Great Lakes Wire

Whether considering implementing an employee wellness program or already having one in place, the following ten best practices provide foundational guidelines for establishing a robust and successful program. These guidelines aim to shape policies, programming, and wellness promotion in the workplace. However, not all practices may fit every company's culture; organizations are encouraged to identify which best practices align with their culture, goals, and wellness vision.

**Strategic Plan in Place**

A Strategic Wellness Plan is a documented commitment to employees' and their families' well-being. A well-thought-out plan demonstrates that regardless of business size or type of wellness programming offered, the company is committed to its most important asset—its people. This plan may include a well-being mission and vision statement along with program goals and objectives that are regularly communicated to employees.

**Leadership Support**

Effective leadership is crucial for a company's success and employee retention. True leadership support includes engagement from all levels of leadership in well-being programming. Leaders act as models or champions for the program, helping achieve buy-in from other organizational levels and cultivating an encouraging work environment.

**Policies Supportive of Well-being**

Company-wide policies should support a culture of well-being across multiple dimensions of wellness. These may include policies such as a tobacco-free workplace, flexible work schedules, paid time for wellness program participation, parental leave policies, and fair wages/benefits.

**Integrated with Other Resources**

A wellness program should be integrated with organization-specific resources and partners such as insurance brokers, Employee Assistance Programs, safety plans, medical and health plans, financial/401k plans, along with community resources/partners.

**Champion Network and Committees**

A Champion Network consists of individuals within an organization who promote the wellness program and inform employees about its benefits. Motivated individuals who regularly communicate information and feedback help keep employees informed, excited, and engaged.

**Comprehensive Programming**

Comprehensive Programming offers multiple engagement opportunities emphasizing flexibility of choice, convenience, and covering various dimensions of wellness. An employee wellness program should cater to individual preferences, interests, goals, and motivations rather than being one-size-fits-all.

**Ongoing Evaluation**

Evaluating an employee wellness program provides data indicating whether it is successful, effective, and well-received by employees. This data helps adjust plans to ensure the wellness program meets its intended goals.

**Barrier-free Programming**

Implementing barrier-free programming makes a wellness program more inclusive to all individuals. By providing safe participation alternatives and accommodations for various abilities and needs, companies can improve workplace culture positively impacting productivity, retention, and motivation.

**Well-being is Celebrated**

Celebrating small wins stimulates dopamine release in the brain according to behavioral scientist B.J. Fogg. Celebrating wellness within an organization involves regularly sharing success stories and highlights. Those who reflect on their wins tend to be more optimistic and less stressed.

**Dependent Participation**

Research from Bravo Health indicates that including spouses and family members in wellness initiatives leads to increased employee participation (twice as high) resulting in meaningful lasting change.

Employers investing time into strong wellness programs can reap the benefits of a healthier workforce. Aligning your wellness program with these ten best practices can lead to better workplace wellness creating a stronger company tomorrow.

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