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How? Incorporating a wellness program in your organization isn’t as simple as starting a company softball league. True, taking part in the games is a form of exercise, and exercise is healthy, but does it meet employees where they are with an activity that meets their particular wellness needs? Better to ask employees what would be useful to them personally. Are they facing specific health issues? Is stress a major factor in their lives? Is someone struggling with anxiety or depression? Are there health goals they’re looking to achieve, i.e. weight loss, proper diet, smoking cessation?
Coalesce the various responses and map a way forward with one or two of the most sought after activities. If you have the budget and manpower, incorporate as many of the wellness activities you can.
Consider the needs and benefits of elements as diverse as health education, fitness classes, team sports, stress management programs, and social activities. Programs can include online, offsite, and onsite classes and activities.
An organization doesn’t need to reinvent the wellness wheel, so to speak. There’s a wealth of information available about implementation ideas, and what resonates with employees in various situations.
The important thing to do is to consider the value to both your organization and your employees. Improving employee health physically, mentally, and socially benefits everyone. When an employee, whether prospective or currently in place, feels valued as more than a means to an end, as an individual with needs as well as skills, that employee is more likely to take or keep a position. An employee that feels valued will produce more and better product and interact more effectively and positively within an organization.
Considering the well-being of your employees is a most definite win-win.
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