Yesterday we were in a client’s break room, waiting for a meeting room to open up , and I noticed several flyers on the bulletin board about various wellness offerings. I was surprised by my initial reaction, which was, “Who would sign up for those?”
Why did they strike me as loser offerings? Because they seemed preachy and goody-goody and completely devoid of anything fun. One sounded like the school nurse was going to take you through a lecture on the five food groups. I’m not suggesting that wellness should be a barrel of laughs, but a good program creates energy and involvement. The more employees you can get to participate, the stronger your program will be.
An effective wellness program will do more than just increase productivity because people feel better and have more energy. It also gives co-workers a chance to do something together that’s unrelated to their usual work roles. It equals the playing field, so to speak, in a way that lets junior employees spend some time on an equal footing with those who rank above them in the company hieirarchy. It will also build relationships between people in different departments, which helps smooth the way to better teamwork and increased collaboration.
So how do you create a wellness program with plenty of employee engagement? Here are five tips:
1. Ask the employees what they want. Particularly in a small company, you can solicit input from the group. You can do a survey, if you want, but it might be easier just to ask people about their wellness concerns. Are they looking for ways to find time for exercise? Do they really wish they could quit smoking? Are they trying to eat healthier?
2. Get their help in constructing the program. Give some influential employees ownership of developing the program. If the group wants a yoga class at lunch, let an employee track down a good yoga instructor willing to do a class in the conference room. If they’re interested in a buddy-system diet, let an employee research South Beach vs. The Zone vs. WeightWatchers.
3. Make sure management joins in. The top level people in the company need to suit up and show up. If you give the impression that the boss is too busy for exercise, for example, employees might interpret the fitness program as something meant only for those who aren’t as serious about their work. Besides making it clear that you’re committed to wellness, it adds extra motivation for participation, at least by those employees who want more chances to rub shoulders with the boss.
4. Add an element of competition. Put together a contest with some level of cash prize, or a free day off, or something employees will see as worth their while. Look for a way to compete that doesn’t automatically give an advantage to the fittest among the group. For instance, instead of a contest to see who can bench press the most weight, compete on who can complete three workouts a week for the most weeks.
5. Create a collaborative goal. If your group tends to get a little too competitive, choose a goal they work towards together. Maybe after the employees collectively walk or run 10,000 miles, the company donates $1,000 to a worthy cause. Or let the collaborative goal benefit the employees more directly. After they lose so many pounds as a group, you’ll hire a massage therapist to give chair massages on Friday afternoon.