“If you build it, they will come.” This may not always hold true for employee wellness programs, as HR and employee benefits managers often struggle with low participation, limited resources, and the challenge of catering to a multi-generational workforce. But here’s the good news: securing leadership support can be a turning point. Discover five steps you can use to get the backing you need for a thriving employee wellness program.
New Trends, New Focus on Employee Wellness
The workplace is shifting, with the Great Resignation transitioning to the “Big Stay,” where companies are now experiencing higher employee retention and longer tenures. This trend is driven, in part, by employees prioritizing work-life balance and positive workplace cultures when choosing employers. This shift is particularly noticeable among Millennial and Gen Z workers, who are showing more loyalty than before. Companies are taking notice and recognizing the importance of prioritizing employee health and happiness to create a better workplace. These trends underscore the need for robust employee wellness programs.
The focus on employee well-being isn’t just about building loyalty. It’s about building a financially healthy company. Research shows that effective wellness programs can significantly impact a company’s financial health, providing a solid return on investment. One study of Koop Health Award winners (organizations recognized for outstanding well-being programs) showed they outperformed the S&P 500 index for 14 consecutive years, with their stock value growing by 325% compared to the market average of 105%. These compelling statistics point to a financial case for prioritizing employee well-being, making it a win-win for both employees and companies.
The Hurdle: Securing Leadership Support
Even though employee wellness is a sound idea, it may be difficult to get support. Studies suggest that many wellness programs don’t get adequate C-suite backing. A recent study found that 68% of C-suite executives aren’t taking enough action on employee health. Without buy-in from leadership, obtaining resources and prioritizing wellness initiatives can become an uphill battle.
Building the Case for Wellness
Here are five steps you can take to earn more leadership support for your wellness program:
1. Gather ROI Data
Educate and persuade leadership that employee well-being is a sound investment. Start with data-driven evidence showing the return on investment in areas like reduced turnover, improved retention, and enhanced engagement. Tailor your presentation to challenges your organization is facing, such as high turnover or exceptionally high healthcare utilization.
2. Leverage Employee Data and Feedback
Share internal employee data to support your case. Analyze trends in absenteeism, productivity, and healthcare spending. Conduct anonymous employee surveys, exit interviews, and one-on-one conversations with current employees to gather their input on wellness initiatives. Share specific comments that point to employees’ desire for wellness options.
3. Plan Some Quick Wins for Quick Results
Leverage quick wins, small-scale employee wellness initiatives that deliver tangible results quickly. These successes can demonstrate the value of a wellness initiative to leadership, securing ongoing support and resources. Consider these quick-win wellness strategies:
- Physical Activity: Promote taking the stairs instead of the elevator, organize lunchtime walking groups, and offer onsite exercise sessions or app-based fitness programs like Aaptiv. These ideas are easy to implement with low barriers to participation.
- Nutrition: Replace traditional vending machine snacks with healthier options. Provide fresh fruit and other nutritious foods to encourage better eating habits throughout the day.
- Mental Health: Introduce mental health days, relaxation spaces, or mindfulness sessions to improve the workplace atmosphere.
4. Identify Leadership Allies
Seek out influential leaders within the organization who already support well-being initiatives and enlist their support as advocates to help sway other leaders.
5. Model Wellness from the Top Down
Another important strategy to support a wellness program and promote a healthier workforce is for company leaders to take on healthy behaviors themselves. “Leadership sets the tone for workplace culture and establishes norms of behavior,” says Bob Alison, co-founder and CEO of PEAR Health Labs. He adds, “One of the most important things a CEO can do is to actively take part in wellness programs. When employees see leadership prioritizing well-being, it sets a powerful precedent.”
Earning leadership support is essential for the success of workplace wellness programs. Leaders who actively champion wellness programs send a clear message that the company values employees’ health and happiness, which can lead to a more engaged and more productive workforce.
Aaptiv: An All-in-One Employee Well-being Solution
Aaptiv offers an all-in-one wellness solution that includes personalized workout plans, access to a network of 20,000+ national and local gyms, and 10,000+ on-demand video and audio classes, offering something for every employee’s wellness journey.
Learn more about Aaptiv employee fitness and wellness benefits
