The quality or state of being healthy in body and mind, especially as the result of deliberate effort

An approach to healthcare that emphasizes preventing illness And prolonging life, as opposed to emphasizing treating diseases.

Corporate Wellness is not a fun, whimsical idea.

It is a business strategy

Reduce Health Care

Costs

Increase Productivity

Decrease absenteeism

Create more employee

Engagement

Reduce work place

accidents

Lower Short and Long

Term Disability

Claims

Recruitment and

Retention

Wellness Elements• Physical• Emotional• Financial• Spiritual• Occupational• Social• Environmental

How To Get Started

Support from your C-Suite

Create a Business Case

Form a Wellness Committee

Fashion a brand with logo

Vison and Mission Statement

Create a Long-term Strategic Plan

Support from Your Executive Team

Although employee health correlates with financial health, workers won’t buy into a program that’s just about money. If the CEO makes time for exercise, for instance, employees will feel less self-conscious about taking a fitness break. 

Create a Business Case

Wellness programs have often been viewed as a nice extra, not a strategic imperative. Newer evidence tells a different story.

Companies can use wellness programs to chip away at their enormous health care costs, which are only rising with an aging workforce.

Healthy employees cost you less money

What’s more, healthy employees stay with your company.

Form a Wellness Committee

• Pull members from across the organization• Have an Executive Champion • Create bi-laws for the committee• Create a contract for the members with

committee expectations• Have members add their participation to their

goal plan

Fashion a Brand with a Logo

Use the company logo as a possible template for the wellness logo

Try to coordinate the colors with company’s branding colors

Think about adding a tag line, Healthy Possibilities

Have several designs created Let the committee vote on the

logos All wellness communications should

have the logo

Create Mission and Vision

• Both should be created by the Wellness Committee• They should align with the Corporate Mission and Vision• The statements should clarify the goal of the Wellness Program.

Explaining shared costs or engaging the employee in their health• The Mission and Vision should be on all the branding and

communicated with every wellness presentation

Determine the Organizational Needs

Evaluate the organizational culture

Conduct an employee survey Arrange a company wide health

assessment with biometrics Create a budget Gain engagement with intrinsic

and extrinsic incentives Have a strong and varied

communication plan Start with baseline metrics

Conduct an Employee Survey

• Find out what motivates them

• How they like their communication

• What activities do they like

• Do they want to quit smoking or lose weight

• Do they want cash, prizes or time off

Arrange a company wide health assessment with biometrics.

This will be the employees’ baseline for their health. And for the organization as well.

Then conduct one every year.

ProgramsShort or Long Term Challenges

Walking HydrationWeight lossColorful EatingBrain Games

Individual or TeamsCommunity Events

Race for the CureFurry ScurryBlood Donation

Community GardenPreventative CareGym MembershipsVolunteer WorkLunch and LearnsFinancial Advisors MeetingsEmployee Assistance Programs

Wellness Platforms• Healthcare Provider• On-site Clinic• Employee Portal• Turn-key Provider

Requirements1. Security and Compliance2. Dashboards3. Reporting and Analytics4. Incentive Tracking5. Challenges and Engagement6. Mobile Device7. Coaching and Education8. Wear-ables9. Ease of Use

Wear-ables

Gain engagement with Intrinsic and Extrinsic Incentives

This is motivation that comes from outside sources. The individual’s motivation to take part in a behavior is not directly related to the actual action. It’s reliant on external sources like rewards, competition and praise.

Intrinsic motivation comes from within the individual, making outside sources unnecessary. An example would be a person choosing to run for exercise because it makes him or her feel good and hey or she enjoys running.

Create an Easy Point System for Incentives

Carrot versus StickIncentives range from reduced employee contributions for premiums to subsidized health club membership, nutrition counseling and in house exercise.

The penalties can be increased contributions for smokers or requirements for a return of program costs for employees who regain significant weight lost through a company sponsored program.

You can do one or the other and even a combination. If your wellness plan is not voluntary you could have an ERISA Plan and need a plan document

Program Limits

Wellness Program limits went from 20% to 30% of health care coverage costAnd a maximum reward up to 50% for programs designed to prevent or reduce tobacco usage.

Create a budget

• Consider the cost of your Wellness Provider• Cost of Extrinsic Incentives• Program Costs

How to Gain More Dollars• Create a Surcharge for Tobacco Users• Play with Splits between Employer and

Employee Costs• Leverage Your Health Care Provider

Have a strong and varied communication plan

• Employee Portal• E-mails• Table Toppers• Posters• Home mailings• Manager Talking Points• Text messaging

By shaping minicultures in the workplace, middle managers can support employees’ wellness efforts. Some companies even ask managers to adopt a personal health goal as one of their unit’s business goals.

Start with baseline metrics

Can you pull reports for:• Absenteeism• Health Care Costs• Workplace Accident Costs and

Numbers• Short and Long Terms Costs

and Numbers• Aggregate Heath Analytics• Productivity• Wellness Participation• Employee Engagement• Turnover

Year One – Engagement

Year Two – Maintain

Year Three – Accountability

Year Four – Better your numbers

Questions