In the previous chapter, we covered the costs of a Corporate Wellness program. We will now move forward in our series to explore great Corporate Wellness support options and resources that you can implement into your Corporate Wellness solution!
As the old adage states, old habits die hard. Changing people’s behaviors and tendencies is not an easy task. We all have a bad habit or two that we have been trying to shake off. Behavior change is the biggest, yet most important hurdle to overcome with every Corporate Wellness program.
The success of every Corporate Wellness program is determined by behavior change. Promoting healthy lifestyles and behavior changes within your team, however, can be very challenging.
Luckily there are great resources and support options that can help successfully promote healthy behavior change.
Corporate Wellness Companies
When thinking of creative ways to facilitate behavior change and promote healthy lifestyles, there is no better resource than the experts. There are many great outside consultants and companies that specialize in creating and supporting successful Corporate Wellness programs.
A simple behavior change that has been proven to have monumental effects on the overall health and costs of businesses is exercise. As mentioned in our chapter on employee health, a study found that two and half hours of weekly exercise can reduce yearly healthcare costs by $1000-$20001.
Corporate Wellness companies, such as Lyvly, are tried-and-true facilitators of promoting healthier and happier employees through exercise and recreation. Lyvly effectively promotes healthy behavior change through incentivizing employees by providing exclusive access to unbeatable rates to the best fitness and recreation providers in the Los Angeles area. As we covered in the last chapter, the inclusion of incentives in Corporate Wellness solutions are associated with a 20% higher employee participation rate2.
A great resource, available to all businesses, that has been proven to facilitate success in Corporate Wellness solutions is leadership support. Ample leadership support has been revealed to be a key driver that separates good Corporate Wellness programs from the mediocre.
A study analyzed 455 companies to evaluate how varying levels of leadership support affected the health risk improvement and cost reduction of each company. It was found that companies with a high level of leadership support were 4.2 times more likely to report improvements in employee health risk and 2.5 times more likely to report substantial reductions in medical costs3. On the other side of the spectrum, companies with a low level of leadership support were 4 times more likely to report no improvement in employee health risk or medical costs4.
Another study evaluated the key elements that drive successful Corporate Wellness programs. Through analyzing articles, consulting experts, and visiting the work sites of companies with successful programs, it was revealed that the key driving force is leadership support4.
Promoting the overall health of your business is challenging, but you do not need to do it alone. Consulting resources and support options both internal and external can provide proper support that can be invaluable in creating an exceptional Corporate Wellness program.
Determining what support options are best for your business can be done by evaluating your company profile. Support comes in all forms and any combination can work for your business as long as you base it on what makes your business unique.
At this point, we have gone through the basics of starting a Corporate Wellness program. In the next set of chapters, we will explore other considerations and strategies for success in developing your own Corporate Wellness solution. We will begin with a more detailed guide for implementing a Corporate Wellness program with some further considerations and nuances.
- Carlson, S., et al. “Inadequate physical activity and health care expenditures in the United States.” Progress in Cardiovascular Diseases, vol 57, no. 4, 2015, pp.315-323., doi: 10.1016/j.pcad.2014.08.002.
- Mattke, Soeren, Kandice A. Kapinos, John Caloyeras, Erin Audrey Taylor, Benjamin Saul Batorsky, Harry H. Liu, Kristin R. Van Busum, and Sydne Newberry. Incentives for Workplace Wellness Programs: They Increase Employee Participation, but Building a Better Program Is Just as Effective. Santa Monica, CA: RAND Corporation, 2015. https://www.rand.org/pubs/research_briefs/RB9842.html.
- G Aldana, Steven & R Anderson, David & Adams, Troy & Whitmer, Roy & Merrill, Ray & George, Victoria & Noyce, Jerry. (2012). A Review of the Knowledge Base on Healthy Worksite Culture. Journal of occupational and environmental medicine / American College of Occupational and Environmental Medicine. 54. 414-9. 10.1097/JOM.0b013e31824be25f.
- Kent, Karen & Goetzel, Ron & Roemer, Enid & Prasad, Aishwarya & Freundlich, Naomi. (2016). Promoting Healthy Workplaces by Building Cultures of Health and Applying Strategic Communications. Journal of occupational and environmental medicine / American College of Occupational and Environmental Medicine. 58. 114-122. 10.1097/JOM.0000000000000629.