Category: Corporate Wellness

Finding the right wellness vendor is crucial to implementing a successful wellness program, but a vendor can only do so much.  Successful wellness programs require building a culture of health and wellness, which means more than just finding the right vendor or partner – there are “other things” that employers must do.

This is the fourth post in a series that addresses the “other things” that are crucial to fostering a culture of health and wellness.

Part 4: Timing

mark-your-calendarsTwo of most common questions we hear from employers are: when should we start our wellness program and how long should it be?  We’ll address these two questions in the forth installment of the “other things” an employer should do to create a culture of health and wellness.

When is the best time to start a wellness program?

Now!

Now may not be convenient, but it is the right time to start developing your company’s culture of health and wellness.  We know you’re really busy and that your company is juggling a number of priorities, but wellness should be a priority as well.

Going beyond the wellness vendor or embracing the three C’s can be time consuming and challenging.  Wellness takes work, but the results are more productive, happier, and healthier employees, to name just a few of the benefits.

It’s open enrollment period, we can’t implement anything new during open enrollment!  We’ve heard this frequently from companies and we get it – we hear your concerns.  We know that open enrollment is chaotic, but we also know that most good things require work and come with challenges.  There will never be a perfect time to start your wellness program; there will always be other priorities.  Wellness needs to be one of those priorities.  If your company isn’t making wellness a priority, than your company is not making your employees a priority.

How long should a wellness program be?

Specific wellness programs may have a start date and an end date, but wellness does not.  Wellness should be part of the company culture.  Like other aspects of culture, wellness should be a constant.  Wellness activities may be seasonal and challenges can be monthly, but wellness promotion must be year-round.  As warmer weather approaches, a summer wellness challenge is a great way to jumpstart your wellness participation, but make sure that you supplement summer activities with other wellness initiatives throughout the year.  In many cities in the northeast, winter is when employees need the biggest wellness push!

A vendor can help you with the details of getting a program off the ground, but an employer must make the decision to prioritize wellness.  Prioritizing wellness means wellness happens now and it continues throughout the year.  No more excuses, your employees deserve better!