Workplace Health and Wellness

Establish a Business Company Wellness for Your Workers Today

The advantages to starting a workplace health and wellness program are abounding.

A few corporate health and wellness tips to get workers started on the path to a healthier lifestyle:

1. Look around, and determine if workers lead a healthy lifestyle before launching an Company Wellness . How many workers dash outside at lunchtime for a tobacco break? Would a smoking cessation program help? How often do the junk food-laden vending machines must be replenished? Is anyone exercising or taking advantage of local walking trails as part of their healthy living objectives? The answers to these questions will give employers a clearer idea of the Company Wellness  that’s right for them.

2. Survey workers to evaluate their healthy lifestyle habits. Are they exercising regularly? Eat three square meals a day? Have regular physicals? Really? Then what planet are they on? Because we would love to visit! A corporate wellness program benefits most employers because workers don’t have the time or energy to stay on top of health and wellness problems at work or when they leave the office to go home.

3. Give Company Wellness Programs a tremendous kick-off with a healthy living “fair.” Provide workers no cost flu shots, Blood Pressure (BP) checks, blood lipid screenings, body/fat ratio assessments, smoking cessation programs and no cost mammograms- and contact the local hospital, because there’s plenty more where this came from. Companies keep their workers hopping during the week. Give workers a chance to amp up their healthy lifestyle on the company dime. A corporate health and wellness program is an additional benefit that workers get for working for the company!

4. Incent to live- offer cash money for workers to lose weight, commit to a smoking cessation program and generally enjoy a healthier lifestyle. Encourage humankind’s innate competitive nature by offering prizes for health and wellness employee “winners.” And, bolster a healthier lifestyle by sponsoring workers who want to enter a local 5K for charity race, run a marathon or play a sport.

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Employee Health and Wellness Programs: Special Situations

Sometimes, Employee Health and Wellness Programs can take advantage of “special situations” that occur and which offer an excellent opportunity for staff member education and support, at little or no expense to the employer. Not only do these situations help staff members personally, but also they are an opportunity for the employer to be seen in a positive light. For example:


A company had a number of staff members with cancer, as well as a number of staff members with family members with cancer. Their Human Resources staff had received numerous questions about what to say to a coworker with cancer, as well as hearing about how difficult it was for the caregivers to manage work and home demands. They thought that it would be a great idea to initiate a lunchtime monthly “discussion/support group” to talk about the struggles, frustrations, and fears that people were facing. This activity was included under the umbrella of Employee Health and Wellness Programs that the company offered.


The group was facilitated by a rep from the Employee Assistance Program, but it was not a therapy group, nor was it promoted as such. It was informal and staff members came as they could fit it into their schedules.


Did it solve all their problems? Of course not, but it did give them a place to vent, talk, and get some information and support. It was a powerful statement from the employer saying, “We care about you and we’d like to help you with this,” and the staff members were very grateful. Effective Employee Health and Wellness Programs clearly convey this type of message to their staff members.


Another employer had an staff member who was autistic and often exhibited some odd or unusual behaviors. He had some significant difficulties and had to be out of work for a number of months. As time came for him to return, coworkers became anxious about what to expect.


The employer had someone come in to talk about autism and how best to deal with a person with the disease. It was a general discussion, and there was no discussion of the staff member’s personal information. However, coworkers felt much more prepared to handle his return.


An staff member with epilepsy told her coworkers about her condition in case she had a seizure. The employer then had someone from an epilepsy advocacy group come in and educate staff members about the illness and what to do.


You may believe taking steps like this are not the responsibility of the employer, that it is not your business. But physical and mental illnesses affect just about everyone and are natural elements of Employee Health and Wellness Programs.


Staff Members who are preoccupied and worried about someone having a seizure or catching HIV from a coworker are not focused and productive. When you spend time informing and supporting staff members, you not only have productive staff members, you also have their respect.

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