4 Elements of Successful Corporate Wellness Plans

It’s one thing to introduce a wellness plan at your organization—but a wellness plan that actually works, that’s an entirely different story.

If the intention behind your wellness plan is to follow a corporate trend, it’s bound to be poorly-researched and ineffective in doing what it’s supposed to: reduce turnover, boost productivity and most importantly, improve employee retention rate.

If you’re struggling to choose an employee wellness program for your particular industry and organization, consider the following before making your final decision.

Health Assessment

How do you choose between a tobacco awareness session and a weight-loss competition? Do you opt for an on-site gym or stick to stress-reduction activities?

Wellness plans are attractive because they address the root cause of low employee morale and productivity. In order to select the right one, however, you must evaluate your employees’ overall health and introduce a program that’s actually relevant and effective.

Rely on bio metric screenings, surveys and personal health assessments to identify health patterns across the organization.

On-site Programs

What’s the point of introducing a wellness program that no one attends?

By offering the program on-site, you can ensure this doesn’t happen.

Take some time out from the hustle and bustle of meetings and combine educational seminars with activities, such as a healthy cafeteria menu with physical exercises. This way, you’re not just raising health awareness, but proposing actionable solutions to go with it.

Online Challenges

Out of the 80% of the US population with access to the Internet, only 40% goes online looking for health information.

Sometimes, all it takes to promote employee engagement is a little bit of healthy competition. And if your employees are mostly young, online challenges are an excellent strategy to get their attention.

The best part? With the help of social media technology and platforms, you’ll choose an affordable wellness plan that relies on cost-free networking.

Legal Restrictions

No matter which wellness plan you ultimately choose, you must ensure that it doesn’t violate any laws. This means staying up to date with the rules and regulations of the EEOC and constantly revising your plans to abide by the law.

With changes to tax laws and healthcare plans, it’s important to be vigilant about legal restrictions and compliance, whether it’s ADA, GINA or HIPAA.

Still uncertain about choosing the right employee benefits programs?

Get in touch with JS Benefits Group, a notable consultancy in Pennsylvania that offers customized benefit plans for businesses, big and small.