MILTON JACK
The majority of global employers have health promotion strategies, and a study by Ho, estimated 70% of employers offer wellness programmes (Emerald Publishing, 2020).
Research shows that workplace wellness programmes (also known as corporate wellness programmes) help create a win-win situation that positively impacts both employees and employers (Emerald Publishing, 2020).
An increasing number of companies are placing a high priority on the wellbeing of their employees, assuming that happier workers will lead to improved productivity.
This article examines this link based on a meta-analysis of independent studies accumulated. Gallup’s research on the wellbeing and productivity of almost 2 million people and the performance of over 80,000 business units, emanating from 230 independent organisations spanning 49 industries in 73 countries, provide an excellent example.
The findings of the studies suggest a strong positive correlation between employee wellbeing, productivity, and firm performance.
The link between higher employee wellness and higher productivity
Gallup (2019) discovered true score connections between employee wellbeing (defined as employees’ contentment with the company as a place to work), employee productivity, and firm success as a whole across all industries and geographies.
Customer loyalty, employee productivity, business unit profitability, and staff turnover were the focus of the study, which are perhaps the most significant from a business standpoint.
Employee satisfaction was shown to have a significant positive connection (r = 0.31) with customer loyalty and a significant negative correlation (r = -0.25) with staff turnover.
Employee productivity has a positive and significant connection (r = 0.2). Importantly, a modest, positive connection between employee happiness and profitability (r = 0.16), as well as reduced staff turnover, reflects better customer loyalty and employee productivity, as well as lower staff turnover.
Wellness Defined
The definition for employee wellness programmes, also known as workplace wellness programmes or employee wellbeing programmes, varies amongst scholars (Wellable, 2021).
It usually refers to a set of programmes implemented by a company to encourage employees and their spouses and dependents to live healthier lifestyles (Wellable, 2021). There are a variety of projects that would qualify as an employee wellness program if they were implemented. These projects focus on various aspects of wellbeing.
Employee wellness programmes, often known as wellness plans, are a type of health benefit that many businesses offer in addition to health insurance in one form or another (Bean- Mellinger, 2019).
A wellness programme is defined as a programme that assists workers in staying healthy or, in certain circumstances, improving their health (Bean-Mellinger, 2019).
Wellness programme ideas can range from concepts with a specific goal in mind, such as assisting employees in quitting smoking or losing weight, onsite gyms or gym memberships, and incentive programs that reward participation or achievement of the intended outcomes
(Bean-Mellinger, 2019).
Employee wellness programmes are initiatives done by employers to promote employee health and to assist individuals with specific health-related issues (CFI, 2021). Employe training, staff seminars, or even a partnership with a third-party supplier offering a range of wellness programmes are all options available to the business. Employees are priceless assets to any organization, and protecting their mental and physical health allows them to perform at their best (CFI, 2021). Employee health and wellbeing generally directly impact a company’s productivity and profitability (CFI, 2021). Many businesses see this and are willing to invest in such initiatives.
Dimensions of Well-Being
The term "wellness" is often linked with gym memberships or green smoothies, restricting its use to only physical wellbeing.
Well-being, in reality, is the consequence of intricate interactions across numerous aspects that, when cultivated in balance, improve health and quality of life (Wellable, 2021).
Wellness programs that target and promote holistic dimensions of wellbeing are the most effective. The eight dimensions of wellbeing that may be addressed through a workplace program are explained below.
- a) Physical
Physical wellbeing involves the seamless operation of all physical body processes, rather than only the aesthetic of being fit (Wellable, 2021). This encompasses the skeletomuscular system and the digestive, circulatory, and other systems, as in fitness. Due to its prevalence and people’s familiarity with the notion, physical wellbeing is perhaps the simplest factor to promote employee wellness programs. Physical wellness includes programs that cover anything from exercise, diet and sleep.
- b) Emotional
Mental health refers to a person’s emotional and psychological wellbeing, which influences how they act, thinks, and feels. Emotional health is the capacity to properly control one’s own emotions and convey them to others. Being emotionally healthy entails more than just coping with stress; it also entails being aware of one’s thoughts, feelings, and behaviours,
both positive and bad. Mental health is a closely related term (Wellable, 2021). The World
Health Organisation defines mental health as a condition of wellbeing in which an individual
recognises his or her potential, can manage with typical life pressures, can work effectively and fruitfully, and can contribute to his or her community.
Organisations may utilise various techniques to improve employee mental health and emotional wellbeing (Wellable, 2021).
- c) Financial
Financial health is a term that relates to a person’s financial stability, which is determined by their income, spending, and outstanding obligations (Wellable, 2021). Financial health may also be defined as being in a position where an individual spends and saves money wisely and where their financial behaviours and thoughts help them achieve their short- and long- term goals. Financial literacy is required to achieve this condition, and here is where companies can help.
- d) Social
The state of one’s social network might be conceived of as social health. Humans are social creatures that rely on one another for survival, and their sense of belonging is vital to their wellbeing (Wellable, 2021). Wellness programmes may be created to encourage pleasant social interactions, increase team cohesiveness, and increase engagement.
- e) Occupational
Occupational wellness refers to a person’s level of job satisfaction, fulfilment, and happiness.
Work-life balance and professional growth are important factors to consider when assessing
occupational health (Wellable, 2021). While occupational wellbeing is not frequently mentioned in wellness programmes, it is an essential component since it affects other aspects of wellbeing, such as mental and financial health. Long-term work discontent, for example, is a well-known stressor. In this sense, occupational wellbeing initiatives come within the wellness program umbrella and should be adequately integrated (Wellable, 2021).
Furthermore, as organisations increasingly focus on recruiting and retention advantages from their programs, occupational wellbeing is a crucial driver of value for employee wellness programs.
- f) Purpose
Being and feeling well entails having values and beliefs that give meaning to one’s life and feel at ease and in harmony with others. It also entails the ability to remain receptive to the viewpoints of others (Wellable, 2021).
Spiritual wellbeing is a term that is commonly used to describe this aspect of happiness. Because health is such an individual journey, addressing purpose in programs may be difficult. Employees may become more meaningful and pleased with their professional and personal lives by increasing their knowledge of this crucial component.
- g) Intellectual
Active engagement in scholastic, cultural, and communal activities is referred to as intellectual wellbeing. When a person is mentally healthy, they are always working to enhance their knowledge and abilities, resulting in a more exciting and prosperous existence. Organisations may promote mental health by encouraging creativity, curiosity, and lifelong learning.
- h) Environmental
Climate change isn’t simply about keeping the world habitable for future generations, nor is it solely a concern of environmentalists. It poses serious health hazards to people worldwide, making it terrible for business and a vital cause for companies to support. As part of their wellness program, businesses may help by encouraging sustainable living, increasing awareness, and adopting sustainable operations (Wellable, 2021).
Types of Wellness Programmes
Companies may use several methods to assist employees in improving their wellbeing on all levels.
Not every solution is appropriate for every company, and some solutions are inappropriate for all companies. The sorts of wellness programs listed below should serve as a reference to what’s available and who the solution is best suited for. Each approach addresses at least one aspect of happiness, but many handle many aspects. Below are
some of the wellness programmes:
λ Biometric Screening
λ Disease Managementλ Financial Counselling/Planning
λ Fitness Classes
λ Flexible Work Schedules
λ Flu Shots
λ Free Healthy Food
λ Gym Reimbursement
λ Health Coaching
λ Health Education/Literacy
λ Health Fairs
λ Health Risk Assessment (HRA)
λ On-Site/Near-Site Clinics
λ Telemedicine
λ Tobacco Cessation
λ Weight Management
λ Wellness Challenges
Establishing And Designing A Wellness Program
Designing and implementing an employee wellness program is a critical step toward increasing employee health and productivity while potentially lowering the overall cost of employer-provided health care. Employers can benefit from wellness initiatives in the following ways:
λ Cost-cutting in the healthcare industry.
λ Absenteeism is being reduced.
λ Increasing the productivity of employees.
λ Reducing the expenses of workers compensation and disability.
λ Injury prevention.
λ Employee morale and loyalty are improving.
Employers should consider adopting a well-thought-out wellness program that helps both the employee’s health and the employer’s financial line, given the rising costs of health insurance and the importance of employee health.
Step 1: Conduct Assessments
Obtaining information on the health of the staff, as well as the organisation’s commitment to improving based on that knowledge, is a crucial step in creating a workforce wellness programme (SHRM, 2021). With this knowledge, the employer will develop programmes and services that benefit both the company and the employee. An organisation can use these suggested steps and tools for obtaining this information:
λ Conduct employee surveys to assess workers’ wellness interests and requirements.
λ Conduct a health risk assessment.
λ Determine the sorts of wellness programs to provide by doing an organizational evaluation.
λ Review group health plan utilisation rates, both medical and pharmaceutical.
λ Examine the workplace’s health culture and undertake environmental audits in general.
Step 2: Obtain Management Support
Building a successful wellness programme requires management’s support. Management buy-in is essential for securing money, gaining support within the business, and establishing rules and practices connected to the programme, as it is for any endeavour SHRM, 2021).
Management may provide a hand by assisting in connecting health promotion goals to business outcomes, therefore establishing wellness as an integral part of the firm SHRM, 2021).
Communicating the potential benefit of a wellness programme to the organisation’s bottom line is a significant determinant in gaining management support.
Step 3: Establish a Wellness Committee
A company can form an internal, employee-driven committee to assist promote and sustain a wellness culture in the firm after completing a needs assessment and getting management support (Dr Aldana, 2021).
This group will help the wellness programme in gaining organisational support and effectiveness. The wellness committee’s tasks may include the following:
λ Taking a look at the existing programs, services, and rules in place at work.
λ Identifying the requirements and preferences of employees.
λ Creating a health promotion operational strategy, which includes a vision statement
and goals and objectives.
λ Assisting with the implementation, monitoring, and evaluation of wellness programs.
Step 5: Establish a Budget
To create a wellness program, you must first create a budget (Dr Aldana, 2021). The initiative will come to a halt if it does not receive financing.
When putting out a wellness budget, companies should include in the costs of incentives, promotion, and programme design. Fees for screening vendors/other providers; incentives for participation; promotional materials; meeting supplies; pedometers/fitness trackers; HR representative and committee member time; and so on are typical budget elements (Dr. Aldana, 2021).
Employers may also wish to examine the following measures when looking for hidden financing sources:
- Conduct surveys to see if workers would pay for a part of the health program, such as yoga or fitness courses.
- Determine the wellness components supplied by the health insurance carrier in collaboration with the insurance provider. Often, the expenses of these programs are already included in health insurance rates.
iii. Look into participating in clinical trials at colleges or hospitals looking into the effects of workplace wellness initiatives.
- To enhance the wellness program, look for free community services or programs.
- Consider establishing internal activities that are low-cost or free, such as a lunch walking club.
Step 6: Design Wellness Program Components
When it comes to designing a wellness programme, employers have a lot of flexibility. There is no one-size-fits-all approach because each programme is tailored to the needs and resources of the organisation (SHRM, 2021). The wellness programme can be as simple as a one-time event or as complex as a multi-day event. It’s critical to include a variety of components that target risk behaviours and employee needs and interests.
Step 8: Communicate the Wellness Plan
The organisation’s wellness policy must then be written and communicated.
About employee wellness, this policy statement should describe the organisation’s goal, level of engagement, and rewards and incentives system (SHRM, 2021). Presenting a John Doe example when explaining the incentive system to employees may help them understand the program in a more realistic light.
Step 9: Evaluate the Success of the Wellness Program
Evaluating the efficacy of the wellness programme, like any other investment or initiative, is critical to maintaining management and employee support as well as amending or launching new programmes (Dr. Aldana, 2021). At the start of any wellness project, employers should have defined KPIs and baselines, which will vary based on the programmes adopted.
Conclusion
Wellness initiatives boost productivity and boost engagement, enhance employee morale and retention, and lower health risks. There is a link between employee wellbeing and corporate performance. Employee wellness programs should address the emotional, physical, mental, and financial wellbeing of employees.
In most cases, the expenses of establishing comprehensive employee wellness programs are outweighed by the benefits.
Milton Jack is a Business Consultant at Industrial Psychology Consultants (Pvt) Ltd, a business management and human resources consulting firm.
LinkedIn: linkedin.com/in/milton-jack-9798b966 Phone: +263 242 481946-48/481950 Mobile: +263 774 730 913
