Your Workplace, a Place of Wellness

For some, the word “wellness” can create an image of exercise and biometric data. For others, it may conjure the image of students in a yoga class. While those may be elements, wellness, in fact, encompasses so much more than physical health. Matters of wellness also include stress, work-life balance, sleep, safety, financial knowledge and anything else that may affect one’s physical, social, and emotional well-being. Ultimately, wellness encompasses the health of body and mind. 

Employer wellness programs should reflect the holistic nature of the term “wellness.” How does an organization create a culture of wellness and create an effective wellness program? First, consider what a well-rounded wellness program might entail. A complete wellness program might include social activities, such as team competitions, steps-of-the-month club, weekly yoga classes or potlucks with healthy recipes. To address work-related or other stress, employers may use their programs to set up walking meetings, lunchtime bike rides or teach relaxation techniques. 

Employees don’t need to become triathletes to be wellness warriors. Small modifications, such as cutting back on sugar, developing a walking routine or learning about mindfulness, may be a huge lifestyle change that employees can commit to maintaining long term. Similarly, wellness programs don’t require huge rewards; employers don’t have to compete with “The Price Is Right” to make it fun. Solicit donations, make certificates, create friendly competitions, and publish success stories in your electronic newsletter. 

The most important things are to: 

• Get employees thinking about wellness. 
• Get employees to try new things that may have wellness results. 
• Create opportunities for employees to find long-term lifestyle changes through creative programs.
• Support one another through a culture of wellness. 

What else can the organization do? Don’t encourage people to work when they are sick; rather, encourage people to stay home, get well, and prevent the spread of illness. Don’t reward employees with high-fat food. There are other ways to show appreciation or recognition that do not involve cake. Encourage employees to walk outside, take a break and recharge at lunch rather than eat at their desks. 

If your wellness program could use an update, first you will need to determine how your program should be structured going forward. Programs may be participatory, which only requires participation and does not place value on individual health status or improvement in health status, or health contingent, which requires participants to achieve a specific health standard to receive a reward. 

Consider the culture of the organization before determining the structure of your program. Voluntary participation and incentives for participation may motivate employees much more effectively than punishment for employees who don’t take part. A rewards-based program may improve morale and health, as employees act as champions for one another and encourage long-term behavioral change. 

Engage a committee of employees from across the organization who are interested in wellness and committed to its success to move your program forward. Ask that committee to develop or update a strong wellness mission statement. Then, ask them to develop and implement some creative new ways — a meditation space, jumping jack breaks, stairs challenge, volunteering at lunch, company garden—and maybe even a competition or two, to encourage wellness. 
In July 2016, healthfitnessrevolution.com listed the top 10 benefits of wellness as fun, improved productivity, happier employees, building community, lower healthcare costs, sense of accomplishment, improved physical fitness, weight loss, less stress and healthier habits. 
What small thing can you do to make your workplace a place of wellness? And how can you inspire others with your example of wellness leadership?