According to the book Corporate Wellness Programs: Linking employee and Organizational Health there are four principles for rolling out a successful wellness program.
The first principle clarifies and focuses on the definition of health [2]. This phase is meeting the physical, emotional, intellectual, social, and occupational dimensions of health that are displayed above. This principle is the foundation of a wellness plan. It is applicable by maintaining a focus on physical and mental health, encouragement of interpersonal relationships, financial support, and prompting positive experiences [2].
One could expect to see activities such as bringing in yoga or spin classes, meditation sessions, access to financial advisors, offering growth opportunities, hosting social clubs and happy hours. This is the phase that will include the full benefits package with a concrete healthcare plan.
The second principle is supporting employee engagement by utilizing health behavior tactics [2]. Aligning company objectives and purpose is the focal point of this phase. Successful integration of this principle relies heavily on leadership support by exemplifying strong “health and business success” [2].
Here is where the last two dimensions of health are brought about: environmental and spiritual. Leadership sets the stage for employee behavior. The values and purpose must be strongly encouraged and displayed by executives to influence the rest of the company. If positive actions are encouraged, the office will be viewed as a safe and positive space. This concept relates to consistency from executives in all areas as well participating in activities such as physically engaging events, social clubs, etc.
Education is a vital area of integrating a wellness plan. The third principle focuses on preventative health education [2]. Just like many teachings, understanding the Why is how real implementation happens. Health research has shifted its focus from problem solving to problem prevention. Organizations can provide employees with information that will expand employee literacy in areas such as various health conditions, stress management, diversity skills, workplace safety… [2] etc. Having easy access to these resources will build employee awareness.
The fourth and final principle is incentivizing and awarding healthy employee behaviors [2]. Financial incentives seem to be a popular choice, but other options include additional benefits such as extra vacation/PTO time, company recognition, and experience awards. Awarding employees for accomplishing goals that don’t necessarily pertain to company performance will boost a sense of trust and appreciation. This is a new era of the corporate world that has an evolving agenda designed to benefit both employees and employers.
