Wellness programs “are designed to maintain or improve employee health before problems arise; encourage self-directed lifestyle changes, including reduced cholesterol and heart disease risks and individualized exercise programs and follow-up” (Jackson, Mathis, & Valentine, 2014, pp. 506-507). Many companies provide these types of programs to enhance participation within the organization while offering incentives to participate in a volunteer based program. With various options to choose from, having wellness programs can benefit not only the employees, but the company as well. Programs such as stress management, exercise/fitness, screenings/checkups, nutrition and diet, smoking cessation and disease management (heart, diabetes, etc.) are in
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23). Being able to establish the program involves both employers as well as employees feedback on what overall goals and needs are to be met. This could be done through a yearly wellness screenings to assess where certain programs should be put in place. To ensure those who volunteer into the program don’t become bored and disengaged, while also providing enough time to see results or understand concepts, programs offered should be no more, no less than 4 to 8 …show more content…
Their studies have shown “healthy employees are more engaged, more productive, and tend to have lower health care costs” (WELCOA, 2014). To further engage participants, there is a need for inspiration, which includes the timing of incentives given to keep the employee feeling connected to the progress made, thus resulting in the employee wanting to do more. Once identifying what motivates and inspires the employee to become involved, there needs to be an understanding of how much money can be spent on the various programs to meet the needs of all involved. Things to consider are how much each employee will cost per year, then factor in advertising costs, yearly wellness screenings, incentives and coaching costs (one on one, workshops,
23). Being able to establish the program involves both employers as well as employees feedback on what overall goals and needs are to be met. This could be done through a yearly wellness screenings to assess where certain programs should be put in place. To ensure those who volunteer into the program don’t become bored and disengaged, while also providing enough time to see results or understand concepts, programs offered should be no more, no less than 4 to 8 …show more content…
Their studies have shown “healthy employees are more engaged, more productive, and tend to have lower health care costs” (WELCOA, 2014). To further engage participants, there is a need for inspiration, which includes the timing of incentives given to keep the employee feeling connected to the progress made, thus resulting in the employee wanting to do more. Once identifying what motivates and inspires the employee to become involved, there needs to be an understanding of how much money can be spent on the various programs to meet the needs of all involved. Things to consider are how much each employee will cost per year, then factor in advertising costs, yearly wellness screenings, incentives and coaching costs (one on one, workshops,