A wellness program is a noble endeavor designed to improve the overall health of employees and other stakeholders within the organization. The general increase in health aliments and the social arena has been the center of intense scrutiny and debate in the last decade or so. Rampant levels of obesity, heart disease, cholesterol, high blood pressure and stroke in all age groups is a major concern. Even Many young adults are now falling prey to a lifestyle that is increasingly lacking concern for the health.
In many areas, the problems are not limited to physical health, and achieve a state of mental health, as well. Anxiety and stress are part of everyday life and have become protracted and incorporated as another ailment.
This is one of the main reasons behind the rise of the presentation and the subsequent adoption of programs including business organizations. These wellness programs aimed at encouraging physical activity among employees, which seeks to reduce the stress and emotional issues faced by employees. Not only for-profit companies, but also not-for-profit and non-business organizations are increasingly developing wellness programs on their own.
The primary focus of all corporate wellness program is on the employee, given the presence of a large part of unhealthy employees leads to loss of productivity and efficiency in the company itself.Most wellness programs include elements of exercise, education on nutrition, health evaluation and screening and training. These different elements are all designed to make employees aware of potential health-related issues and how to improve them.
Despite the growing popularity of these programs’ among companies, there are certain inherent challenges and obstacles in the successful adoption of. The biggest challenge is how to ensure a high level of employee participation. Without the proper implementation of the Company, participation in wellness programs at companies still usually quite low.
One of the biggest reasons for participating in wellness programs remain low has to do with the desire of employees to invest time in the program. Another common concern shared by many employees has to do with her privacy. For example, I wonder how many employees further details of their health will be used by the company.
Another challenge to keep participation high is that employees are not made sufficiently aware of the potential health benefits offered by the programs. Other employees simply lack the motivation to try to stay healthy.
The best way to overcome these problems is for the company to ensure that wellness programs are staffed and run by competent, energetic individuals who can make a personal connection with each employee. And, the benefits of engagement must be well explained to employees, and repeatedly so over time. Assuming that workers should just “get it” the first big mistake that employers make when they implement wellness programs.
Employers also face challenges in implementation. For example, companies considering starting a wellness program needs to be sure of their ability to commit the necessary resources to design, implementation and ongoing operation. Companies also need to be able to be ready to keep plans for a period of many months or even years before realizing the positive impact they have on the organization.
This is even more true for small and midsize businesses. Smaller companies may find it challenging to implement wellness programs for startup costs involved. For these companies to succeed in launching and then keep those programs, they need to create a clear model of how and when these programs will “pay for itself” by affecting the bottom line. By creating such a model, and monitor the development of the application, even small businesses can get the benefits of such programs.
Employee wellness programs offer a range of advantages to companies and employees alike. By ensuring challenges ahead of time, companies can be better prepared to implement them successfully.