Top 10 Best Practices For Wellbeing

Opportunities to create a culture of health and wellbeing continue to emerge in the workplace. During a recent Webinar led by Charlie Estey, EVP of Business Development at Interactive Health, Inc., we heard stories and gained insight into best practices for transforming wellbeing from a valued benefit into a corporate strategy. 

Throughout this informative session, Estey gave background information, insight, ideas, and examples of how best to connect with employees and incorporate programs into business by speaking to the Top 10 Best Practices for Wellbeing.

1. BEGIN WITH THE “WHY”: WHAT IS YOUR ORGANIZATION TRYING TO SOLVE?

Is it to reduce healthcare costs? To be an attractive employer? What is it that your organization is trying to achieve? Until this question is answered, no real progress will be made.

2. HOW WILL PROGRESS BE MEASURED?

Once you have answered the “why”, your organization needs to agree on how progress will be tracked to achieve the end goal. Are you going to measure Return on Investment (ROI) and/or Value on Investment (VOI)? ROI can be utilized to measure increased engagement, fewer absences, healthcare cost avoidance, and improved productivity. VOI can be used to incorporate measurements on improved overall health, increased energy, worker satisfaction, financial consideration, and more. Either way, measurement is key to success.

3. ENGAGE COMPANY LEADERSHIP AND TRAIN MID-LEVEL MANAGERS TO SUPPORT WELLNESS INITIATIVES.

Build a strong wellness committee and champion network that creates and enhances relationships, broadens wellness principles beyond an event, and implements company policies, all while incorporating wellness.

4. PROVIDE YEAR-OVER-YEAR AWARENESS ACTIVITIES AND EVENTS TO PROMOTE A CULTURE OF HEALTH.

5. SUPPORT EMPLOYEES IN IDENTIFYING RISKS AND PERSONALIZING HEALTH GOALS.

Offer a variety of health risk identification options, easy-to-access health improvement programs (onsite, telephonic, digital), amplified health plan and EAP resources, and personalized support to identify and define areas in need of change.

6. ENSURE COMPLIANCE WITH EEOC/ADA GUIDELINES AND REGULATIONS.

7. LEVERAGE INTERNAL AND EXTERNAL HEALTH IMPROVEMENT RESOURCES TO DRIVE SUSTAINED ENGAGEMENT.

Integration with other health benefits creates better results. This can be achieved by convening and connecting vendors/partners so that they’re working together, integrating wellness program brands, leveraging their relative strengths and expertise to maximize participation and progress.

8. PROVIDE ACCESS TO KEY COMPONENTS OF WELLBEING: PHYSICAL, MENTAL, SOCIAL, AND FINANCIAL HEALTH.

Make healthy choices easier by offering healthy vending machines and cafeteria options, providing clean and safe walking areas, and encouraging breaks and activities throughout the day. Personalize offerings for employees and ensure confidentiality, easy access to providers, eliminate barriers to participation and enhance personal, ongoing relationships.

9. RECOGNIZE OR REWARD HEALTH IMPROVEMENT.

Utilizing incentives or public recognition are two great ways to reward health improvement. But before they’re put into place, go back to your organization’s “why”. These pieces need to be placed strategically to achieve the desired end goal and avoid any unintended consequences.

10. MEASURE AND REPORT PROGRAM IMPACT.

Data is a gift, but only if it can be used to tell a story. Like with any benefits program, make sure your team is running a timely analysis to evaluate, streamline, and eliminate duplication of initiatives without impact. Another powerful tool that can be employed is predictive analytics, which will allow your team to map out the journey ahead.
 
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