It is a widely known fact that employee health directly affects work behavior and productivity. These days many high-performing firms understand this phenomenon. Therefore, they focus on employee wellness and morale. While human capital is vital for a successful enterprise, it is even more necessary during financial hardships.
Unfortunately, the global recession was a devastating side effect of the pandemic. Thousands of companies closed operations, while countless others are still struggling. But, that is not all. As people recently went through a terrifying pandemic, their psychological, emotional, and physical well-being was affected at large. So, employers must shift focus on the physical and psychological well-being of workers to address these issues.
There are many financial benefits of prioritizing employer wellness at work. A happy workforce is less likely to leave, which is why many companies with wellness programs have a low turnover rate.
Luckily, there are several ways you can help. Following are the simplest ways to implement healthcare policies and improve morale.
- Hire someone to do it for you: Public health experts focus on interventions and programs conducive to community wellness. They encourage healthy lifestyles and cut insurance costs. Fortunately, you can hire someone to do all of this for you. A professional with a master of public health degree can help you create employee wellness programs and intervention policies, to improve the overall morale.
- Assess the situation: Those who want to handle employee wellness on their own must begin with an assessment. You will have to identify the issues and needs of the workforce. Therefore, survey the employees to ask them about their pressing concerns. A survey will quickly get you reliable data. Ask your employees about their health behavior and health status. You can either send them an email or conduct face-to-face interviews.
- Think about the legal requirements: Now that you understand the issues, you can choose the best solutions. There are several wellness programs you can choose from, but you should consult with a lawyer first. Several laws apply depending on the size of the company and your workforce demographics.
- Get support from management: Managing a wellness program is not easy. Therefore, you must include your administration to provide vital assistance. Your shareholders may not understand the necessity of spending money on the well-being of employees. The management can help you explain why your company requires and wellness program and tie it to the bottom line.
- Establish a committee: You need someone to provide organizational support and ensure the effectiveness of the program. So, hire a wellness committee to evaluate the programs and assess employee needs. They can also draft the vision statement and develop the health promotion plan. Ask for volunteers from different departments to improve representation.
- Identify goals and objectives: Every wellness program has a unique aim. However, improving employee health and reducing costs the fundamental goal for most businesses. Other plans include reducing turnover rates and boosting productivity. Each goal must have a time-limited objective to assess progress.
- Set aside the funds: A budget is a critical step in constituting healthcare policies. Your program will not work without adequate funds. So, include the cost of marketing expenses and employee incentives. Fortunately, you may not have to fund the program on your own. There may be funding opportunities such as free community resources or wellness components offered by insurance providers.
- Design the components of your wellness program: You may have either a simple program or an elaborate one, depending on your objectives. Focus on targeting risk behavior while maintaining participant interest. You should ensure that your program complies with statutory requirements.
- Select positive reinforcement methods: Incentives or rewards can help change unhealthy behaviors and improve employee well-being. Therefore, you must choose a rewards system to motivate employees to change their actions. Some companies offer gifts or monetary rewards for healthy behaviors. You can also introduce a point system, and employees can exchange points for gift cards.
- Publicize the plan: How will employees participate if they do not know about the program? So, communicate the wellness policy to the employees. Inform the workforce about your intent, the rewards system, and their level of involvement. Use an imaginary scenario to help them understand the program in real-life terms.
- Evaluate the success of the program: You must evaluate the effectiveness of the program. An evaluation will help you sustain management support in the program. You can also identify weaknesses and improve the policies.
Conclusion:
Organizations must step forward to invest in employee wellness. With a few simple steps, they can create a healthier and productive workforce. All they need is some planning and creativity to increase profits and reduce costs.
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