The do's and don'ts of employee wellness program implementation

Employee wellness programs are highly specific to the businesses that they are designed for.However, there are some general do's and don'ts that apply to just about any business where a wellness program is being implemented.Here you will read more about these general guidelines to remember when planning and carrying out your employee wellness program implementation.

Do's of employee wellness implementation

• Make sure that you have the support of upper management before you begin an employee wellness program.In addition to being an example for other employees, the member of upper management can serve as an important ambassador for the program by creating and maintaining important contacts and facilitating the growth and improvement of the wellness program.


• Request feedback on the effectiveness of the wellness program and its implementation by creating and conducting a survey.Surveys can be conducted through a one-on-one interview, a suggestion box, a full length written survey, an email questionnaire, or even in a roundtable meeting or luncheon.You may be surprised to see that what you assumed about the status of the wellness program may not have been the same as what your employees thought.


• Put your plan into action and do it with gusto!Post posters around the workplace, postings on your organizations intranet or internet, bulletin boards, management telling employees about the program (i.e. manager and HR department), host demo days, flyers/pamphlets/brochures, kiosk where all material is promoted or found, exhibition fairs, and e-mail or mail.Leave no room for doubt when it comes to what you are offering and how your employees can learn more about the wellness program.


• Work towards developing a company strategy that aims for the betterment and safety of all employees.You can mandate compliance with safety regulations and offer optional health services in the same environment when you tie the two together with the goal of supporting, protecting, and improving the quality of life of your employees.


• The goal of a wellness program is to encourage awareness of health related issues and to improve morale.Often times the employer and employees see a financial reward in the form of reduced health care costs, for having a working wellness program in place.Remember to keep these fundamental goals in place throughout the life of your wellness program.

Don'ts of employee wellness implementation

• Do not think that you can carry your wellness program through the years based entirely on the planning that took place directly before and during implementation.You need to be constantly reviewing the program with data that you can quantify, not just with opinions.Be sure that you take baseline data on a regular basis so that you have some solid research to look back on and compare things to.


• Don't forget that employee safety and employee wellness should be able to coincide harmoniously.Make sure that your wellness program addresses any specific safety threats that may exist within your place of work.Do not forget that your goal in creating a wellness program is to offer comprehensive health services specifically tailored to the needs of the employees who work for you.


• Don't try to force employees to participate in your wellness program.Although you will have a good deal invested in your wellness program and you will have an understanding of the value of that program, that doesn't mean that everyone in your workplace will care as much as you care, or even at all.Employee wellness programs are voluntary.Don't threaten or put pressure on employees to be a certain way physically.Promote awareness, not athleticism, vanity, or perfection.