The main purpose of a wellness and health program is to help in enhancing the employees’ health and well-being, normally done through preventive care (Lockwood et al., 2020). Organizations set up a wellness program within its operations to ensure the workforce is fit for the job, are highly motivated, and are healthy.
Several benefits accrue from setting up a health and wellness program in an organization. Both the employed and the employees benefit from the wellness program. A wellness program is also diverse, and depending on the kind of program an employer adopts in the organization, there are different levels of benefits that are experienced (Song & Baicker, 2019). The employees will benefit from being able to access routine medical services like sick visits, pharmaceutical services, and annual physicals. The employees can access exercise equipment and sporting facilities.
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Every organization sets up a wellness and health program to achieve a specific goal. The goals for establishing the worker wellness program include ensuring that the workers who develop chronic diseases are well taken care of, enhancing worker motivation and morale and improving the quality of life for the workers (Parks & Steelman, 2008). The employer’s primary goal for health and wellness programs could be to minimize health-related diseases amongst the employees like obesity and, as a result, reducing strain on health expenditure.
There is no one single health program that fits all. Every organization picks programs they think suits their organization and employee needs. Health programs could include expert training on nutrition, physical exercises like installing a gym at the place of work, having regular testing including biometric testing and health assessment programs, routine medical checkups, providing the employees with a better health cover, physical wellness activities like sporting tournaments between organization departments and more.
Metrics and measurements are tools that help organizations learn more about their business and to make better-informed decisions (Volpp et al., 2011). Metrics and measurements are beneficial in determining the success of the health program including (a) The most important metrics are the health impact, (b) Metrics helps in understanding whether the program is working or not, (c) Metrics are useful in monitoring the employees’ participation and (d) The employee participation data is very useful in determining the overall health of the workforce.
The most appropriate communication methods are presented in the infographic. The communication methods include Video chat with coaches, Message Boards, Emails, Posters and Print Materials, Department Meetings, Weakly health and wellness tips, and Speak in their language.
References
Lockwood, P., Wohl, R. E., & Ure, K. (2020). Benefits of a Community Wellness Program in
a University Setting: Contributions of Students and Faculty from Multiple Disciplines. College Student Journal , 54 (2), 215-227.
Parks, K. M., & Steelman, L. A. (2008). Organizational wellness programs: a meta-
analysis. Journal of occupational health psychology , 13 (1), 58.
Song, Z., & Baicker, K. (2019). Effect of a workplace wellness program on employee health
and economic outcomes: a randomized clinical trial. Jama , 321 (15), 1491-1501.
Volpp, K. G., Asch, D. A., Galvin, R., & Loewenstein, G. (2011). Redesigning employee
health incentives—lessons from behavioral economics. The New England journal of medicine , 365 (5), 388.
