https://hr-elements.com/contact-us/

Workplace Wellness Programs: 5 Keys to Successful Programs

Thinking about adding a Workplace Wellness Program? They are a great option for energizing your team, reducing costs, and building a more positive and healthy work environment.

Workplace wellness programs come in all shapes and sizes. They can be as simple as routine check-ins and small contests and competitions and they can include onsite fitness venues and sponsored events. But regardless of plan design there are several components that set the successful programs apart.

  1. You have to know what’s driving your largest claim costs on your health care plan – both among employees and their dependents. Weight-related health issues? Nutrition? Exercise? Smoking? Knowing what exactly is driving costs will help you develop meaningful and successful programs.
  2. Realistic program expectations are key. With wellness, what an employer depends on how well it plans, and how well it maintains communications and participation with staff (and the program provider as well), and (to a lesser degree) how much it spends.
  3. Maintain strong workplace wellness program communications. Programs that achieve the greatest success are those that are communicated aggressively from the start and are maintained consistently. Slack off the messaging and you’ll lose participation, making your program at the least irrelevant and at worst a failure.
  4. Integrate workplace wellness with other benefits. Real-life experience has shown that you should consider Are your Employee Assistance Programs an extension of the Workplace Wellness program? (Do you have EAPs? Should you have EAPs?) Studies show that wellness programs, EAPs and issues like absenteeism, disability and worker’s compensation are all pieces to the same puzzle.
  5. Leading by example. The key to ensuring worker buy-in is for management to lead the workplace wellness program by setting a positive example. When managers are unwilling to participate and address their own health issues, don’t expect many employees to take the workplace wellness program seriously.

At their core, Workplace Wellness programs require constant monitoring and periodic adjustments. Don’t know where to start? Lucky for you, we are experienced at developing successful programs.

Contact us today to learn more.

6 WAYS TO CULTIVATE A MORE POSITIVE WORKPLACE CULTURE

A healthy and happy work environment is essential to the success of your business; building a strong sense of community is even more important. This is the perfect time to it’s a terrific opportunity to take a look at company’s culture and see if there are opportunities to cultivate a more positive workplace culture. Here are six steps to consider if your company culture needs to move to the next level.

Establish trust

Trust is essential in all relationships, both personal and professional. The best way to build trust is through active listening and open communication. But you have to truly listen, be willing to let your guard down, and really listen. Allow your team members to speak their minds without fear of reprisal. Do this and chances are that others will reciprocate.

Get to know your employees as individuals

No one wants to be treated as “just” an employee. If you treat your team as “just” employees, that is likely what you will get back in performance. Instead, ask and learn about their hobbies, families, and backgrounds.” Consider 2017 an opportunity to create deeper, more productive relationships with your work team. Trust and respect will ensue.

Foster mutual respect

Speaking of respect, we hope you treating your employees and their input and ideas and that they respect yours. Mutual respect is necessary for collaboration, and the growing success will be dependent upon collaboration.

Some of that collaboration may not even include you. That’s why it is equally important that you build a workplace environment in which employees like and respect each other as well. They need to feel respected by their colleagues and supported by you. If you can achieve this, you can expect increased productivity and success.

Show appreciation

Everyone wants to feel appreciated. So when someone does something well, offer a sincere compliment to show your gratitude. Doing so will lead to stronger relationships, and encourages continued productivity. Most people, after all, are wired to respond to incentives. Financial rewards are one well-known incentive. Simple and genuine appreciation is another—often underrated—incentive.

Positive Work Environment

Studies have shown that a positive work environment affects the brain, increases employee engagement. Is it not obvious that people will be generally happier while at work if the work environment is positive?  Shawn Achor, author of The Happiness Advantage: The Seven Principles of Positive Psychology That Fuel Success and Performance at Work and a positive psychology expert, says that “when we are positive, our brains become more engaged, creative, motivated, energetic, resilient, and productive at work.” Isn’t that exactly what you want from and for your team?

And while you are at it, don’t underestimate the importance of fun in the workplace. Leaders who share laughter with staff members and team members who genuinely enjoy their work are simply more pleasant to be around. Are you the kind of boss you would like to work for? What would including fun in the workplace look like for your business? It might be as simple as a surprise pizza party, office Olympics, or sports team appreciation days. Better yet, why not ask your team what that fun would like to them?

Clear Goals and Regular, Timely Feedback

People like—no, people need—to know where they stand, how their performance stacks up, and how their contributions impact the whole. Achievable goals are the first part of the equation, and if you and your employees work together to set the goals, there can be no question about what is expected. (Do both of you a favor, and include measurable steps or milestones in your planning so that progress and performance can routinely be assessed.) Provide consistent encouragement and feedback in support of the achievement of agreed upon goals.

Speaking of feedback, to most impactful, feedback should be timely. You don’t want to wait until an annual or semi-annual review to discuss that your employee is struggling. That’s too long for changes or improvements to be made. On the other hand, recognizing a significant contribution as soon as it happens (rather than waiting for any period of time) will have a more positive impact on the individual. And success begets success.