1. 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.
6. 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
7. 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.
8. 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.
9. 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
10. 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
11. 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
13. 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
14. 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
15. 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.
16. Programs
Short or Long Term Challenges
Walking
Hydration
Weight loss
Colorful Eating
Brain Games
Individual or Teams
Community Events
Race for the Cure
Furry Scurry
Blood Donation
Community Garden
Preventative Care
Gym Memberships
Volunteer Work
Lunch and Learns
Financial Advisors Meetings
Employee Assistance Programs
17. Wellness Platforms
• Healthcare Provider
• On-site Clinic
• Employee Portal
• Turn-key Provider
Requirements
1. Security and Compliance
2. Dashboards
3. Reporting and Analytics
4. Incentive Tracking
5. Challenges and Engagement
6. Mobile Device
7. Coaching and Education
8. Wear-ables
9. Ease of Use
19. 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.
21. Carrot versus Stick
Incentives 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
22. Program Limits
Wellness Program limits went from
20% to 30% of health care coverage
cost
And a maximum reward up to 50%
for programs designed to prevent or
reduce tobacco usage.
23. 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
24. 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.
25. 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
