101: Wellness programs
The way a company culture can benefit from providing health and wellness opportunities for its employees are well documented. Financially, for instance, Harvard Business Review reports Johnson & Johnson's wellness programs have saved the company an estimated $250,000 over the past decade – with a return of $2.71 for every dollar spent from 2002 to 2008. Wellness programs don't have to be expensive or complicated, either.
It should all start with biometric screenings.
This should really be your company's start point, says Alan Kohll at Forbes.com. Measuring a team member's cholesterol, blood pressure and body-mass index helps employees get a blueprint of their own health, and get invested in setting goals. “With aggregate reports, they're also a great tool for measuring the overall health of your workforce, and benchmarking year-to-year,” he writes.
Explore low-cost, creative initiatives.
SnackNation.com suggests providing healthy snacks in the office, to encourage healthy eating and more substantially fuel team members; offering one remote work day each week; hosting yoga classes; publishing a wellness newsletter; and offering incentives and support for employees to quit smoking. Extra land behind your building? Set up a walking path with mile markers for lunchtime exercise.
See wellness as expansive.
“Typical wellness programs only include physical activity. Programs serving as a hub for everything … volunteering, referrals, team building, culture and energy – is the key to an inspired and aligned workforce,” writes Henry Albrecht at Entrepreneur.com. A socially well workplace achieves more trust between employees and leaders, better unites teams, reduces things like workplace gossip, and boosts motivation and morale. “Well-designed workplace-wellness programs should reinforce the company mission and values … orienting newbies and reconnecting veterans in need of a boost.”
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