Employee Wellness Plan Timing

//Employee Wellness Plan Timing

Employee Wellness Plan Timing

As they say: “timing is everything.” Use the guidelines below to guide the timing of Employee Wellness Plan activities and data collection.

Timing: Employee Wellness Plan Start-up

  • Consider the optimal time to start a new Employee Wellness Program. Take
    into account preferences of the target population and other factors that could
    affect enrollment and participation.
  • By way of example, coordinating the start of an adult weight management
    initiative with the start of school in August or September may be a good tie-in
    with a “fresh start.”
  • On the other hand, starting an adult weight management initiative In January
    may not be a great idea because of the constraints that weather may put on
    exercising outdoors.
  • Make use of other timing cycles at your company. Planning a marketing blitz
    just after the PCS turnover has been completed is a good way to let new personnel
    know what Employee Wellness Plan options are available.

Timing: Employee Wellness Plan Participant Support

  • Consider how frequently Employee Wellness Plan sessions should be offered
    to provide the best support and education for members and the best opportunity
    for success.
  • Get feedback from members regarding what session frequencies work best for
    them.
  • Consider the timing for other support mechanisms like email encouragement.
    What timing of those messages will benefit members most: Weekly? Bi-monthly?
    Monthly?

Timing: Employee Wellness Plan Data Collection

  • Collecting data is an excellent way to track participant progress and also
    to establish potential problems within a Employee Wellness Program. So, give
    some thought to the frequency and timing of data collection.
  • Select metrics that can realistically change during the Employee Wellness
    Plan implementation time period. By way of example, BMI and weight may not
    change very much during a 10-week Employee Wellness Program; however, step
    counts are more likely to noticeably change.
  • Some data, such as participant responsiveness to out-of-class assignments
    (like food journals) and other interim data (like step counts) will provide
    important information needed to “adjust fire” as needed and make
    Employee Wellness Plan changes if something is not working.
  • Be flexible regarding data collection frequency. Instead of requiring that
    members complete an exercise log every day, for example, consider asking for
    a “snapshot” summary from two or three days during the week. You
    will still get information to review, but members will have an easier time
    complying with the assignment.

Timing: Employee Wellness Plan Follow-up

  • Because the we are such a mobile population, it’s best to plan some
    sort of post-Employee Wellness Program follow-up data collection within two
    to four months after the Employee Wellness Plan ends.
  • You can always try to collect additional follow-up data at 6 or 12 months
    after Employee Wellness Plan completion. However, if you collect the data
    sooner, you’ll at least have collected some short term Employee Wellness
    Plan impact information before members are lost to follow-up.
2009-04-29T04:04:00+00:00 Employee Wellness|0 Comments

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