Dive Brief:
- An article at Employee Benefits News explores the idea that workplace wellness is no longer a luxury, but a necessity. However, simply having a wellness program is far from enough. It needs to be supported so that it's an integral component of the company culture, according to guest writer Henry Albrecht, CEO at Limeade, a well-being and performance improvement company.
- To get there, Albrecht writes, employers must define goals, ask employees what they want, make it easy and get everyone involved.
- Setting goals is a critical step. Without clear goals, a wellness program will fail because it is "disjointed" from the rest of the company culture. Employers should be aware of their own expectations and how to connect wellness goals to company goals and culture.
Dive Insight:
Albrecht adds that for optimal outcomes, wellness programs should reflect what employees want, not what employers want. Employers need to get feedback about how employees see a wellness program, and what components would it have, from stress relief to financial wellness.
Finally, making it easy and involving everyone may seem obvious, but organizations often launch wellness programs with the best intentions that no one takes part in. He cites a 2014 Aon Hewitt survey that found that 40% of millennials reported being more likely to participate in health and wellness programs if they’re easy and convenient, for example.