The concept of workplace wellness has become a buzz topic over the past few years. The old method of standard benefits, PTO and the occasional raise are not enough anymore.
Employees want more. They want to feel special, invested in and supported as real people, not just a number on your payroll. As employees evolve, so must employers. Specifically, companies must provide more purposeful and authentic wellness resources to keep the workforce engaged and distinguish themselves from the competition in the process.
This is why workplace wellness initiatives are making a comeback within the doors of leading companies across the country — not just the old, clinical, sterile approach, but a new, comprehensive, collaborative and employee-centered methodology that is turning the concept of employee benefits on its head and setting a new standard in the workplace. Let’s take some time to highlight some of the key features and vision behind this new version of workplace wellness and the benefits it brings to companies, employees and the bottom line.
Comprehensive approach:
It’s time to look at employees as individuals who live real lives with stresses inside and outside of work. It addresses them as a whole — not just from the physical aspect, but mental, emotional, nutritional and more.
Preventative:
Many companies preach prevention but demonstrate reactivity. True preventative and early intervention strategies involve empowering and educating your workforce and removing barriers to provide easier access to trustworthy resources they can utilize on an ongoing basis.
Going beyond standard benefits:
Basic medical benefits like health, dental and vision are great, but only if they are used. Barriers in the health care system such as copays, deductibles, poor access and impersonal care all but ensure that your staff will avoid using their benefits at all costs. Providing easily accessible services like onsite physical therapy, on-call primary care doctors and direct access to other providers like dietitians, trainers and counselors are all seen as more valued and accessible options.
Meeting people where they are:
Step programs, group workouts and fitness challenges typically don’t work. Why? Because they are nonpurposeful, and the people participating in them are probably the people that need intervention the least. You need to create a program that is not only individualized and non-intimidating for employees, but also levels the playing field where a novice and an expert wellness employee can celebrate and support each other. That is how you get buy-in from those on your team who need it most.
Treat the person, not the job:
Old-school wellness and occupational programs focus on the job. How are the ergonomics? Should we add a standing pad? Should we rotate jobs more? While those are all valid concerns, they completely ignore the fact that each person is different and each person needs different things. Instead of spending money to modify a workstation to fit an employee with neck pain, which is essentially a band-aid, why not address the root of the problem, which is the physical dysfunction or limitations they have had for years even before coming to this job? Once that is addressed and the employee has the tools to self-manage, then make additional modifications to their job to help reinforce the change.
Build REAL relationships:
It’s also about the relationship between the employees and the providers. Having qualified providers is not enough. They need to be able to truly connect with all of your employees and build the trust and comfort needed to have the hard conversations required to see change. The employee has to want to change for their provider as much as they do for themselves.
Switch the culture:
The foundation of a successful wellness program is the relationship upon which it is built: the relationship between leadership and employees. This means a relationship that says “this program is for you because we honestly care about you” and not one that says “we want to prevent injuries and save money.”
Education and empowerment:
Wellness programs in the past have been one-offs. Complete this challenge. Go to this class. Buy this new ergonomically correct chair. But those are just band-aids — little spikes in wellness that eventually fade. The focus of your wellness program should be on educating your employees and empowering them to make consistent and sustainable changes.
Make it purposeful:
Every decision you make within your wellness program, the resources you provide, and the information disseminated needs to be purposeful. Employees are bombarded with wellness information all day long, most of which is not applicable to them. If you want to connect with your employees and get buy-in, you need to speak directly to their needs, wants and goals.
Create industrial athletes:
This is about two things: one, changing the mindset of employees and getting them to view themselves as more than just a body doing a job. We want them to understand that to do their jobs efficiently, they need to treat their bodies and minds like an athlete would. Two, the team you create and the resources you provide should echo that and demonstrate that the company values their bodies and minds as much as the work they produce. This will facilitate more prevention, quicker recovery and increased buy-in from your workforce.
Everyone is looking for an advantage. Whether it’s recruiting, sales or public image, adding or upgrading your wellness program probably seems like a great place to start. But most companies think and act the exact same way, providing vanilla and underutilized programs. If you want to make an impact, then you need to find other innovative, progressive and like-minded providers to support and grow alongside you.
