Wellness programs are often an expectation of employees in today's job market. Employers need to understand the difference between a one-time initiative and a sustainable wellness program. A one-off program might be a discounted gym membership that any employee can access. That one-size-fits-all approach doesn't work for every employee, unfortunately.
A sustainable employee wellness program is data-driven and holistic. It strives to meet each individual's wellness needs and encompasses much more than trips to the gym or routine wellness checkups.
Why a Sustainable Employee Wellness Program Matters
Healthcare costs for employers increased to more than $13,800 per employee in 2023. That figure alone should be an incentive for employers to explore sustainable wellness programs--and it doesn't even take into account the financial or mental well-being of employees. That's just the physical side of the equation.
A sustainable employee wellness program can reduce employee absenteeism, improve productivity, and increase employee retention. It's good for your reputation as an employer because a holistic wellness program shows that you care about your workers. This can help with talent acquisition in the long run.
A good program will lower your healthcare costs because there will be fewer employee claims being made. Workers will also be taking fewer sick days.
Key Components of a Sustainable Wellness Program
Physical Health
Both onsite and offsite fitness options should be made available for employees, assuming an organization has enough onsite space to make it work. Regular health screenings can also be a part of a sustainable wellness program. Deploy an incentive system to participate that will generate awareness, encourage participation, and reward employee fitness milestones.
Mental Health
Providing access to counseling and stress management resources is another employee health and wellness initiative that can generate positive results. Offering mental health days as an addition to regular PTO can be another incentive for your employees to take better care of themselves.
Financial Wellness
Finances are a major stress point for most people. Providing financial literacy workshops, retirement planning that complements your retirement program, and savings assistance should be a part of your long-term wellness program.
Social Well-Being
Many employees spend more hours around their co-workers on workdays than they do with their own family members. Fostering a community culture that encourages workplace trust should be a priority for your employee well-being initiatives. Team-building exercises, community events, and flexible work arrangements can offer your employees better social well-being and better work-life balance.
Best Practices for Building and Maintaining a Wellness Program
People in leadership positions need to buy into workplace wellness programs for them to succeed. It's not really a part of your company culture if you don't participate in the initiatives alongside your employees. Here are some best practices for building and maintaining a sustainable employee wellness program:
- Begin with simple initiatives that can be built on over time.
- Appoint "Wellness Champions" when they emerge among employees and give them incentives to encourage co-worker participation.
- Gradually adopt a multi-year plan while allowing employees to set realistic personal goals.
- Track progress and provide reward incentives for participation and meeting wellness milestones.
- Allow for flexibility, creativity, and employee input.
- Adapt the program over time to encompass the needs of all employees (within reason).
How to Measure the Success of Your Wellness Program
You can't measure the success of a sustainable employee wellness program without data. Employee feedback will be the main data point you can use to improve the programs on an ongoing basis.
Metrics that should be collected include participation rates and their impact on productivity. Which programs are more likely to be used by employees? Which ones are they less interested in taking advantage of? Both quantitative and qualitative data should be collected over time to measure the success of your wellness initiatives.
Common Challenges in Creating Sustainable Programs and How to Overcome Them
Funding and resource allocation will always be a challenge when it comes to creating a sustainable wellness program. It has to be viewed as a longer-term investment that will pay off if you commit to it.
Keeping employees engaged and participating in a program is another challenge. Appointing internal "wellness champions" and offering incentives is a way to overcome this hurdle.
Ongoing data collection and employee feedback will be the keys to keeping wellness initiatives relevant and engaging over time.
Conclusion
A healthier, happier workforce will be more productive while lowering healthcare costs for an organization. You'll experience less employee absenteeism and better retention with a holistic and ongoing approach to wellness in the workplace.
Ready to enhance employee well-being and boost productivity? Contact Affiliated Payroll to learn how we can support your wellness program goals.