Integration is key. Worksite wellness programs work best, and are more likely to be sustainable, when they are integrated into a comprehensive health and complementary communications strategy. Early involvement with communication partners who can facilitate messaging throughout existing company vehicles and promote connections between all available programs and benefits is key. Integrated efforts of all key stakeholders will increase the value of your program, leading to increased employee engagement and sustainable behaviors.
Assess resource needs. During program planning, assess human and financial resources required to launch and sustain the program. Consider time required and costs of program materials, incentives, and other related expenses to ensure the resources are available to give your program the best chance for success.
Engage leadership involvement. Leaders and managers and support networks can be champions for facilitating a culture that encourages participation and enthusiasm. These people can also help determine which tactics and interventions are appropriate and will inspire employees. Visible support and participation by company leaders demonstrates a culture of health and can contribute to motivating employees.
Target health risk priorities, set goals, track and measure. Use health assessment results and/or claims data to determine top avoidable risk factors. Set your program goals to reduce those risks, then track progress continuously. Measurement is essential, allowing you to make course corrections as needed and to report progress to executive leadership and to employees.
Do what works. Measure communication and implementation tactics to understand what is essential and what is expendable. For example, which initiatives lead to increased interest and participation?
Communicate, communicate, communicate. Many organizations under-communicate with employees and do not use every available outreach channel. In fact, barely 35 percent of U.S. workers rate benefits communications as “highly effective.” Communicate early and often, integrate messaging within existing company communication vehicles, and encourage leaders and managers to promote the program among employees.
Clarify responsibilities. It is important that all stakeholders and staff understand their roles and responsibilities to ensure planning and implementation success, as well as program sustainability. Be specific with requests with for support. This will help prevent confusion, promote accountability, and keep tasks from being overlooked. Make sure the staff and implementation teams are supported and appreciated for their efforts.
Plan for the unforeseeable. Preparing a contingency plan allows you to expect the unexpected so you can react quickly to change and keep health initiatives from being relegated to the bottom of the priority list. Examples include a natural disaster, acquisitions, an economic downturn, or changes in company leadership.
Celebrate success and achievements. Optimism, enthusiasm and teamwork are contagious. Encourage goal setting (e.g., participation, weight loss, steps per day) and celebrate individual, team or site successes and achievements. Offer relevant incentives to encourage friendly competition.
Listen and respond. Listen to what employees want and try to meet or at least address requests. Take advantage of new employee orientation to encourage participation and gather new ideas.
