Workplace health and wellness programs are becoming more prevalent across the county. A recent study estimated that nearly 70% of employers with more than 50 workers offered a wellness program. There’s good reason for this – research has found that the cost of employees missing work falls by about $2.73 for every dollar spent on such programs, and medical costs fall by about $3.27 for every dollar spent. Despite this, though, another study found that only about 40% of workers participate in various wellness programs.
So what are the best ways to promote health and wellness in the workplace, and what will it look like moving forward? These are the questions the Tampa Bay Healthcare Collaborative and the Wellness Council of Tampa Bay sought to answer during their 4th Annual Wellness Conference: The Future of Health and Wellness in the Workplace.
Workplace wellness experts shared the tools and strategies they are implementing to engage more people in their health and wellness at work. Two key themes emerged: the use of technology and the importance of integration.
Conference participants listen as Joseph Sullivan from Virgin Pulse discusses Technology and Social Networking for Wellness Programs
Workplace wellness programs, at their core, are about helping employees make healthier choices so they can prevent illness and/or manage chronic conditions. Technology can help people do this in many ways. We have seen apps that track fitness, and even allow you to compete against colleagues; you can see a doctor virtually with your laptop or phone; you can even check in with your wellness coach when you have questions about nutrition. Technology helps workers take ownership of their health – especially when it’s part of education and coaching programs that support people as they strive to make healthier choices.
None of this is possible, though, without integration. Workplace wellness programs are most effective when they align with a culture of wellness, which is one where the workplace provides the things needed to achieve better health. This could mean that the employer offers incentives if employees successfully improve their health by doing things like losing weight or quitting smoking. The converse of this, of course, is employers seemingly punishing those who don’t do these things. Side note – in many cases, punitive strategies have actually produced more results than incentives, although many legal and ethical questions surround such programs.
Integration can also mean that an employer fosters an environment that promotes wellbeing in every day interactions. For example, Aetna has dedicated an entire team to promoting mindfulness in the workplace. During the conference, Cheryl Jones, Director of Mindfulness at Aetna and author of Mindful Exercise: A Bridge Between Yoga and Exercise, discussed how providing the space for mindfulness has helped employees to be present in the moment, so that they are better aware of what distracts them. According to Jones, when we are able to be present in the moment, we are better able to focus and be more effective. This philosophy is promoted across the organization, signaling to workers that their wellness is a priority and deserves attention, along with the other aspects of their job.
Jones shares how mindfulness can transform workplace culture during the conference keynote address.
As workplace wellness programs evolve and grow, expect to see a move towards slick tech tools and embracing wellness across various facets of organizations. Given that most Americans report working about 47 hours per week, it is critical to make health and wellness a part of the workplace.
