Steps to Create Employee Wellness Programs

These steps assist companies in setting up an employee wellness program

Most companies these days realize that their employees are their most valuable asset and so the emphasis on employee wellness programs is at an all time high.

Employee wellness is a far reaching concept and so employee wellness programs should look at the employee holistically. Factors that affect employee wellness can be environmental, physical or emotional.

To begin with, it is vital that management understand what factors are affecting employee wellness. Are there issues within the company – for example: Poor lighting; or are the issues in the employee’s home life?

Whilst it may seem that personal issues are not within management’s ambit, if the company is truly trying to improve employee wellness, management should attempt to give the employee the necessary tools in order to deal with personal situations.

Step 1: Assess the current situation. What are the current needs of the employees? Embarking on any employee wellness program without having first established the core needs of the employee, is like shooting with a shotgun – You’re liable to hit some areas of concern but not with sufficient force to completely eradicate them. Such programs, however well-intentioned, will fall horribly short of the mark. If management is truly to assess the needs of the staff, the staff must feel confident that these can be voiced without fear of reprisals or negative effects. In need, an anonymous survey can be a great way of assessing the employees’ views.

Step 2: Consolidate feedback received and categorize problem areas according to type of problem. Identify issues which can be directly addressed and dealt with at a management level. If there is anything you can do immediately, do it. Employee wellness is enhanced when the employees see that you are actively trying to help them.

Step 3: Address those issues over which you have little control. Perhaps employees have raised issues like financial problems, poor home life or the like. These are not issues that you can deal with for them but you can equip your employees to deal with them. These programs will depend largely on budget but you can go from running small workshops on financial management through to having a financial wellness department employees can consult with in need. A happy employee is more productive and so helping them deal with issues at home makes good business sense.

Step 4: Evaluate results. After a few months of implementing the program, evaluate the results. Ask the employees if they feel the issues have been resolved and if they feel the program has been successful. If so, should the program be adopted on an ongoing basis or has it served its purpose? For example, it may not be necessary to continue running weekly financial management workshops with employees but it may be vital to have a financial wellness advice line employees can call.

All in all, the steps mentioned above will assist in improving employee wellness. It is merely up to the company to make the first move.


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lucia anna
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Fiona McKay
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Erik Van Tongerloo
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