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Bottom Line Up Front Employee Wellness Programs

//Bottom Line Up Front Employee Wellness Programs

Bottom Line Up Front Employee Wellness Programs

Keeping the bottom line up front Bottom Line Up Front in Employee Wellness
Plan will help you get and sustain Senior Management support. A Bottom Line
Up Front approach will also help you more realistically measure the impact of
your Employee Wellness Program.

The bottom line in Employee Wellness Programs answer two key questions:

  • How will participant health be improved?
  • What’s in it for Senior Management?

The ultimate bottom line: all roads should lead to readiness.

  • Always be ready to communicate to leadership the ways that your Employee
    Wellness Plan impacts readiness.
  • Think like Senior Management: what Employee Wellness Plan outcomes will
    be important from a Senior Management point of view?
  • Develop line-centered language that communicates those outcomes.
  • Ask members how they think a particular Employee Wellness Plan enhances
    force readiness. This input is a valuable source of information.

Use the following steps as a Bottom Line Up Front approach to Employee
Wellness Programs.

Step 1: Think about the end of the Employee Wellness Plan first and
plan backwards.

  • It has been said, “If you don’t know where you’re going,
    any road will get you there.”
  • Before planning or starting any part of the Employee Wellness Program, be
    able to answer the questions: how will participant health be improved? What’s
    in it for Senior Management?

Step 2: Establish concrete Employee Wellness Plan outcomes.

  • Establish up front what the Employee Wellness Plan is working towards.
  • By way of example: will members lose weight? Walk more steps? Decrease injuries?
    Move to another stage of change?
  • Establish any processes or procedures that will be improved.
  • By way of example: which pharmacy operations will become more efficient?
    How will record-keeping be streamlined?

Step 3: Determine what will be measured to show that Employee Wellness
Plan goals were met.

  • Consider what data is really needed to show Employee Wellness Plan effectiveness.
    Avoid the temptation to collect every possible piece of data. Choose a handful
    of important data points and stick to those.
  • Think backwards when determining what data to collect – consider
    how easily follow-up data can be collected when a Employee Wellness Plan ends.
    Getting follow-up data is often a challenge.
  • Only collect data for health behaviors or indicators that the Employee
    Wellness Plan actually affected.
  • By way of example: if the main Employee Wellness Plan goal is that members
    will walk more steps, then it may be better NOT to choose changes in cholesterol
    level as a Employee Wellness Plan outcome (unless the Employee Wellness Plan
    specifically addresses cholesterol).
  • Avoid measuring outcomes that the Employee Wellness Plan cannot (or did
    not) affect.

Step 4: Determine what Employee Wellness Plan elements must be included
to move members towards the Employee Wellness Plan goals.

  • The concrete Employee Wellness Plan outcomes identified in Step 2 are the
    compass for keeping the Employee Wellness Plan on track. All Employee Wellness
    Plan elements should lead towards that ultimate goal.
  • Working backwards when planning and starting Employee Wellness Programs
    is really forward thinking. Keeping the bottom line up front is a smart approach
    to Employee Wellness Programs.
2009-04-25T03:44:16+00:00 Employee Wellness|0 Comments

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