Last week, we examined the first two steps to take to establish a corporate wellness program for your company. This week, we’ll discuss how to conduct an internal assessment of any current wellness initiatives.
After you craft your vision and find the underlying purpose of your wellness program, it is crucial to conduct an internal assessment of your company in order to evaluate where it currently stands in regards to current wellness offerings, leadership buy-in, and employee buy-in. This will provide you with a starting point that will help dictate your overall path of action. A solid understanding of your starting point is necessary because wellness programs take time, often 3-4 years for a positive return.
Evaluate Current Wellness Initiatives
Begin your internal assessment by evaluating what current wellness initiatives or incentive programs, if any, are offered by your company and how effective they are at achieving your purpose. Consider if any of these initiatives are already time-proven and ingrained into the culture of your company.
If a current wellness offering or incentive program is already enjoyed by many employees, consider building upon it or improving it instead of upsetting others and removing it. Another key part of your internal assessment is assessing and understanding the health risks present in your company and culture.
Some of these risks may include obesity, long sedentary hours, or high cholesterol levels across many employees. Conducting a health risk assessment is a great way to obtain presentable data that may reveal prevalent, unexpected health risks that may be a result of your workplace culture. Outside resources are also available to help provide Comprehensive Organizational Wellness Assessment (COWA).
Assess Your Work Environment
Moving forward, it is also necessary to assess the work environment and culture and whether they reinforce or hurt a wellness initiative. For example, are pizza and donuts provided in your break room? Or do you provide healthy and nutritious snacks? In order to effectively reduce health risk, the goal is to provide healthy and nutritious foods that employees would take advantage of.
Look at all of your traditional and emergent cultural aspects of your company and how they might drive one to lead a healthy versus unhealthy lifestyle. Finally, one of the most important aspects of the internal assessment is to talk to people! Form focus groups, design a survey, talk to employees at lunch time, and, most importantly, talk to as many people as possible.
Form representative groups of employees and leadership from all areas of your organization and obtain their SPECIFIC, qualitative feedback in regards to your current wellness initiatives and what they want! Listen to these people and obtain valuable data that provides insight into what wellness offerings are most desired in your company.
Armed with leadership and employee buy-in, a solid starting point and vision, and meaningful data, the internal assessment will ensure that you take the best plan of action in regards to your company goals, employee needs and wants, and resources available.
In our next piece, we’ll look at how to create an action plan to implement a wellness program. For more information on implementing a wellness program, give us a call today.