Are you among the employers; who assume that wellness at the workplace is giving your staff gym membership and asked them to stop bringing edible junks and sweets. Then you need to rectify your concepts. In fact, an actionable and engaging wellness program requires leadership support and rewards to keep everyone engaged. Instead of creating an appealing program, you will also need to develop health and safety legislation, which are entirely compatible with other organizational.
In ideal circumstances, occupational health and safety should be the part of a primary component of a company strategy. However, if it’s not included, you can still figure out the company requirements to create a suitable wellness program. All you need is to incorporate all the standard components of wellness programs along with proper training, which facilitate employees to practice general health and wellness practices.
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Here I am sharing few key features of an effective wellness program, which will help you to identify whether your plan possesses these characteristics or not.
Completeness & engagement
As these programs are made to benefit every individual in your taskforce, they have to be comprehensive to cover the diversified needs of employees performing different job roles. Every employee is different from other with unique requirements. Their abilities and motivation level differ from each other. A good plan offers a range of options for people with different personalities, goals and personal preferences.
When staff members observe that their needs are being answered; they feel motivated and participate in driving cultural changes across the entire organization. Incentives also improve employee engagement. After watching the rewards of making healthy choices, individuals try their best to follow the plan. Employee engagement is essential for the success and good return on investment.
Customized program features
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Every company is different with unique goals. When it comes to choosing or designing health and wellness strategy for your business; you should ensure to focus on your requirement. Try to create a program with customized features to provide maximum coverage to the changing needs of your taskforce to promote maximum participation. Don’t get mesmerized after watching the success of the particular initiative in an organization. It’s not guaranteed that same thing will benefit you. Choose wisely and ensure smooth integration and adoption to enjoy long-term benefits.
Ability to track the performance
Regardless of the kind of initiative, you may have taken to improve health and wellness at your organization; you need to measure its effectiveness using a suitable matrix system. If your plan is successful, you will notice a significant reduction in insurance claims and consumption of alcohol and tobacco. An enhanced level of employee participation is a clear indication of success. In addition to analyzing lifestyle changes, you should also explain test results of cholesterol, BMI, Glucose, and blood pressure to see the improvements is numbers.
Appropriate Scope
A plan without a goal is just a wish. The primary aim of developing a quality wellness program is to improve not only the wellbeing of company workers but also to enhance their performance. The objective of creating health policies is not limited to physical fitness; instead, it also involves improving the overall lifestyle of their employees. Are they capable of maintaining a work-life balance? How are they treating stress levels and time management issues? Workplace wellness program should address issues beyond diet and physical fitness to benefit your company.
Endnote: These are few key features, which are required to develop an efficient and occupational health and wellness program for any organization.
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