A company wellness program is a valuable employee benefit that can increase productivity, reduce absenteeism, improve mental health, and decrease healthcare costs. And with the cost of employee benefits rising, many employers are looking for proactive ways to improve the overall well-being of their employees. But how do you implement an effective company wellness program? Here are some tips for starting your own success story.

Why should company wellness be a priority?

57% of employees surveyed in a recent BetterUp survey said their well-being directly affects their productivity. When employees don’t prioritize their wellness, their work can suffer. By offering employees wellness programs that support physical, mental, emotional, and financial awareness, you’re providing the tools they need to be their best selves at work and home.

Wellness programs can play a crucial role in improving employee engagement and reducing turnover. When you have happy, healthy employees, they are more enjoyable to be around and make your business more profitable and desirable for new talent!

How do we get started?

Employee wellness used to mean providing comprehensive healthcare benefits, but now it’s so much more. Healthcare is only the tip of this iceberg when it comes to supporting employee well-being. From mental health programs and emotional support groups to financial counseling sessions on how best to manage their money – there are many ways that companies can help make life better for their people.

Perhaps the best piece of advice is to not worry about building an all-inclusive program immediately. Instead, start small and encourage employee engagement as you go. Here are some strategies for getting started with your wellness program.

1) Find out what is needed.

Conduct an anonymous survey of your employees to determine what services they need and how they’d like them to be delivered.

2) Define your goals.

As with any company initiative, a clear vision and set of goals are critical to the program’s success. Determining the program’s objectives will help you determine what resources are needed and who needs to be involved in steering the program.

3) Identify wellness resources.

Once you know which services you need, speak with different vendors to explore solutions to add to your wellness program. There’s no need for picking one vendor and implementing every initiative they offer just because it’s part of a package – focus instead on the resources that will be most valuable to your employees. Likewise, avoid the temptation to choose wellness resources that impact your healthcare plan costs over those that are actually beneficial to your team.

Ultimately, the best employee wellness plans are holistic and have programs that address physical, mental, emotional, and financial health elements. When prioritizing your employees’ wellness, don’t just think about it as a “nice-to-have.” In 2021 and beyond, employee well-being programs will be an essential benefit that can no longer be ignored by employers of any size. If you have questions about incorporating a company wellness program into your employee benefits plan, one of our TEBPros can help. Schedule a call today!