Central Pennsylvania businesses embrace and broaden wellness programs
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Healthy workplaces are increasingly common in
But when it comes to being healthy, the definition varies. Each wellness program operates differently. But despite the variety, there are some key elements that benefit businesses in their quest to be fit.
Curing the culture
The most important facet of a successful wellness program is creating a culture of wellness throughout the workplace. Once thinking about health becomes a natural component of a company, the wellness program will be accepted with less resistance.
One example is becoming a smoke-free facility.
"We try to be an example for our customers," said
Identifying issues
When deciding what type of wellness program to implement, companies should consider the specific illnesses and health concerns affecting employees. For Kline, this includes a total population health management strategy. Once culture is established,
According to Kline, there are three factors that LGH considers in its own wellness program and when advising employer groups:
1. Data. Determining the employee readiness to change (health risk assessment), then screening data from employee claims.
2. Culture audit. What do employees need and want, and does the work culture align to promote this?
3. Food services. Are there healthy food options available in the corporate cafeteria?
From there, companies can decide what things they need to focus on, such as nutrition advice from dietitians, health presentations and workout ideas.
Offering incentives
Although wellness programs are voluntary, employers should encourage employees to participate.
According to
Kline discussed LGH's outcome-based programs. If employees participate in a health risk assessment and on-site screening, they will earn cash rewards in their paycheck. But, based on the outcome of those results, they also receive another incentive. If they meet certain criteria for the data being collected, such as a healthy body mass index or if they are a nonsmoker, they get another reward in their paycheck. This way, they aren't just rewarded for participation but also for achieving healthy results.
Measuring success
The big question: Is the wellness program working, and what can be done to improve it?
"We encourage people to develop three-tofive-year strategies," said Yost. At Highmark, administrators have found that several years is critical to see changes and a return on investment. They have found that wellness programs do save the company money in the long run.
At HACC, officials haven't tracked a return on investment from their wellness program or noticed a correlation between having a wellness program and spending less money on health care for employees. The college has always had a wellness program.
"It's not a cost driver for us," said
A successful program includes not only management by an outside expert in health but a dedicated team in-house. HACC boasts a wellness committee comprised of both employees and students.
"Your employees are the experts to your employer," said Kline at LGH. "They hear what employees want, can promote the programs, and they know what works and what doesn't."
"Your employees are the experts to your employer. They hear what employees want, can promote the programs, and they know what works and what doesn't."
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