Wishing them wellness: Specialized programs to keep workers healthy and happy - Birmingham Business Journal:

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And it takes more than a simple discount on gym club membershi p to get employees to take proactive steps for a healthy Over thepast decade, health care insurance costs have been rising as well as general health care costs. And with the economy causing added stressto employees, employers are looking to keep thei workers happy, healthy and fit in all aspects of their lives and are rolling out the wellness initiatives to keep workerz productive. It’s been no surprise the health of U.S. workera is on the decline. The said 62 percentf of adults are not physically asof 2007, and only 24 percent are active three to four timesz a week.
But companies who can reverse those trends could see a bottomline benefit, accordingh to researchers. For every dollar a companuy spends on healthand wellness, in two to five years, it couls see another $3 to $4 in savings, according to a 2005 studty by the . It makes sense: healthier employees could cost companies less in healtn careand worker’s compensation claims, analysta say. And a healthier work force may also mean fewer days lost to ForMichele Pawlick, director of healtbh services for , the key to a successful wellness program is “An employer would have to decide what type of personnelp would be dedicated to the program,” Pawlick said.
“You need to be willing to committo this...no a vision that’s here today and gone tomorrow.” According to employers must also be clear abouft what they want to accomplish througjh the program. “You have to decids where your focus is going to said Pawlick, whose company often hostse lunch and learns on wellnessw topics. “You’ll get more bang for your buck if the programj promotesbehavior change.” Pawlick’s company provides its employee with a nutritionist they can meet with and an on-site workouyt facility.
Judi Braswell, director of employe e assistancefor , added that clear communication is also “You should consider what communication works Braswell said. “If you are a divers work group, then you may want to look at a program that providex correspondencethrough e-mail and phone.” But, no prograk is complete without incentives, she said. “If they aren’t used, you’ree going to see a 5 to 15 percenftparticipation rate,” Braswell said. “Witnh one, you can get that up to aboutr85 percent.” But, the incentive has to be somethinbg that your employees feel they can use.
• Have a well-detailedx and written plan that lists the programs and guidelinezs ofyour company’s wellness plan. • Listen to Conduct an annual surveyof employees’ experiences with the wellness program and what they see can be improved or addedd to the existing plan. • Collaborate with resources and wellness provider s for a plan that makes sense for your employeee and is tailored to fittheir • Choose someone to be dedicated full time to the programm (preferably someone with a healthh background).
• Remain consistent and don’t expect instant