Corporate Wellness ConsultantsCorporate Wellness Consultants and Corporate Wellness Programs

Corporate Wellness Programs are proven to improve productivity and decrease health care costs.  For a business, that makes a difference in the bottom-line. Today, more than 81 percent of America’s businesses with 50 or more workers have some form of Corporate Wellness Program with the most popular being exercise, tobaccos cessation classes, back care programs, and stress management. Most businesses offer Corporate Wellness Programs simply because they think the benefit is worth the cost. Yet business leaders continue to ask themselves how to control huge annual increases in health insurance premiums and health care costs.

For many businesses, health costs can consume half of corporate profits or more. Some employer’s look to cost sharing, cost shifting, managed care plans, risk rating, and cash-based rebates or rewards. But these methods merely shift costs. Only Corporate Wellness Programs stand out as the long-term answer for keeping workers well in the first place.

Corporate Wellness Programs are an example of health care reform that works. Results from America’s finest businesses, summarized here, are reason enough to consider providing Corporate Wellness Programs.  This investment in your most important asset – your workers – can have a positive impact on your bottom-line.

Corporate Wellness Program Statistics:

Providence Everett Medical Center, a member of the Wellness Councils of America, in Everett, Washington, saved an estimated 3 million or a cost-benefit ratio of 1 to 3.8 over 9 years of an outcomes-based Corporate Wellness Program. By providing financial rewards ($250 – $325) to workers who meet specific organizational and worker health initiatives the Corporate Wellness Program continues to meet cost containment expectations in the area of health care use, sick time, injuries, while improving health habits and self-care practices. 

During the first 4 years of the Corporate Wellness Program there was a 28 percent average reduction in health care utilization compared to nine other Providence hospitals that were used as a control group. 

Du Pont saw that each dollar invested in their Corporate Wellness Program yielded $1.42 over two years in lower rates of absenteeism costs at Du Pont Co. (Well workplace Gold in Delaware). Absences from illness unrelated to the job among 45,000 blue-collar workers dropped 14 percent at 41 industrial sites where the Corporate Wellness Program was offered, compared with a 5.8 percent decline at 19 sites where it was not. 

The Travelers Corporation claims a $3.40 return for every dollar invested Corporate Wellness Programs, yielding total corporate savings of $146 million in benefits costs. Sick leave was lowered 19 percent during the four-year study. In addition to improving the overall health of 36,000 workers and retirees by decreasing poor health habits and increasing good ones, The Travelers realized cost savings by decreasing the number of unnecessary visits to a doctor and emergency rooms. In a similar but smaller study, members of a Travelers fitness center Corporate Wellness Program were absent from work significantly fewer days than non-members. 

The Corporate Wellness Program at Reynolds Electrical & Engineering Company, based in Las Vegas, cost $76.24 per worker during the two years it has been in operation. Over half of the 1,600 workers took part in the Corporate Wellness Program. Participants significantly lowered cholesterol levels, blood pressure, and weight and experienced 21 percent lower lifestyle-related claim costs than non-participant. Resulting savings: $127.89 per participant in the Corporate Wellness Program with a benefit to cost ratio of 1.68 to 1. 

Superior Coffee and Foods, a Bensenville, Illinois-based subsidiary of Sara Lee Corporation, attributes impressive results to the success of the company’s comprehensive Corporate Wellness Program. Superior showed 22 percent fewer admissions to a hospital, 29 percent shorter hospital stays, and 42 percent lower expenses per admission when comparing costs for this division’s 1,200 workers with costs for other divisions. Long-term disability costs were down by 40 percent. 

With health costs per worker at $6,000, nearly twice the national average, Union Pacific Railroad introduced their Corporate Wellness Program to its 28,000 workers, mostly union and blue collar, in 19 Western and Southern states. Beginning with a modest health self-care initiative at an annual cost of $50 per person, the Corporate Wellness Program achieved a net savings of $1.26 million. In addition, a voluntary Corporate Wellness Program to help workers reduce health risks projected a cost-benefit ratio of 1 to 1.57 after one year. Employees in a treatment group reduceed their risk of high blood pressure (45 percent) and high cholesterol (34 percent); others moved out of the at-risk range for weight problems (30 percent); and 21 percent stopped smoking. 

Average health costs of high-risk Steelcase workers- those whose lifestyles include two to four health risks such as tobacco use, little exercise, overweight- are 75 percent higher than those of low-risk workers. But high-risk workers at this Grand Rapids, Michigan-furniture manufacturing company who improved their health habits through the company’s Corporate Wellness Program and became low risk cut their average health claims in half thus lowering their health insurance costs by an average of $618 per year. If all high-risk workers (20 percent of the total worker population) in one location changed their lifestyles to become low risk, the projected savings could total $20 million over three years. 

Employees at Berk-Tec, a small manufacturing company in Lancaster County Pennsylvania, learned self-care techniques and reduceed their company’s health care costs in one year. By using a self-care guide, the 938 workers and their family members made smart health decisions and saved $21.67 per employee and dependent a nearly 18 percent reduction in costs. By combining reductions in doctor visits and emergency room use, the company saved $39.06 per employee a 24.3 percent decrease in costs over the previous year. 

A health claims-based study of 72,000 people insured through 285 Wisconsin school districts found a lower demand for health services among those with access to Corporate Wellness Programs and self-care programs. Reductions in health services results in savings for the Wisconsin Education Insurance Group of as much as $4.75 for each $1 spent, higher savings were found in the group receiving access to a 24-hour phone-based nurse advice line, a self-care reference book, and health education materials. 

CIGNA’s Healthy Babies prenatal Corporate Wellness Program delivered an average savings of $5,000 per birth by providing expectant mothers with educational materials and rewarding early and regular prenatal care. And 80 percent of participants had normal births without complications compared with 50 percent for non-participant. 

With savings estimated to be as high as $8 million, the California Public Employees’ Retirement System sent its 55,000 retirees a health rist assessment followed, in some cases, with individualized reports and letters and self-care materials to encourage change and help reduce health risks among retirees and at the same time reduce the health care claim costs. In another study, Bank of America retirees in California who chose the full Corporate Wellness Program and demand reduction program showed a decrease in total direct and indirect costs of 11 percent compared with a rise of 6.3 percent for those who completed only a simple health questionnaire. 

With lower health care claims, health costs decreased 16 percent for workers in the City of Mesa (Arizona) who took part in the comprehensive Corporate Wellness Program. The city realized a return of $3.60 for every dollar invested in the wellnss program for the city workers. 

To prevent back injuries among its workers, a county in California targeted white- and blue-collar workers, offered classes and fitness training. As a result, there was a significant increase in worker morale, lowered worker’s comp claims, health costs and sick days related to back injuries producing a net cost-benefit ratio of 1 to 1.79.

Corporate Wellness Programs: Savings

Corporate Wellness Programs provide Long-Term Savings

Corporate Wellness Programs, according to an article in Crain’s Detroit Business, come in two varieties:  Corporate Wellness Programs or Medical Insurance products that aim to reduce costs if healthy habits are followed.  Both options are good, but only one will really provide long-term medical benefits for your workers and reduce costs over the years.

Corporate Wellness Programs provide Assistance

Insurance-based products provide workers the opportunity, according to the article by Jay Green, to save money on their premiums if they follow certain steps, including performing an internet-based health assessment, visiting their medical provider, and agree to adopt a healthy lifestyle.  These plans usually involve one coach call to the worker during the first 90 days.  We wonder if these brief wellness encounters will actually change a person’s lifestyle.

It is the overall change in a person’s lifestyle, as well as disease prevention that will lead to reduce medical cots in the future.

Corporate Wellness Programs provide convenient health risk assessments and testing for things like diabetes, cholesterol and blood pressure.  As the article states, these have initial start-up costs, but the savings accrue over time and workers are more likely to stay active in an worksite worker Wellness Program.

Corporate Wellness Programs Get Results

Finally, the article states that companies with an effective Corporate Wellness Program can expect to see “500 percent reduce absenteeism, 400 percent fewer disability claims, and 350 percent reduce health care costs.”  These are numbers that are very hard to argue with.

Businesses are no longer able to trim extra savings out of their health insurance programs, and most businesses have been cost shifting, asking workers to cover more of their health care costs. Health insurance costs continue to climb (10 percent or more per year) at 2-3 times the general inflation rate. With nowhere else to turn, businesses are – more than ever – looking to get workers engaged in Corporate Wellness Programs as a means of slowing health care costs and improving productivity.

For example, last year 53 percent of large businesses offered health risk assessments (HRAs) for their staff, up from 35 percent just two years earlier, according to a Mercer survey. Change is being driven by cost, but Corporate Wellness Programs a win-win solution for both businesses and workers.

Here are other Corporate Wellness Program trends organizations are implementing:

More businesses are integrating Corporate Wellness Programs into their benefits plans. If they want the best plans or the lowest personal costs, they need to participate in the Corporate Wellness Program and meeting minimum objectives.

More businesses are providing worksite weight loss programs as a component of the Corporate Wellness Program, especially after Duke University’s new research showing the high cost of overweight workers and increased cost for worker’s compensation for sedentary and overweight workers.

Businesses are providing more Corporate Wellness Programs designed to assist workers with chronic health conditions: health coaches, nurse advice lines, telephone counseling, and self-study guides

Businesses are providing more online Corporate Wellness Program interventions and health information resources

More businesses are providing regular worksite employee health screenings including cholesterol, glucose, A1c, blood pressure, weigh-ins, and other checks as a part of their Corporate Wellness Program. Some Corporate Wellness Programs even include bone-density checks and skin cancer screenings.

Many businesses are providing fitness programs, either in the community or worksite, as a part of their Corporate Wellness Program.

Corporations are providing more incentives, prizes and rewards getting engaged in Corporate Wellness Program activities

Some businesses are adding emphasis to maintaining health. It’s one thing to lose weight or stop smoking; it’s another to maintain these changes. Helping workers stay engaged and maintain their health changes is important for long-term success.

Businesses are putting more emphasis on keeping healthy people healthy rather than just working primarily with high-risk individuals. Research shows this approach results in a greater Corporate Wellness Program return on investment.

Wellness businesses are providing great resources for employers’ workers over the Internet – online wellness centers, monthly health and wellness newsetters, wellness challenges, online points tracking systems, virtual fitness programs, online wellness coaching or interventions, interactive health calculators, healthy recipes, even downloadable health tips for your iPod.

Businesses who are becoming more proactive are making a big impact on their future health care expenses and productivity. Ohio State University announced that they expect to save $30 million dollars with their comprehensive Corporate Wellness Program over the next 5 years!

Corporate Wellness Programs and prevention are sound ideas whose time has come. Health promotion is more fun and less expensive than treating disease. 

References: TIME in partnership with CNN, “Businesses Help Workers Lose Weight.” Website accessed July 2007.

Corporate Wellness Programs begin and end with individual health. Individuals, after all, are able to make decisions about maintaining and / or improving their health and wellbeing. Employee Corporate Wellness Programs must therefore provide the tools and resources needed to assist and motivate individuals to actively participate in the program.

Individual health is only one part of starting worker Corporate Wellness Programs. Below you’ll find some things to assist you in your efforts to create a healthy atmosphere for you and your coworkers.

Encouraging Your Employer to Begin an Corporate Wellness Program

This is the first step in starting a Corporate Wellness Program. In recent times more and more businesses are starting to see the value of promoting and supporting the health of their workers. Partnership for Prevention, a nonprofit organization, has released a sourcebook called “Healthy Workforce 2010″ (http://www.wellnessproposals.com/pdfs/tool_kits/healthy_workforce_2010.pdf). This sourcebook is an excellent resource containing information on:
 • Benefits of Corporate Wellness Programs
 • Suggestions on where to begin
 • Tools like surveys and evaluation forms

These resources are for both businesses and workers to lead the development and determine the effectiveness of their new Corporate Wellness Program. Offer it to your employer as a place to begin or read it yourself and present your ideas.

Taking Part in Corporate Wellness Programs

Once you have an worker Corporate Wellness Program established, participating fully in all aspects of the program is important. Many of us know that we need to more actively engage in Corporate Wellness Programs to improve our health, yet have difficulty finding and taking the time to do so. These simple steps can jumpstart your participation in an worker Corporate Wellness Program:
 • Examine the offerings that interest you and that you need for health  improvement.
 • Schedule time to go to the seminar or service.
 • Actively following through with recommendations from the program.
 • Make a decision now to improve your health. You will feel better today and tomorrow and the next day for actively moving towards wellness.

Here is a list of potential Corporate Wellness Programs that might be available to you at work:
 • ergonomic evaluations and ergonomic training classes
 • lactation rooms and classes
 • prenatal education program
 • nap rooms for relaxation
 • stress management programs
 • fitness facilities
 • onsite corporate massage
 • nutrition education
 • worksite primary health care services
 • child care facility or resources and referral service
 • smoking cessation programs parenting classes
 • elder care resources and referral service
 • cholesterol, blood pressure and glucose screening programs
 • flu shots
 • weight management programs
 • health care consumerism programs
 • employee assistance program
 • health coaching
 • onsite mammography

More information to follow in my next posting about Employee Corporate Wellness Programs

Studies suggest that for every $1 invested in Corporate Wellness Programs, a company saves $3 to $5 in health and safety costs. Businesses that invest in Corporate Wellness Programs reap the financial incentives through savings on health care costs, disability pay, rates of absenteeism, turnover and safety problems.

workplaces have already proven to be a great place to promote wellness. After all, people spend more time at work than doing anything else. Eighty-two percent of the U.S. population is linked in some way to a worksite. Therefore, providing Corporate Wellness Programs is a great way to reach a substantial number of people in your area.

Corporate Wellness Programs in Small Businesses

Unlike large businesses, small businesses often lack the resources to provide Corporate Wellness Programs to their workers. However, they may be the most in need of such services. Small businesses are the hardest hit by health insurance costs and have the highest rates of substance abuse. Worker well-being and physical or mental illness can also be more disruptive in a small business setting. Corporate Wellness Programs in small businesses also makes sense because small firms employ the majority of working citizens.

Regardless of the size of a business, Corporate Wellness Programs can pay. Statistically, even if there are only 100 people in a company:

• 60 sit all day to do their work
• 50 don’t wear their safety belts regularly
• 50 feel they’re under moderate stress
• 35 are overweight by 20 percent or more
• 30 smoke
• 27 have cardiovascular disease
• 25 or more have high cholesterol (over 200 mg/dl)
• 10 are heavy drinkers
• 10 have high blood pressure
• 5 have diagnosed diabetes and another 5 have undiagnosed diabetes
• 7 use marijuana
• 1 uses cocaine

Bottom Line Corporate Wellness Program Benefits

At least one quarter of the health care costs incurred by working adults can be attributed to modifiable health risks (e.g., diet, exercise, tobacco use, etc.) Fortunately, there is a way to hold back the trend. Growing research links an individual’s lifestyle behaviors to their health risk.

The good news is Corporate Wellness Programs can:

• Reduce health care costs
• Reduce workers’ compensation claims
• Reduce worker rates of absenteeism
• Improve worker productivity
• Improve worker morale

The bottom line is that Corporate Wellness Programs can benefit any size business — small or large.

There are a number of reasons why a Corporate Wellness Program is beneficial.

1. Enhanced Morale – When the organizational culture begins to change as a result the Corporate Wellness Program, you and your workers may actually begin to see and feel a new level of energy within the employer.  Ultimately, one of the most ambitious objectives of any comprehensive Corporate Wellness Program is to attempt to sway the attitudes and actions of the employer’s most valuable resource — its workers.

2. Reduced Turnover – As we all know, worker replacement costs can be quite high for any kind of business.  The effort and expense associated with running employment ads, reading applications, checking references, interviewing qualified candidates, hiring and training a new employee can be a serious burden on any business.  In light of the challenges that high worker turnover pose, many businesses are looking to Corporate Wellness Programs as an additional perk that can help to prevent workers from jumping ship.

3. Increased Recruitment Potential – In the midst of a very tight labor market, businesses are forced to pull out the stops in order to recruit new talent.  In some instances, Corporate Wellness Programs can prove to be a very valuable tool in sealing the deal.

4. Reduced Absenteeism – When an employee misses work in a business setting, the entire employer is forced to absorb his/her responsibilities.  Even in the event of the occasional absence caused by things like colds and the flu, work can back-up and tensions can build.

 Even worse is a long-term absence caused by a major health event that requires hospitalization and/or rehabilitation.  By preventing certain types of illness caused by poor lifestyle habits, Corporate Wellness Programs can play an important role in decreasing rates of absenteeism.

5. Medical Care Cost Containment – Most businesses don’t start a Corporate Wellness Program with cost containment in mind.  However, cost containment for certain health problems should be considered a viable goal by many businesses.

6. Enhanced Worker Health Status – One of the greatest advantages of a well-designed Corporate Wellness Program is the promise of improved health.  There is a growing body of evidence that suggests well-designed Corporate Wellness Programs can successfully impact such behaviors as tobacco use, high-risk alcohol use, seatbelt use and more.

It is important to measure the effectiveness of all Corporate Wellness Programs. There are a number of very simple ways to measure Corporate Wellness Programs:

How many attended the corporate health and Corporate Wellness Program, and was there participation or a visible level of interest?

Use a short and simple pen and paper evaluation that people fill out at the end of the Corporate Wellness Program /seminar. Statements that are rated on a scale from 1 (strongly agree) to 5 (strongly disagree) will give valuable information. Ask about:
 • The value of the Corporate Wellness Programs to the individual
 • The style of the presenter
 • The presenter’s knowledge of the topic
 • The level of knowledge gained by the worker
 • Other areas that would be of interest for future Corporate Wellness Programs

Examples of Questions about Corporate Wellness Programs
 • This program provided me with information and/or skills I will use.
 • The presenter was knowledgeable about the subject matter.
 • There was adequate time for questions.
 • The methods used to present the information were effective.

Open-ended questions about Corporate Wellness Programs may include:
 • The best part of this Corporate Wellness Program was…
 • The part that needed improvement was….
 • I would attend another Corporate Wellness Program by this speaker…
 • Topics I would like to see included in other seminars or Wellness Programs…

This would be a process evaluation that examines how well the Corporate Wellness Programs were implemented. It is also important to look at health outcomes and cost outcomes of Corporate Wellness Programs.

More in-depth information about the cost-effectiveness of Corporate Wellness Programs can be found by analyzing data before and after Corporate Wellness Programs concerning health care claims, workers’ comp claims, sick time, productivity levels, etc. Health outcomes for Corporate Wellness Programs can be measured by looking at health claims and sick time.

It is also important to look at the impact of Corporate Wellness Programs on family members. For example, smoking by pregnant mothers may lead to the birth of a severely impaired child. This could cost an employer or health plan hundreds of thousands of dollars, an expense that could have been avoided with well-designed Corporate Wellness Programs.

You can also compare the cost per worker of running the Corporate Wellness Programs to the savings per worker. One evaluation of Corporate Wellness Programs involving 20,000 to 25,000 workers at New York City-based Citibank showed a return of $6.70 for every dollar the company invested in Corporate Wellness Programs. The findings were based on a study of health costs and rates of absenteeism.1

An ongoing evaluation of your Corporate Wellness Programs should be performed each year and additional periodic evaluations of Corporate Wellness Programs should be conducted on an ad hoc basis. An ad hoc evaluation of your Corporate Wellness Programs might be initiated by a variety of triggers. For example, at the end of flu season, a company might want to measure its flu shot program.

Employee retention is a challenge. Corporate Wellness Programs can help. providing perks such as incentives to exercise, healthy food, and stress management and weight loss programs at work is a way to maintain your workers satisfied.

Attracting new workers are also a challenge, and anything you can do to “stand out” from other workers is to your advantage. Remember, salary isn’t everything. Often, the possibility of flex hours or a discount at the local gym may be the deciding factor for a future worker. Once again, Corporate Wellness Programs to the rescue!

How Are Corporate Wellness Programs Administered?

Whether running small Corporate Wellness Programs in-house or using outside corporate wellness businesses to oversee the whole thing, program promotion is of utmost importance. You may have a great speaker come in to talk about a very “hot topic,” but if no one knew about it, it was a waste of the speaker’s time and your money.

Corporate Corporate Wellness Program setup and promotion go hand and hand. Depending on the size of your company, it may be handled by one person or an entire corporate wellness team. You may even have an worker who is interested in physical fitness and would love to organize some educational wellness seminars and programs.

Other workers may have areas of interest and would be willing to set up some educational programs. Especially for smaller businesses, once you have chosen your events and programs, it is best to set up a calendar with a schedule of events. Then publish the entire calendar as well as announcing each individual event as it comes up.

Access to Corporate Wellness Programs

To make access easy, offer a wide range of Corporate Wellness Programs and programs that can fit into everyone’s schedule. For example, some workers may find it difficult to get to a seminar at work or make a commitment for 8 weeks of the Weight Watchers at Work program. However, they will take advantage of a lowered rate at the gym and will borrow tapes from the health and wellness library.

If you have shifts, don’t forget to schedule events for the after 5:00 group. Nothing will undermine Corporate Wellness Programs more quickly than promoting great programs that are only convenient for first shift workers.

Sometimes, Corporate Wellness Programs can take advantage of “special situations” that happen and which offer an excellent opportunity for worker education and support, at little or no expense to the employer. Not only do these situations help workers personally, but also they are an opportunity for the employer to be seen in a positive light. For example:

A company had a number of workers with cancer, as well as a number of workers with family members with cancer. Their HR staff had received numerous questions about what to say to a coworker with cancer, as well as hearing about how difficult it was for the caregivers to manage work and home demands. They thought that it would be a great idea to initiate a lunchtime monthly “discussion/support group” to talk about the struggles, frustrations, and fears that people were facing. This activity was included under the umbrella of Corporate Wellness Programs that the company offered.

The group was facilitated by a rep from the Employee Assistance Program, but it was not a therapy group, nor was it promoted as such. It was informal and workers came as they could fit it into their schedules.

Did it solve all their problems? Of course not, but it did give them a place to vent, talk, and get some information and support. It was a powerful statement from the employer saying, “We care about you and we’d like to help you with this,” and the workers were very grateful. Effective Corporate Wellness Programs clearly convey this type of message to their workers.

Another employer had an worker who was autistic and often exhibited some odd or unusual behaviors. He had some significant difficulties and had to be out of work for a number of months. As time came for him to return, coworkers became anxious about what to expect.

The employer had someone come in to talk about autism and how best to deal with a person with the disease. It was a general discussion, and there was no discussion of the worker’s personal information. However, coworkers felt much more prepared to handle his return.

An worker with epilepsy told her coworkers about her condition in case she had a seizure. The employer then had someone from an epilepsy advocacy group come in and educate workers about the illness and what to do.

You may believe taking steps like this are not the responsibility of the employer, that it is not your business. But physical and mental illnesses affect just about everyone and are natural elements of Corporate Wellness Programs.

Employees who are preoccupied and worried about someone having a seizure or catching HIV from a coworker are not focused and productive. When you spend time informing and supporting workers, you not only have productive workers, you also have their respect.

Corporate Wellness Programs are also an effective way to educate workers/parents about substance abuse, sexually transmitted diseases, pregnancy, depression, mental illness, learning disabilities, and other issues that affect adults, children, and teens. Arming parents, other relatives, and concerned friends with information is a way to prevent problems in the future, for themselves and their children.

Employees may not be comfortable attending Corporate Wellness Programs entitled “Substance Abuse and You” or “Dealing With Depression,” fearing they have “self-identified” just by their presence. However, when much of that same information is billed as “Teens and Substance Abuse” or “Recognizing the Signs of Depression in Teens,” there may be a full house for the seminar.

Once this happens, the levels of awareness are raised. An employee who is concerned that he or she is actually depressed can attend and gain life-saving information. Using this type of approach in Corporate Wellness Programs goes beyond raising awareness among parents whose children are struggling with personal problems.

Mental health topics are often difficult to introduce. There is still some stigma attached to being “mentally ill” or having alcohol problems. A benign way to bring information into the workplace is to use Corporate Wellness Programs and the National Screening Day programs. These are dates that have been set aside annually to raise awareness about various problems. They include:

 Alcohol Abuse and Addiction (April)
 Anxiety Disorders (during Mental Health Month in May)
 Depression (October)
 Eating Disorders (February)

There is a wealth of information available online that can be made available to your workers at no cost as a component of your Corporate Wellness Programs. All it takes implement this into Corporate Wellness Programs is some type of notification in the form of an e-mail with an introductory statement and some links.

Local mental health clinics, medical schools, and hospitals usually provide free employee health screenings on designated days so that anyone can come in, take a test, and get information and a referral for care if appropriate. You could arrange with a local provider for a block of time for your workers to participate in the screenings, or talk to them about coming into the workplace to provide them.

What Are Corporate Wellness Programs?

Corporate Wellness Programs are designed to promote and support employee health and wellness through education and awareness programs primarily based at the worksite. The program is a win-win in that workers benefit from learning and staying well, and the employer has increased loyalty and less rates of absenteeism.

As businesses become more aware of the importance of employee health on productivity, there is increased interest in encouraging and supporting healthy lifestyle choices. Employer costs for Corporate Wellness Programs may rapidly be offset with fewer work-related injuries, improved attendance, less turnover, and increased morale.

Types of Corporate Wellness Programs

Corporate Wellness Programs: Lunch and Learn Wellness Seminars

The easiest Corporate Wellness Programs are one’s where the employer arranges to have quarterly seminars during lunchtime on topics such as stress management, nutrition, and exercise. A local mental health clinic, hospital, or the Employee Assistance Program (Employee Assistance Program) may provide these. This type of corporate health and Corporate Wellness Program is usually arranged through HR, the health department, or the safety manager. Participation is generally voluntary.

Before deciding on topics for wellness seminars, it is a good idea to do some type of worker polling to see what topics people are interested in. This may be as simple as an e-mail to all staff asking for suggestions or as formal as having an outside group come in to conduct interviews and design a complete corporate health and Corporate Wellness Program.

Corporate Wellness Programs: Health Risk Assessments

An employer can provide comprehensive Health Risk Assessments for workers. Health Risk Assessments are detailed questionnaires that covers all areas of behavior (seatbelt use, tobacco use, alcohol use, frequency of exercise, family history of disease and illness, etc.). This is usually done in conjunction with employee health screening for things like cholesterol and blood sugar screening.

Once the Health Risk Assessments are scored, the results are shared with workers along with suggestions for changes. The employer is able to get aggregate statistics that will show trends that he or she may want to address. For example, if a lot of people have high blood pressure, the employer may consider an educational seminar, biweekly worksite blood pressure readings, and low-salt, low-fat selections in the cafeteria or snack machines as interventions to include in the corporate health and Corporate Wellness Program.

If the Health Risk Assessments show that there is a “trend” toward not wearing seatbelts, perhaps having the State police come in and give a seminar about what happens in an accident when you don’t have a seatbelt on would change some behavior.

Corporate Wellness Programs: smoking Cessation

smoking cessation programs are very popular elements of Corporate Wellness Programs. Often, the local chapter of the American Cancer Society or American Lung Association will come in to run a group. Another option is for workers to attend a smoking cessation group in the community. Costs for the smoking cessation group can be offset by the employer after workers complete the program.

Corporate Wellness Programs: Stress Management

Stress is a major area of concern for businesses. Stressed out workers get sick more often, make more errors, and generally do not perform up to capacity. As a result, Corporate Wellness Programs often take steps to address employee stress. There are many ways to address stress within your Corporate Wellness Programs, and the beauty of these ideas is that everyone can benefit from them.

Certainly, stress management seminars are educational and informative and should be included in any corporate health and Corporate Wellness Program.

Corporate Wellness Programs and Work/Life Programs

Many businesses offer a work/life program that offers assistance with things from finding day care for a child or elderly parent and information on obscure college scholarship funds to information on which PC to buy and where to find someone to walk your dog. These programs fit into Corporate Wellness Programs because they help your workers handle many of the things that are taking up work time and increasing stress.

Corporate Wellness Programs and Employee Assistance Programs

An Employee Assistance Programs are integral parts of effective Corporate Wellness Programs. By helping workers address personal/mental health problems and concerns, an Employee Assistance Program can go a long way toward improving overall health and productivity. Representatives from your Employee Assistance Program can also work closely with you to design Corporate Wellness Programs that are integrated and effective.

Time Management and Corporate Wellness Programs

Time is one of our most precious commodities, and anything you can do as an employer to help your workers manage their time is going to be welcome. Although not traditionally thought to be a component of Corporate Wellness Programs, providing flextime and telecommuting are two ways to lower stress and raise productivity.

These programs take thought and planning and are not appropriate for all workers or all positions; however, in many workplaces, they are underused. Either your HR manager or an outside consultant can help you design a program. If you belong to a business group or Chamber of Commerce, you may find assistance there. Also, talk to colleagues who are doing this in their businesses to see how it is working.

The Culture of Wellness

Worker wellness has to be a component of your company culture, not just something you throw in as an afterthought. It isn’t a Band-Aid, but rather a thoughtful piece of your business strategy. For example, if productivity is down due to smoking breaks, providing smoking cessation classes can help. But it’s also important to establish a no smoking policy.

When workers feel valued, they are more loyal and tend to work harder. They take pride in their work and talk about what a great company they work for. A healthy workforce is a productive workforce.