How it works

Traditionally, the decision of what wellness programs to offer employees comes from behind the closed doors of the HR function, often sitting with a benefits manager. However, wellness efforts can become more integrated into the overall employee experience, especially when employees and other departments become involved. Building a culture of well-being where healthy habits are encouraged, supported, and integrated into the daily fabric of work cannot be accomplished effectively in a vacuum. By fostering employee ownership and celebrating successes, wellness programs can transform from simple perks into enduring investments that result in numerous benefits, including:

• Improved ROI due to increased participation and engagement: This can increase individual and organizational well-being, translating to measurable benefits like reduced healthcare costs and increased productivity.
• Boosted employee morale and engagement: Employees are made to feel more valued and supported, improving morale, satisfaction, and engagement, leading to a more positive work environment.
• Stronger company culture: The focus on well-being fosters a culture of care, collaboration, and innovation, benefiting the entire organization.
• More sustainable programs: Employee involvement helps ensure that programs are aligned with their changing needs and preferences, promoting long-term effectiveness and sustainability.
• Data-driven decision-making: Employee feedback provides valuable insights for program improvement and resource allocation, leading to data-driven decision-making.
• Continuous innovation and adaptation: Collaborative, cross-functional program development fosters a culture of continuous improvement and adaptation, ensuring programs remain relevant and impactful with changing conditions.
  
  

Including outside departments can also broaden the impact and culture of wellness. By connecting wellness programs to other functions, they move from an HR benefit to an integral part of the company culture. The departments involved may differ depending on the size and structure of the organization. Some other functions to connect with include those focused on occupational health and safety, diversity, learning and development, and talent acquisition.