Is it a good fit?
We know the downside if something is a poor fit. It doesn’t work well and can even break.
That’s why companies invest in creating inclusive workplaces that are based on listening, valuing input, and maintaining the flow of communication between all levels of employees. These processes ensure employees experience a positive fit with their organization and feel connected with one another. It’s this fit that promotes respect, engagement and great work.
Wellness programs need to be based on these same principles of fit and inclusion. Yet, how can a company meet the diverse needs of their employees with a solution that is scalable, isn’t administratively overwhelming or cost prohibitive? Here are the 4 questions to ask to ensure you are finding a wellness program that meets the needs of your employees and reflects the culture you have worked hard to develop.
1. What is the definition of wellness?
Just as successful organizations combine diverse individuals and shared goals, wellbeing initiatives need to meet the varied needs and interests of all employees within an organization. Does the program you are looking at focus on holistic wellness or just physical activity? What pillars of wellness does your organization value, and can your new wellness program support them? Can your wellness initiative go beyond work-specific communications and foster the building of a positive and inclusive social network focussed on timely, relevant and actionable wellbeing initiatives
2. How varied are the program offerings?
A company wide event is a fun filled way to quickly engage an entire work population, hence the popularity of a summertime fitness challenge. However, in order to be relevant to all members of your organization and to promote lasting behavioural change, it’s important to think beyond the “quick fix”. Do employees have the choice of participating in not just challenges but also self-directed goals? Are there content offerings and communities based on self-identified concerns and interests? Are employees able to track and measure their own wellness?
3. Does your program have both local and global reach?
New and shifting work environments mean wellness initiatives need to be mobile first to reach all members of your organization. Secondly, can you easily reach segmented portions of your employees based on location, interest and activity to deliver content and programming that is most valuable to them? Can your wellness program function as a centralized hub that both disseminates information and acts as a site for conversation and sharing?
4. Is you wellness program a good fit for your team
A wellness program is not successful if it leaves your team managing it drained and exhausted. Look for a provider who partners with you and is able to take the workload off of your busy HR staff. Is your provider bringing experienced wellness and behavioral change best practices, support and recommendations to every phase of your wellness initiative? Do they provide solutions and new technologies to support your company’s goals?
Look for a wellness program that can meet these criteria and enjoy a solution that is configured to the values of your organization and while meeting the unique needs of each one of your employees.
