Overview: Today, there are digital apps that can track sleep, how many steps someone takes, and how happy people are, but are people really changing their behaviours and has the status and the health profile changed?
In terms of some of the disease states of Canadians, 60 per cent are overweight and 53 per cent are physically inactive. Interestingly, the impact of obesity on work limitations is like adding 20 years to a worker's age. And looking at the health risk profile of organizations - from healthy to low risk, at risk, high risk, and then early symptoms and active disease, 20 per cent of employees - those with early-detected symptoms and active disease - generate 80 per cent of the costs.
That means 80 per cent of the employee base is only costing 20 per cent of the cost. However, 75 per cent of these disease states are preventable and this is where a preventative, proactive approach to wellness is where things are going!
Historically, there was a broadstroke approach to workplace wellness the "one-size fits all mentality". Today we know one size fits nobody and a wellness program needs to fit the needs and interests of an organization. First, a wellness program needs to focus on strategy and integration of a healthy culture in the workplace.
Developing a wellness strategy requires an intimate understanding of the main health concerns and costs for an organization. This may be identified through tools like a Health Risk Assessment or a benefits deep dive whereby actual, raw data is analyzed. Paired with interest, this is "a perfect storm" for an effective program. Since one way doesn't work for everybody, layering on awareness, outreach and fun initiatives in different ways will attract more people into a wellness program.
A second element is garnering leadership support. Yes, C-suite support is important, but middle management is even more important. Sometimes this layer of management is the most difficult to engage due to work demands and team dynamics. Building a wellness champion network or a wellness committee can be another layer of support when integrating the wellness strategy.
A third component in achieving a healthy culture and a healthy workplace is sustainability. The objective of a wellness program is adoption of healthy behaviours that are lifelong and lasting. Any lifestyle behaviour can be changed with the appropriate information paired with timing of motivation to change.
You can only lead the horse to the water, you can't force it to drink! There are several health promotion tactics used to help this process with a successful implementation of a wellness program. While we have to keep the healthy healthy, we can start to motivate people through the process of changing behaviour, with an integrated wellness strategy. We are then able to see more and more people change behaviour and ultimately make better choices. This directly affects bottom line health costs.
Most employers believe the health of their organizations makes sense when it comes to their employees' health. Healthy returns are also possible with the right strategy, with patience and with time. Workplace wellness works and changes the corporate culture. Just get started!
Why should you Attend: Higher health costs, sick days, and work leaves can cripple an organization's bottom line. Why not mitigate these risks by providing a workplace wellness program? Learn best practices and identify optimal strategies for motivating a healthy culture though a more engaged workforce.
Hear from an International Workplace Wellness Speaker and Canada's leading Corporate Wellness Specialist, Meaghan Jansen. Meaghan has 15 years of experience in the workplace wellness industry and through this experience, she will share insights around building a wellness program. Wellness works!
Areas Covered in the Session:
How to build a workplace wellness strategy
How to garner leadership support
Identify best ways to implement a wellness program
Optimize communication strategies to ensure participation
- Human Resources
- Wellness Champions within a Workplace
- Person Responsible for Coordinating internal Wellness Program
- Executive Leaders
- Employee Benefits Consultants/Brokers
• Human Resources
• Wellness Champions within a Workplace
• Person Responsible for Coordinating internal Wellness Program
• Executive Leaders
• Employee Benefits Consultants/Brokers