Many businesses are implementing corporate wellness programmes, but there are those for whom such plans are a privilege, or optional extra. According to Joshua Love, the president of national corporate wellness company Kinema Fitness, ‘When I stop and think about employee wellness, I have to step away from my day to day responsibilities and take a look from the employer perspective. I think it’s a no-brainer to install a wellness programme at every company, no matter the size, demographic, location or what service or product the company provides. My belief is that no company can be successful without paying attention to the wellbeing of their people — and people can’t be successful without feeling good every day.’
Love continues, ‘We live in a fast-paced, busy world, full of constant distractions. We’re constantly dialed in with technology and always on the move. Which is why it’s so refreshing to walk into a company where you feel the environment is different, one where people seem motivated, excited, inspired and really love what they do. My experience with corporate wellness leads me back to Google in Mountain View, CA (and how Google maintains its status as one of the top 100 best companies to work for year after year). Google doesn’t just create jobs, they create a culture, one in which people are valued and appreciated every day. Google’s locations have full fitness facilities, daily classes and healthy food available throughout the day; as a result, employees feel cared for and valued.’
Do you have to be as lucrative or as large as Google to create a culture of wellness? Of course not; every company has the ability to implement some kind of wellness programme. But how do you do it? Love has a four-step process to help you install a wellness programme that‘s efficient, smart, scalable and goal-oriented:
1. Determine the Needs of Employer AND Employee: ‘First, we ask a simple question,’ says Love. ‘What do employees need, and how do those needs fit with the goals of the employer? It’s impossible to answer these questions without assessing both sides. It is essential to understand the mindsets, challenges, and your audience first before laying out a framework for its path. This includes surveying not only the employees, but also the employer. A simple health risk assessment (which your insurance carrier may offer) followed by biometric screens is a good way to assess problem areas.’
2. Analyze the Data and Create a Plan: Love details, ‘Based on our survey data, we try to determine what elements will work for the existing culture. Is it fitness classes that will motivate the employees, wellness workshops, individual health assessments, or some combination of the above? We always recommend combining wellness education with physical activity — otherwise, many employees will not take advantage of classes and programmes they need to see real benefits.’
3. Create a Communication Plan: ‘A culture of wellness doesn’t happen without reinforcement,’ Love asserts. ‘Employers must create a communication plan that lays out the programme’s framework and different methods (and times) to communicate the information to employees. This keeps wellness at the forefront.’
4. Put an Incentive Plan in Place: Love comments, ‘We have found, time and again, that rewarding employees for getting healthy and achieving results encourages the type of change needed to get a programme off the ground and encourage a real shift in employee culture. However, because the required behaviour changes are new, challenging, and difficult to sustain, programmes must include incentives and rewards throughout the year in order to drive long-term engagement.’
