A well-being program helps create a healthy workplace culture that leads to better employee health, greater engagement and increased productivity. But it’s not enough to simply launch a program and hope for great results. In our latest e-book “5 Must-Haves for a Successful Well-Being Program,” we discuss what it takes to create a top-notch, everyone’s-talking-about-it program that engages employees and achieves business objectives. Read the highlights here…
So you’ve made the decision to offer a well-being program to your employees? Great! Your organization is on its way to creating a culture of well-being that will result in greater employee satisfaction, lower health care costs, and even better business results.
Unfortunately, it’s not enough to launch the program and hope employees will take advantage of it. Organizations can fall into the trap of assuming that because you have launched a well-being program, you have a company culture that is supported by well-being. Really successful well-being programs share certain unique attributes that motivate employees to engage with well-being offerings and keep them engaged over time.
The difference between a good well-being program and a great one:
1. Personalization: A great well-being program drives engagement by empowering individuals to achieve their version of well-being. This means the well-being platform doesn’t use a cookie-cutter approach. Rather, it connects individuals with the best solutions for their unique health and wellness goals.
2. Well-Being Program Champions: Every effort needs a champion—and well-being programs are no exception. Well-Being Program Champions provide that extra bit of spirit and motivation that individuals need to engage and stick with the program. They can ensure your company culture is supported by well-being by making it present in the workplace every day.
3. A Whole-Person Health Approach: Well-being is now about more than just physical health. Today’s well-being programs must also offer support for mental and emotional well-being, financial wellness, chronic condition management and social connections.
4. Listening and Action: The most successful well-being programs continually seek employee input. Using pulse surveys to gain real-time insights into workplace culture, organizations can understand what’s contributing to or detracting from employee well-being and take immediate action.
5. Strategic Communication: A strategic communication plan with a regular cadence of communication creates awareness for the well-being program and keeps people engaged. It also ensures that the organization’s commitment to well-being is felt and appreciated.
Unfortunately, it’s not enough to launch the program and hope employees will take advantage of it. Organizations can fall into the trap of assuming that because you have launched a well-being program, you have a company culture that is supported by well-being. Really successful well-being programs share certain unique attributes that motivate employees to engage with well-being offerings and keep them engaged over time.
