Today, benefits packages contain more than just health insurance.
These programs are created to ensure employees are taken care of in multiple facets of their lives. Wellness initiatives are becoming increasingly popular in benefits offerings, yet some companies may struggle to develop a strategy that is comprehensive enough for workers’ needs. Secova breaks down three ways businesses can introduce a wellness program that works for everyone:
1. Ask for input
It’s crucial for employers to make sure their workers’ opinions are heard when creating a wellness plan. Benefits teams can hold roundtable discussions or open forums to help employees understand what elements are available through the program and to discover which items are most important to people at all levels of the company. Once the employees’ needs are on the table, organizations can create a strategy that fits within their own budget and goals, according to Forbes. Working together on wellness options enables both workers and their companies to get what they want and what they need from their benefits.
“Companies can implement fitness and nutrition options that are cost-effective.”
2. Implement the big three
While it’s critical to consider employees’ comments and concerns when developing a wellness program, there are also strategical components that should be included in these plans no matter what. Tobacco cessation, cancer screening and fitness and nutrition can not only be implemented in cost-effective ways for the company, but saves both employers and their workers money on health care expenses, according to Inc. magazine. Businesses can begin a free and open group for people who trying to or have recently quit smoking to share their stories and remind employees through various channels to make sure they’re tested for numerous types of cancer. Both of these wellness methods are free or low-cost, as are starting an after-hours walking club and stocking the office kitchen with healthy food.
3. Try short-term campaigns
To measure employee engagement and potential participation in more comprehensive wellness plans, companies can introduce smaller challenges and tests. Benefits teams can encourage employees to take the stairs instead of the elevator, count their steps to reach 10,000 in one day or try out weight-loss challenge events to get people excited about getting – and staying – healthy. Those in charge of wellness should keep this type of motivation going long after the game is over so leaders can promote long-term health instead of quick fixes, according to HBR.
From: Secova