How can employee wellness programs reduce chronic disease costs?

Want your team to be healthy? Start by talking about it and then taking action. Here's a simple way to do it. 1. Build in breaks. 2. Host walking meetings 3. Provide stress management tools. 4. Hire experts so they can learn healthy habits. The first step is saying: 1. We care. 2. We want you to be healthy 3. This includes physical and mental health. And then think through your food choices: 1. Do you offer healthy snacks? 2. Is there water in the office? 3. Is lunch always pizza? Of course, always get employee input and tailor your programming based on their needs. Ignoring it isn't a strategy.

Building a healthy food environment in the workplace should be a business imperative, but too often is overlooked. Here are 3 easy steps to improve food and make a positive impact: 🥗 Prioritise fresh fruit, vegetables and whole ingredients for snacks and meal options. Aim to source locally, and pay attention to seasonality. 💗 Get to know local suppliers, from coffee to soft drinks, bakery to take-outs. By connecting to local, independent suppliers, even the treat options can often be so much better for you. ♻️ Most office and home products can be recycled in some capacity but recycling snack bags and wrappers can be confusing. Partner with a business like TerraCycle to provide a transparent recycling programme.

> Programs encourage healthy habits like exercise and good nutrition, lowering the risk of conditions like diabetes and heart disease. > Wellness screenings can identify chronic conditions early, allowing for timely intervention and reduced future healthcare costs. > Programs can help employees manage existing conditions, reducing complications and hospitalizations.

I once worked for an organization that had a robust employee wellness program that included educational workshops for physical, mental, and financial health; a bi-annual health and wellness fair; smoking cessation classes; a wellness newsletter; outings; and seated massages! Employees loved it! These activities helped educate employees and encouraged them to be more proactive in their health.

Employee wellness programmes are any formal drive you have to improve the well-being of your team. This could be by using an online tool or resources, incentivising healthy behaviour, providing gym memberships, or healthcare benefits.

Prevention and Health Education: Wellness programs often focus on preventive measures, like providing information about healthy lifestyles and regular screenings. This can help employees make better choices and detect health issues early, reducing the long-term costs associated with chronic diseases.

Na minha companhia nós tivemos um resultado incrível no controle de hipertensão arterial, com o início do programa de saúde e bem estar corporativo em 2018. Nossa estratégia de promover saúde física e mental, tendo o exercício físico como a principal ferramenta de transformação, vem crescendo a cada ano e esse resultado é comprovado pela baixa taxa de sinistralidade e pelo aumento da adesão dos colaboradores em nossas atividades promovidas pelo setor de saúde e bem estar da companhia.

Just as companies routinely maintain their machines for smooth operations, it's equally crucial to care for employees. Implementing an employee wellness program focused on chronic disease management is vital. Chronic conditions like diabetes and hypertension can impact productivity and well-being. By providing resources, support, and regular health screenings, companies help employees manage these conditions, enhancing their quality of life and performance. This investment reduces absenteeism and fosters a healthier, more engaged workforce. Just as machinery needs regular maintenance to prevent breakdowns, investing in employee wellness ensures a resilient, productive human element in the company.

Physical inactivity is a key catalyst for the emergence of chronic diseases. The job demands placed upon a substantial portion of desk workers often foster this sedentary lifestyle. 80% of the population fails to adhere to the recommended exercise guidelines. Desk workers find themselves seated for an average of 79% of their working day, with their occupational environment significantly bolstering this culture of physical inactivity. In light of this, it becomes imperative for companies to champion a culture that actively embraces regular microbreaks and periodic exercise throughout the workday. This proactive approach not only counters the adverse effects of prolonged inactivity but also contributes to the overall wellbeing of employees.

Aqui na PRIO nós iniciamos o nosso programa de saúde e bem estar em 2018 com um programa piloto que deu tantos resultados positivos que em 2019 o programa foi transformado em um setor, que acompanha e administra uma rotina de atividades físicas como: academias , treinos funcionais, yoga meditação, corrida de rua , trilhas entre outras atividades físicas que ajudam os nossos colaboradores a se manterem ativos, reduzindo de forma drástica o sedentarismo na sede e em todas as nossas unidades de operações offshore. Nosso programa conta com atendimento psicológico gratuito e de fácil acesso para todos os colaboradores e seus dependentes, buscando sempre um equilíbrio na saude física , mental e emocional do nosso time.

They work on a preventative basis. So it's all about seeing what you're at risk early, and to curb those habits in order to lower your risk for the disease.

While the above list is a solid start, some of the best things companies' wellness programs can provide is connection to other colleagues who have navigated something similar (whether still ongoing or in the past). Employers cannot disclose this information without permission but many folks who are already navigating chronic illness will often opt into being a resource for others who are newly diagnosed. These added connections internally are helpful reminders to both parties they aren't the only one at the company juggling this health situation. Both are likely using the same insurance and there can be helpful tips shared in terms of doctor recommendation, experiences with medicine, juggling work alongside the disease, etc.

Health Screenings: Regular health assessments and screenings can identify risk factors and early signs of chronic diseases. Catching these issues early allows for more cost-effective interventions.

Creating support groups for those going through similar challenges within the organization and roping in experts from various pertinent fields to also support them can help employees feel supported on their journey while also acquiring knowledge on how to manage their diseases. Another important aspect to consider is that most diseases are manifestations of a disturbed emotional landscape. It can be immensely helpful to provide psychological support to employees to help them work through their challenges.

Talking about wellbeing in the workplace opens up many more conversations and creates the psychological safety for employees to talk about any conditions they made need extra support with.

Some of the best practices are working with everyone to figure out the right plan. Not just going all in on one idea or without learning how your employees work within this organization. Start inward and work your way out.

🙄De nada sirve tener un programa de bienestar lleno de actividades y recursos si no se fomenta una cultura en la que los empleados adopten y mantengan hábitos saludables. De ahí la importancia de diseñar la arquitectura del bienestar corporativo, donde las prácticas saludables (nutrición, movimiento, hidratación, salud mental y emocional) son como los pilares de un edificio. 🏠 Sin embargo, por más funcionales que sean, su existencia sería efímera sin unos cimientos sólidos que las sostengan. 🏡 Esos cimientos son los hábitos saludables a largo plazo.💪🏻 Estos hábitos no solo sirven como base, sino que también aseguran la longevidad y eficacia de todas las prácticas implementadas, para que realmente tengan el impacto deseado.👊🏻

Best practices for employee wellness programs include comprehensive planning, employee engagement, and regular evaluation. Tailor programs to meet the specific needs and interests of the workforce by conducting surveys and health risk assessments. Encourage participation through incentives, challenges, and visible support from leadership. Use a variety of activities and resources to cater to different preferences and fitness levels. Regularly evaluate program effectiveness through metrics like participation rates, health outcomes, and employee feedback. Continuous improvement ensures the program remains relevant and effective in promoting employee health.

I've found that the best programs: 1. Are co-created (not just top-down) 2. Have $$ allocated for execution. 3. Have very clear strategies. 4. Rely on data to design. 5. Aren't just lunches. To make sure they're effective. It must: 1. Be a C-suite priority. 2. Tied to a specific goal 3. Have employee input (all levels) Oh, and don't make it "another job" for someone who has no idea what they're doing. If you're serious about doing it right, hire outside the company, if you don't have the talent internally.

Best practices for employee wellness programs include personalized approaches, regular engagement, and comprehensive support. Tailoring programs to meet employees' specific needs ensures higher participation and effectiveness. Regular engagement through workshops, challenges, and health assessments keeps employees motivated and invested in their health. Comprehensive support, such as mental health resources, fitness classes, and nutritional advice, provides a holistic approach to wellness. Combining these elements in our wellness program led to sustained employee participation and improved health outcomes. The Harvard Business Review states that best-in-class wellness programs can reduce healthcare costs by 6% and absenteeism by 19%.

Challenges and barriers to employee wellness programs include lack of participation, insufficient funding, & inadequate management support. Employees may be reluctant to participate due to time constraints or privacy concerns. More funding is needed to limit the scope & quality of the programs offered. In my experience, addressing these challenges by providing flexible program schedules, ensuring confidentiality, securing adequate funding, & gaining strong management endorsement significantly improved our program's success. According to a report by RAND Corporation, addressing these barriers can increase program effectiveness & participation by 60%.

In reality many wellness "programs" like the ones mentioned in this piece are limited to one-off wellness days (or a single day) during the year. These usually only serve a subset of employees and often lack lasting results. Shifting leadership to consider wellbeing across multiple dimensions (eg physical, emotional, mental, and interpersonal/spiritual wellbeing) and giving employees tools to thrive along all is proven to deliver measurable results to companies and the employees who participate. I have done this for many clients through a cost effective series of workshops that can give employees the tools to feel deeper meaning, purpose, and aliveness in/from their jobs, and connection to their jobs and colleagues.

Wellness programs have not proven to save companies money or improve employee health because they have focused on assessment of health problems and not the strategies to manage them in collaboration with the work environment. If companies want to see health care cost savings AND want their employees to improve their health and mental and emotional well-being, they need for to another step forward and make health and well-being a company core value and address the workplace culture issues that negatively contribute to stress, employee advancement, communication, and workplace silos to help their employees gain trust and collaboration with the company to utilize the wellness and EAP programs they offer.

Challenges and barriers for employee wellness programs include lack of participation, insufficient resources, and varying levels of employee motivation. Overcoming these challenges requires effective communication and promotion of the program's benefits. Addressing diverse needs and preferences within the workforce can be difficult, requiring a flexible and inclusive approach. Budget constraints may limit the scope of available activities and resources. Ensuring consistent and sustained engagement is critical, as initial enthusiasm may wane over time. Addressing these barriers requires strategic planning and ongoing support from management.

Employee wellness programs emphasize preventive healthcare and encourage healthier lifestyles among employees thus cutting down on costs related to chronic diseases. These programs often offer health screenings, nutritional guidance, exercise sessions, and stress-relief workshops. These initiatives help manage risks linked to conditions such as diabetes, heart disease, and obesity. This approach leads to reduced healthcare expenses, fewer missed workdays due to illness, and enhanced productivity for companies. Prioritizing employee wellness not only improves individual health but also delivers significant financial savings for employers over time.

A recent study of the ROI on wellness programs at Harvard notes that employee wellness programs can save companies $3.27 for every $1 spent in health care costs. That's a pretty impressive figure for the bean counters; however, what's more impressive about wellness programs that work (and there are a lot that don't) is more qualitative: employee health and wellness is intricately linked to reduced absenteeism and, perhaps more importantly, presenteeism and increased engagement, and ultimately in a healthier bottom line! Healthy employee, healthy team, healthy work community, healthy business.

When considering the implementation and success of employee wellness programs, it's crucial to integrate continuous evaluation and feedback mechanisms. Regularly assessing the program's impact through surveys and health metrics allows for adjustments and improvements, ensuring the program remains relevant and effective. Additionally, fostering a culture of health within the organization, where wellness is a core value, can enhance program engagement. This involves leadership setting an example and encouraging participation at all levels. Finally, leveraging technology, such as wellness apps and wearable devices, can make it easier for employees to track their progress and stay motivated, further boosting the program's effectiveness.

Consider integrating wellness programs with broader organizational policies and culture to maximize their impact. Align wellness initiatives with company values and goals, and incorporate them into everyday operations. Offer flexible scheduling to allow employees to participate in wellness activities during work hours. Partner with external health and wellness providers to enhance program offerings and expertise. Additionally, ensure that wellness programs are inclusive and accessible to all employees, regardless of their fitness level, location, or work schedule. A holistic approach can lead to a more engaged, healthier workforce and substantial reductions in chronic disease costs.