Your Corporate Wellness Manifesto

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Information about Your Corporate Wellness Manifesto
Business & Mgmt

Published on March 12, 2014

Author: mws1188

Source: slideshare.net

Description

A quick, short and fun presentation on what really helps create a sustainable and effective wellness initiative--with a few hints about what doesn't.

May we disrupt your day for 5 minutes? We think it will be 5 minutes well-spent. After 8 years in the “wellness trenches” we’ve learned a lot about what makes a wellness program work, and what doesn’t. Allow us to share…

So, here it is…your very own… Corporate Wellness Manifesto Why a Wellness Manifesto? What does your organization need with a Wellness Manifesto? (And no, “wellness” isn’t an evil word.)

A Manifesto makes intention concrete, and it makes it personal. It turns words into actions and achievement. It defines the choices you present to your employees that offer them the opportunity to be personally responsible for making those lifestyle / behavioral changes that will have a long-lasting and positive effect on their own and your organization’s future. That’s a mouthful (but absolutely critical)! Stay with us… This is the only long part… A Manifesto makes intention concrete, and it makes it personal. It turns words into actions and achievement. It defines the choices you present to your employees that offer them the opportunity to be personally responsible for making those lifestyle / behavioral changes that will have a long-lasting and positive effect on their own and your organization’s future. That’s a mouthful (but absolutely critical)! So, to turn words into action, here are a few things to be aware of—very aware…

Wellness must be built in, not added on. It’s not a perk or benefit, but to be effective, it is (or should be) a part of your comprehensive business plan. ❶

Many wellness “vendors” as well as many organizations themselves are clueless about behavior change and what it takes to motivate an individual to make fundamental changes in lifestyle choices. ❷ You can’t mandate a change of heart and you can’t drag people kicking and screaming into wellness.

Companies (your organization included) are in business to make a profit. Where does paying for wellness fit in? We know one size does not fit all. Throwing quinoa, carrots and broccoli, gym memberships and cute T-shirts at employees will not engage those most at-risk employees in wellness. (In the long-run, it won’t engage your other employees either.) ❸ Companies (your organization included) are in business to make a profit. Where does paying for wellness fit in? We know one size does not fit all. Throwing quinoa, carrots and broccoli, gym memberships and cute T-shirts at employees will not engage those most at-risk employees in wellness. (In the long-run, it won’t engage your other employees either.) There are definitely “should’s and should not’s” to consider…

❹ Total pounds lost, biggest loser, total miles walked, annual health fairs—are all means to an end, not the end in itself. These are activities, not programs. By themselves they will not change long-term behavior. Total pounds lost, biggest loser, total miles walked, annual health fairs—are all means to an end, not the end in itself. These are activities, not programs. By themselves they will not change long-term behavior. There is true, sustainable workplace wellness—and then there is “wellness in name only.” Do you know which is which?

❺ It’s not about incentives (or those proverbial carrots and sticks). It’s not about winning the prize for most weight lost. It’s not about filling out the HRA for reduced insurance premiums—or not submitting to biometric and intrusive screenings and facing higher premiums. It doesn’t work that way. This is the wrong way to engage employees. It’s not about incentives (or those proverbial carrots and sticks). It’s not about winning the prize for most weight lost. It’s not about filling out the HRA for reduced insurance premiums—or not submitting to biometric and intrusive screenings and facing higher premiums. It doesn’t work that way. This is the wrong way to engage employees. Sure, you want the outcome, but it’s the process that leads to a long-term, sustainable culture of wellness. You can’t skip the Process step.

❻ Today, even relatively healthy companies can face unknown and unfamiliar headwinds—employee engagement doesn’t have to be one of them. To effectively engage your employees in a wellness offering, they must see it as something done for them, not to them. Today, even relatively healthy companies can face unknown and unfamiliar headwinds—employee engagement doesn’t have to be one of them. To effectively engage your employees in a wellness offering, they must see it as something done for them, not to them. Engagement is “job one” and this means providing opportunity and encouragement while avoiding those “sticks” that make people feel worse than they already do.

❼ No company is bigger than its culture. None. And, if the C-Suite isn’t engaged in a culture of wellness, employees won’t be engaged either. Leadership must be visible and at the start, must come from the top-down. When your employees begin to embrace the program and make it “theirs” they have truly bought-in. That is the key to sustainability and, Ta-da! Success!

❽ Looking for ROI? Don’t get caught in the “ROI Trap.” You can't begin by thinking statistically. You have to build your statistics by compiling individual successes. Trust us, with the right initiative, there will be compelling success stories. Together, those stories will have a positive impact on your bottom line.

Believe it—most of your employees want to be healthy. Does your organization’s wellness messaging (verbal and non-verbal) actively encourage their participation—or does it inadvertently discourage it? ❾ You also, absolutely, must have, voluntary participation— this intrinsic motivation is essential to true behavior change and sustainable involvement.

❿ Improved communication, morale, engagement and productivity, as well as reduced healthcare costs, absenteeism, presenteeism and turnover—Sound good? This is what a truly effective wellness initiative can help you accomplish. During the past 8 years, we’ve seen a lot of money spent on traditional diet and exercise programs designed with lots of bells and whistles. Most are expensive, a burden to administer, and they lack the nuts and bolts necessary to change behavior. By using the right language and messaging, and a clearly defined strategy, we can point you in the right direction.

By reframing the conversation, incorporating principles of behavioral economics and social neuroscience to achieve behavior change, and through careful messaging of all program content and presentations, we can help you overcome “wellness resistance” and “wellness fatigue.” The Takeaway… By reframing the conversation, incorporating principles of behavioral economics and social neuroscience to achieve behavior change, and through careful messaging of all program content and presentations, we can help you overcome “wellness resistance” and “wellness fatigue.” If you already have a wellness program in place, and if that program is not meeting your expectations, think of us as the wellness program for sick wellness programs. Our behavioral engagement strategy is equally effective as a stand-alone initiative or as a jumpstart for underperforming, existing programs.

Contact us: LoneStartNow 512-894-3440 www.lonestartnow.com information@lonestartnow.com LoneStartNow 512-894-3440 www.lonestartnow.com information@lonestartnow.com

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