Workers are a corporation’s most valuable assets and it’s important to develop opportunities for personal health management, with an emphasis on shared responsibility. A healthful workforce is crucial to the growth of the American corporation and in the long run is fundamental for the progress of the American economy.
August 28, 2010 No Comments
The first step in developing your wellness/Wellness Program is to understand your organization and how Wellness Program will fit into the current structure.
By researching your corporation’s history with similar programs and eliciting feedback from colleagues, you can find the best solution for your organization.
Wellness Program – Research Questions
Find out when Wellness Program has been done in the past. When so, what worked and what did not?
Was it commonly accepted?
Was programming successful? Why or why not?
What does your company hope to gain from beginning a Wellness Program?
Answers to these questions will help you begin the process of creating a culture of wellness within your organization. It is imperative that you assess the environment before beginning a program.
Wellness Program – Employee Feedback
In addition, you can start the process of understanding your organization by evaluating the survey below –
WORD DOC – http – //www.ibx.com/pdfs/custom/worksite_wellness/company_tools/work_climate_survey.doc
August 27, 2010 No Comments
While many corporations have amazing health wellness programs, others do not. Sometimes it is not the corporation who determines that a wellness program would be beneficial, but the employees themselves are the ones requesting such an office benefit.
With the correct steps, employees have often been very successful at changing the environment of a workplace.
When an employee or group of employees wishes to begin a health wellness program within the business, she must first talk with other employees to see if there is a mutual interest.
Often times, many individuals are thinking about implementing something, but no one has taken the first step. A team might be formed with those interested, and information might be accumulated from other workers about their needs and interests.
When one is considering the proposal of a wellness program to her employer, not only must the requests be made clear (such as a request for a lunchtime yoga class) but the logistics must be known before presenting it to the boss. Some of the questions that must be considered include –
Where’ll the class be held?
Who’ll teach the class?
How’ll the instructor be paid?
Unfortunately, there are corporations where businesss do not see the advantage of health wellness programs until they are presented to them in a clear manner. Staff Members themselves need to be proactive.
If there’s stress, fatigue, and unhealthful snacking because workers are overwhelmed and feeling easily replaceable, then the corporation could be in too distant of a position to realize that the workers are unhappy.
Rather than continue to complain and be frustrated with the current situation, employees need to be the ones to make the first step in creating a program that will enable everyone to learn more about how to take care of themselves.
August 27, 2010 No Comments