What did we find out?
- 61% of you are offering wellness programs and 47% of you have a formalized wellness committee in place – which is up from 2008 (55%/39%)
- 27% are providing employee health assessments
- 40% are using incentives to encourage participation
- 50% are monitoring benefits usage and only 40% are establishing wellness benchmarks based on health assessments and benefits usage
- The top reason for offering wellness programming was to promote a healthy lifestyle (64%) and increase workplace satisfaction, morale and engagement (46%)
- Corporate Wellness Programs have been found to positively improve employee satisfaction, morale and engagement by 41% of you and 25% of you have found that they reduced overall health risks. Interestingly 25% of you said that it also reduced absenteeism and increased team work and communication
The biggest challenges impacting your wellness programming are:
- Lack of corporate awareness of issues (88%), funding (78%) and lack of staff resources to co-ordinate (73%)
The biggest health risks were identified:
- Lack of exercise (63%) and lack of stress management skills (45%) where identified as stressors for many within their company – which were also the top 2 in 2008
- Also noted was the inability to balance work-life (42%), the inability to re-energize (40%) and poor nutrition (42%)
- The biggest health risk was identified as exercise and only 50% are addressing this within their company
- Stress was identified as an issue for many (45%) or some (42%) within their company yet only 50% are offering stress management workshops
- 85% of companies said that workplace personality issues were a concern for some or many of their employees and only 25% are offering workshops or information on handling difficult people and conflict
- Elder care and childcare support and information are growing areas of stress that our employees are facing and are still not being offered – currently 8% and 16%
- With 10% of the population going to experience Depression at some point in their lifetime and many others being impacted by it within their families or their workplace we are still seeing only a few (16%) of companies offering Depression Screening or Depression information
Priorities for 2009-2010:
- Doing a better job of evaluating wellness programs (58%), monitoring benefits usage (50%) and health monitoring (50%)
- 41% will be focusing on work-life balance strategies and 33% on stress management strategies
Wellness is a commitment. It is a commitment by the individual and by the company.
In the workshops that I provide, I encourage participants to breakdown what they are experiencing and understand how it is impacting them. From there they need to develop a plan – what are they going to do about it, how are they going to take care of themselves and who is there to support them – This is the S-O-S Principle.
Companies need to follow this same philosophy or they may find themselves along the wrong path with very little positive impact for their efforts. Address the sources of stress that the employees are facing. Address their reactions to that stress. And find ways to build up the supports that they need to be successful.
If you are reading this e-newsletter, I am probably “preaching to the choir”. Most of you may need to just tweak your wellness programs to ensure that your energy is having the desired impact. From what I can see, benchmarking and then evaluating based on these benchmarks, is still one of our weaker areas in providing a comprehensive wellness program. This doesn’t have to be a complicated process – for the most part all of the information is there, you just need to gather it together.
The following information, statistics and articles are included to help you determine what sources of stress you might need to address with your employees.
Wishing you much success in your wellness programming.
Do you know what your employees are experiencing?
Have you done your initial benchmarks by looking at your benefits usage and health questionnaires?
Do you know what impact that is having on your company?
From there have you developed your plan to fit this information?
Leave us your comments!