Entrepreneurs are passionate, driven and always looking for innovative solutions to grow their business. Forward-thinking organizations are now looking to corporate wellness as an effective strategy to improve an organization from within and drive business to the front door. Research shows that a return on investment (ROI) can be a long-term benefit (3-5 years) of a strategic wellness program. But recently, a lot more of the focus is on wellness improving many aspects of an organization which can affect recruitment, retention and even attract customers.
Prioritizing employee health and well-being pays off. Successful companies are built and run by employees who are motivated and engaged. Employees want to work for companies that are invested in them, and part of this investment is developing a corporate culture that focuses on an employee’s physical, mental, financial and social well-being. Whether it be millennials who now expect wellness programs as part of the culture or baby boomers who need wellness to be a part of the culture, health must be a part of your mission statement and woven into every component of your organization. This includes C-level buy-in and company policies to onsite food options and robust wellness programming. Every aspect of your business should promote the development and reinforcement of an engaged and healthy workforce.
So, how can creating a culture of health benefit your business? A well-developed wellness culture will boost your bottom line. Employees who are healthy spend less money on healthcare and are more productive and engaged. They miss fewer days from work and are less likely to get injured on the job. A culture of health boosts morale and retention rates and will help you attract top talent. It will also improve customer service, employee effectiveness and teamwork, and this will lead to more satisfied customers and clients.
Wellness programs have transitioned from focusing on weight loss to addressing the entire spectrum of well-being. Helping employees improve their lifestyle takes more than a quarterly fitness challenge or access to an onsite gym. Employers should take a comprehensive approach and embrace all areas of wellness.
Ready to change your culture? These steps are critical to developing a culture of health:
Management Buy-In. C-level executives and mid-level managers must all support your organization’s wellness initiative. It’s important for executives and managers to be active participants in your wellness program and lead by example. It’s also vital for managers to support employees’ efforts to be healthy, whether it’s providing time to attend a wellness seminar or screening or offering healthy food options at a department lunch.
Corporate Infrastructure. Ensure health and wellness are part of your organization’s defined values. Revisit your mission statement, as well as your policies and procedures. Wellness must be a priority throughout the company and your internal structure must support this key message.
Invest In Wellness. Examine your current wellness program. Does it address all aspects of well-being? Is it tailored to the needs of your population? Your program must be comprehensive and accessible to encourage participation and engagement.
Communications and Branding. Develop a strong brand for your wellness program and an effective marketing communications strategy. Employees must know what options are available and how to access them. Recognize and promote employees who are making healthy changes. Make certain to promote your culture externally to enhance your company brand and attract key talent.
There’s a lot to consider when developing a culture of health. A stand-alone wellness program cannot drive this change. Employers must view the process strategically and understand that a culture shift requires transforming the entire workplace environment. The results will be worth it. Your business will realize the benefits of reduced costs, increased engagement and improved customer/client relations.
This post was authored by Debra Wein, CEO of Wellness Workdays, and previously appeared on Forbes.com.