Healthy employees are happier, more willing to help others, and generally more productive. Which is why investing in employee wellness programs offers important benefits for both employers and employees and can contribute to business growth.
Organizations that invest in the onsite safety of their employees and their overall health and wellness often see reduced employee absenteeism, increased levels of employee productivity, and reduced health care costs. And employers are taking notice of these benefits. In fact, an Aon survey found that 87 percent of U.S. organizations offer at least one well-being initiative focused on overall physical, emotional, social, career, or financial health.
What is an employee wellness program?
Employee wellness programs include a set of initiatives designed to promote the physical, mental, and emotional well-being of employees. There are a variety of programs that employers can offer based on your employee and company goals, including (but not limited to) mental health services, fitness and nutrition classes, proactive health management, and financial planning.
What are the benefits of offering a robust employee wellness program?
A wellness program that meets employees' needs also meets employers' needs. By promoting health and well-being, you can reduce sick days, lower healthcare costs, and boost employee morale. And a healthier workforce is a more engaged and productive one, leading to improved business outcomes. The benefits of an employee wellness program extend beyond just physical health. By investing in your employees' well-being, you're investing in the success of your company.
Saving money on health care costs is a significant benefit of an employee wellness program. WebMD HealthServices, for example, identifies obesity management, menopause, and healthy aging as current important issues for employers to address through wellness programs in an effort to help employees feel more supported and to get ahead of increasing medical costs.
What should an employee wellness program include?
The types of wellness programs can vary depending on the needs of your employees and if you choose to work with an HR outsourcing partner, what that partner can provide through their employee benefits offering.
G&A Partners, for example, offers a turnkey wellness program with services that include:
- A dedicated wellness coordinator
- A customized incentive points program
- An online wellness platform and mobile app
- Companywide and personal health challenges
- An annual employee health risk assessment
- Annual reporting and analysis
- An online educational wellness library that teaches healthy practices, including a smoking-cessation course
Other services can include:
- Financial education
- Fitness plan discounts or offerings
- Employee assistance for mental health
- Access to healthy snacks
- Yoga and meditation sessions
- Flexible and remote work options
- Time management courses
How to implement a wellness program in the workplace
After understanding the many benefits of a wellness program, the next step is understanding how to implement a wellness program in your own workplace. This starts with company-specific planning. If you’re working with a reputable HR provider, they can thoroughly assess your business and determine the best program for your company’s needs and goals. The good news? Implementing a wellness program can be a pretty straightforward process if you follow these simple steps and advice from Stephanie Filippi, G&A Partners Benefits Account Manager.
1. Identify what you want your wellness program to achieve.
It's important to begin the process by figuring out what your employees need and how those needs fit with your company goals. It’s crucial to understand both sides to determine potential challenges.
"By defining the objectives of the program early on, employers can ensure that any wellness initiatives and events directly relate to those goals. Here at G&A Partners, for example, we began the process of implementing a wellness program by identifying the main objectives we wanted the program to achieve and then asking our employees what they wanted out of a wellness program.”
2. Form the right team with the right people.
“A wellness team provides the muscle to get things done, the ideas to keep things fresh, and the influence to keep your program strong. This team should be made up of people from different departments, different levels of health, and different interests. Having a diverse team increases the chances that your program will have something for everyone. This team support will also aid in the longevity of your program by sharing the workload so one person isn’t getting overwhelmed and burnt out.”
3. Analyze data and use it to create a plan.
“Before you create your plan, you need to collect data. Don’t waste time trying to guess what will work. Ask your employees! A simple survey will get you all the information you need. In the survey, you can ask them about their current health behaviors (physical activity, nutrition, sleep, stress) and what they’re interested in. Use the responses you receive to choose appropriate interventions.”
Filippi notes that employers shouldn’t let a lack of funds prevent them from implementing wellness initiatives.
“I’ve seen companies put in workout equipment, reimburse employees for gym memberships, organize company sports teams, hold monthly wellness seminars, provide healthy snack options in the break room, run simple walking challenges, and bring in a health coach to answer employees’ questions and help develop action plans. No matter your budget constraints or limitations, there are plenty of ways to create a culture of wellness that meets your employees’ wants and needs.”
When developing a plan, Filippi also recommends that employers consider adding some incentives to reward employees and increase participation rates.
“The truth is that sometimes ‘becoming healthier’ is not enough of a motivator for employees. If your participation levels are lacking, think about offering gift cards, cash, extra PTO hours, contributions to their HSAs, lower insurance premium rates, merchandise, or some sort of formal recognition in the form of a certificate or written letter from the CEO. Again, I would suggest asking your employees what would best motivate them to participate in the program instead of just guessing.”
4. Ensure communication remains open regarding the wellness program.
“Communicate, communicate, communicate. If your employees are unaware of what you’re offering, they won’t take advantage of it, and your program will ultimately fail. Spread the word through email, word of mouth (announcing it in meetings) and posters in the break room. Before you announce it, however, make sure it is all planned out and ready to go. You only get one chance to launch your wellness program and you don’t want to waste that.”
Filippi also recommends that any initial communications come from someone in a position of authority within your organization, such as the CEO or another executive. This will give the message some extra weight. Once the program has been successfully rolled out, communication can be taken over by someone else within the organization, such as the HR manager or another administrator.
Additionally, you should consider providing incentives for employees who actively work towards getting healthy. Communication should remain open, and you should consistently ask for feedback or concerns regarding the program.
5. Evaluate your outcomes.
“If you’re not consistently measuring and evaluating your program you won’t be able to prove or improve what you’ve done. As you measure your program’s progress, you will not only be able to improve from year to year, but also demonstrate the value of your wellness program.”
Filippi recommends using the following sample evaluation timeline: “For the first few years I recommend simply focusing on participation and satisfaction. This can be done by tracking how many employees participate in each component of the program and then asking them (perhaps through surveys) what they liked and what they didn’t like."
"After your program has been in place for two to three years, you can then start looking at changes in biometrics, health behavior and culture, as well as increases in productivity and job satisfaction. This can be done through biometric screenings, HRAs, satisfaction and self-reported behavior change surveys, and culture audits."
"After about three to four years, you can begin to measure changes in your medical claims through various forms of claims analysis.”
Filippi offers this final piece of advice for employers looking to start their own wellness programs:
Rolling out a wellness program and truly creating a culture of wellness within an organization will take some effort, but if you stick with it you’ll find that not only are your employees healthier, but they’re also happier, more engaged and more productive workers, which is what every employer wants.
Corporate wellness programs have been a growing workplace trend for years, especially after the 2020 pandemic. But even though most employers recognize the value of promoting healthy habits, many struggle to successfully design and implement their own wellness programs – or simply assume that they won’t be able to afford to do so. That’s where a PEO partner like G&A comes in.
How G&A Can Help
G&A Partners offers access to HR experts with years of experience helping businesses develop their employees, improve their workplace cultures, implement new HR processes and procedures, and more. Schedule a consultation with one of our trusted business advisors to find out how G&A can help you and your employees thrive.
