Take the time to plan Employee Wellness Programs before they are implemented.
Strategic planning enables better use of all your resources. Include all the
steps below when you plan a Wellness activity.
- Do your homework – Locate the science and research that support your interventions.
Look for similar Employee Wellness Programs that already exist.
- Determine the specific health need(s) – Use these needs to target interventions
to problems that are an issue for your population.
- Organize a team – A team is a resource multiplier. Network and build as
many partnerships as you can.
- Make a plan, but don’t start completely from scratch. Create a written
plan for your Employee Wellness Program. Look for every opportunity to take
advantage of resources that already exist. Don’t reinvent the wheel.
- Select a focus – Choose one or two main target areas for Employee Wellness
Programs. Address all five stages of change in the target areas rather than
trying to hit every possible Wellness topic.
- Determine your resources – What assets do you have? What assets will you
need? How can you fill the gaps?
- Get Senior Management support – Think like Senior Management. Communicate
the value of Wellness from Senior Management’s perspective.
- Start the activity- Be flexible. Be prepared for unexpected challenges.
- Market the activity – Keep your Employee Wellness Plan visible for Senior
Management, line and medical personnel, Employee Wellness Plan members, and
potential partners and volunteers.
- Collect and analyze outcomes – Outcomes indicate Employee Wellness Plan
impact. Start with just a few outcomes – you don’t have to collect
everything. Remember that it’s never too late to start measuring Employee
Wellness Plan impact.
- Evaluate, improve and re-evaluate – Use participant feedback and Employee
Wellness Plan outcomes to determine Employee Wellness Plan impact. Establish
areas in need of improvement. Use outcomes to determine if expended resources
were worth the results.