It’s a good bet you could benefit from implementing a wellness program if you’re watching waistlines expand, spirits droop, and health care costs soar. But before you go too far toward planning an initiative, check employee preferences with a quick survey. That way you find out what your people really want, and they have a chance to get used to the idea and buy in from the beginning.
Ask them what topics they’re interested in, which services they want most, and how they want to receive the health-related information you’ll be sharing. Remember the keys to good surveys: anonymity and user-friendliness for the respondents, and open-mindedness and good faith on your part. Keep questions simple and short, don’t ask for personal information, and be sure that all the services you mention are ones you could actually bring on board given the appropriate level of interest.
As the folks at Hope Health remind us, “An effective survey introduces your workforce to the idea of worksite wellness, solicits their involvement and approval, and plays a major role in helping to launch (or relaunch) a successful program.” You can see their sample survey at
http://www.hopehealth.com/NFY-Extras/Don%27t_Dive_Into_Wellness_Survey.pdf
Once you know what you want, get professional help designing a program, or try one of the many prepackaged ones available through a site like www.mbswellness.com. No need to reinvent the wheel here!
With a program in place, help engage participation by:
Starting slow. If this is your first wellness plan, start with events that focus on all-round fitness and won’t intimidate folks who’ve let themselves go a little. Invite a health professional to give a presentation on a general topic like stress-reduction, or challenge folks to a 5-K walk that benefits a popular cause. Post a calendar of fitness opportunities.
Challenging folks a little. A little competitive spirit can do a lot of good, but keep the competition fun. For instance, have employees wear pedometers to track their steps and log their mileage on a map of your state. Managers can get the ball rolling as team leaders or coaches. They should share their own wellness goals with their team to show that everybody is in this together.
Showing how everybody benefits. Besides feeling better personally, a healthy staff will spend less on medical costs, which can help lower the cost of health insurance premiums. Make sure employees understand the big picture of wellness and how it improves the bottom line.
Go, team!