For better or for worse, we tend to take on the habits and mannerisms of those closest to us—which is why families are such an integral part of our lives. They shape who we are, what we do, how we feel, and even what we eat and drink.
So, when wellness program directors are evaluating possible initiatives to help employees stay on the path to better health and wellness, including the families of employees in those initiatives can be a smart approach.
When employees are asked to describe their office space, “comfortable” may not be the first word that comes to mind. But a simple Google search for “smartphone pinky” or “sitting disease” shows why wellness directors need to take another look at the physical mechanics of how we work.
With work-related musculoskeletal disorders (WMSDs)—soft-tissue injuries affecting muscles, nerves, ligaments, and tendons—accounting for 33% of workplace injuries and illnesses in 2011, it’s important to recognize the effect our work environment has on our health. But what’s even more important is learning how to prevent these issues from becoming medical problems that decrease productivity and increase costs.
Is there anything social media can’t do? It helps us connect with long-lost family and friends, keep up with current events, share news, follow our favorite celebrities, and find that must-try recipe that everyone’s talking about.
But while it connects us with one another superficially, social media rarely lets us connect in meaningful ways. That’s why it seems the more we use social media, the less happy we become—with social media leading to increased feelings of depression, low self-esteem, anxiety, and loneliness.
This lowered happiness can easily spill over into the workplace, making it important for corporate wellness programs to address social media use and the negative effects it can have.
A job with no commute? It’s a reality for an increasing number of people: 70 percent of professionals work remotely at least one day a week, while 53 percent work remotely at least half of the week.
Working remotely offers a lot of perks to employees and their employers. However, remote workers pose a unique challenge for wellness program administrators. How do you engage employees who aren’t physically present?
Just like company procedures and processes have had to adapt to the new reality of remote work, so does your wellness program.
For a wellness director, it can be frustrating to spend time and resources designing a wellness program, only to be met with a marked lack of enthusiasm. However, improving the wellness and productivity of employees is an important undertaking—one that companies almost universally embrace.
According to Willis Towers Watson’s Staying@Work report, “Nearly 90% of respondents say that improving workforce health and productivity is a core component of their organization’s overall health strategy, and nearly all (98%) said they’re committed to health and productivity improvement in the years ahead.”
So, why are some employees reluctant to participate in corporate wellness programs? And what can employers do to encourage all employees to engage?
To get ahead in business, many employers will do whatever it takes—like requiring employees to work long days, evenings, and weekends. While this dedicated work ethic contributes to the company’s—and the individual’s—professional success, it frequently comes at the expense of employees’ personal lives.
Today’s employees are becoming less willing to make that sacrifice. Instead, they seek work-life balance: making time for family, friends, and personal activities while successfully meeting workplace demands in a smart, efficient manner.
But finding that balance isn’t always easy.
At some point in their lives, approximately 75% of working women in the United States will become pregnant. But what should be a very exciting time in their lives can sometimes become a challenging one, with physical and emotional changes making daily work tasks difficult. Adding to the challenge is concern over discrimination, which can prevent pregnant employees from asking for accommodations to make things easier.
But by ensuring you have a robust employee wellness program, you can help your employees be more comfortable and productive throughout their pregnancy and beyond.
Just as you wouldn’t set out on a road trip without analyzing the best route to take, corporate wellness program directors should never design a program without considering the overall well-being of their entire employee population. Skipping this important step risks ending up with a cookie-cutter wellness program that excludes segments of their staff.
While some might think a customized approach is too expensive or time-consuming, many employers find tailored programs actually help reduce costs and mitigate risks by better serving all employees. It also makes it much easier for plan administrators to stay compliant with critical regulatory requirements.
So, how can you make your wellness program more inclusive?
As a wholesale food distributor with clients ranging from local restaurants to nationwide chains like Subway, Utah-based Nicholas and Company knows a little something about what fuels the human body.
So, it’s no surprise they established a wellness program several years ago, focusing on physical health. It started simply, with a yearly biometrics program and grew slowly, eventually adding a health coach who would analyze test results and help employees set basic goals.
Would the program keep up with their growth, though?
As the heat of summer approaches, every good gardener knows the seeds they planted in the spring require constant nurturing and attention—not just to survive, but to flourish. Corporate wellness programs are no exception: They require attention, work, and the proper resources to really succeed.
To reap the benefits of a robust wellness program—from decreasing absences to increasing productivity and improving overall health—it’s critical to keep employees actively involved.
