Corporate wellness programs can effectively increase employee productivity and company profits if properly marketed to employees. Effective marketing strategies include promoting programs through multiple communication channels like email, websites and word-of-mouth. Research shows companies that foster a sense of community among employees through wellness initiatives have higher participation rates. Model companies excel at gaining participation by integrating wellness into meetings and tailoring programs to employee needs like parenting support. However, achieving results requires addressing barriers like lack of time or awareness, and gaining employee trust that the company prioritizes their well-being.
lumin - employee benefits software from BroadstoneSamSmith516
Discover more about lumin - the online and efficient way to manage employee benefit schemes for small and medium enterprise businesses. Increase engagement and decrease the administration time.
Corporate Responsibility &Employee Volunteer ProgramsJunior A. Chiever
Employee Volunteer Programs (EVP) have become an integral part of many Corporate Responsibility (CR) initiatives. On the surface, it seems only natural to engage employees in a business's efforts to demonstrate its commitment to being a responsible corporate citizen. At the same time, effectively incorporating EVP into CR efforts is hardly an easy task. This dynamic creates an opportunity to further explore the reasons behind CR professionals taking on EVP efforts and gaining a better understanding of the challenges and opportunities presented by such combined undertakings.
Junior Achievement (JA) is one of the world's leading nonprofit economic education organizations. Our programs promote concepts related to financial literacy, work readiness, and entrepreneurship to more than 4.8 million students in grades K-12 each year. JA's programs are delivered by nearly a quarter-of-a-million volunteers, primarily through Employee Volunteer Programs. For this reason, we conducted the research presented in this document to gain a better understanding of how CR professionals use EVP programs.
https://www.juniorachievement.org/web/ja-usa/corporate-responsibility-employee-volunteer-programs
lumin - employee benefits software from BroadstoneSamSmith516
Discover more about lumin - the online and efficient way to manage employee benefit schemes for small and medium enterprise businesses. Increase engagement and decrease the administration time.
Corporate Responsibility &Employee Volunteer ProgramsJunior A. Chiever
Employee Volunteer Programs (EVP) have become an integral part of many Corporate Responsibility (CR) initiatives. On the surface, it seems only natural to engage employees in a business's efforts to demonstrate its commitment to being a responsible corporate citizen. At the same time, effectively incorporating EVP into CR efforts is hardly an easy task. This dynamic creates an opportunity to further explore the reasons behind CR professionals taking on EVP efforts and gaining a better understanding of the challenges and opportunities presented by such combined undertakings.
Junior Achievement (JA) is one of the world's leading nonprofit economic education organizations. Our programs promote concepts related to financial literacy, work readiness, and entrepreneurship to more than 4.8 million students in grades K-12 each year. JA's programs are delivered by nearly a quarter-of-a-million volunteers, primarily through Employee Volunteer Programs. For this reason, we conducted the research presented in this document to gain a better understanding of how CR professionals use EVP programs.
https://www.juniorachievement.org/web/ja-usa/corporate-responsibility-employee-volunteer-programs
Human Resource Management is an accession towards employee staffing which distinguishes peoples as a credit (human capital) whose existing financial worth sounds steady and whose expected appraisal can be appreciated with help of investment. Human Resource Management guides to manage an organization and its employees for the need to them to accord eloquently in the overall productivity of an organization. In the terms of a common man the management of workforce of any organization
is stated as Human Resource Management. The term Employee Engagement often cited as “Worker Engagement” is a theory of business management which implies the extent to which employees think, feel, and act in ways that represent high levels of commitment to their organization. Engaged employees are motivated to contribute 100% of their knowledge, skills, and abilities to help their organization succeed. They care deeply about their company, want to contribute to its success, and regularly have
peak experiences at work (Employee Involvement, 2013).
Reaching non desk-based employees: case studyPoppulo
Download the full case study on the same topic here: http://bit.ly/2WtHWAd
One of the biggest challenges facing many companies is to ensure they have effective communication systems in place to reach and engage employees right across the organization, whether they are desk-based in HQ, at regional locations, or not as digitally connected as some of their colleagues.
Reaching the latter was the challenge Laura Barbour faced when she joined Formica Group Europe as European Employee Engagement Manager in 2015. The task she faced was daunting:
* The company was in financial trouble and morale was on the floor
* The latest employee engagement scores were terrible
* Confidence in the company leadership was very low
* She was the sole internal communicator
* It was very difficult to reach employees as most were shop floor workers who were not digitally connected and weren’t allowed have phones while on duty.
This presentation takes you through the fascinating story of how Laura and her Formica colleagues tackled and overcame these challenges.
---
We know that every organization faces different communication challenges. Call us now if you’d like to discuss yours with one of our IC experts.
Intl. +353 21 242 7277
UK 0800 904 7955
US 781 443 7600
or visit Poppulo.com
How Internal Communications can drive Organizational ChangePoppulo
Download the complete (free) guide on the same topic here: http://bit.ly/2MeXmXX
Change is now business as usual at organizations. And today internal communicators need to move from ‘managing’ change to leading and enabling change.
Presentation takeaways:
- The essential role of internal communication during change management
- The questions to ask when building a strategy
- Understanding the 7 key drivers of change
- How to gain insight and measurement into your campaigns
- The value of sharing results with stakeholders
- Change management is an approach to any project or organizational change that addresses the less visible and often emotional resistance and risks that oppose a change.
We present "How Internal Communications can drive Organizational Change" - a 7 minute must-read deck for every IC professional.
---
We know that every organization faces different communication challenges. Call us now if you’d like to discuss yours with one of our IC experts.
Intl. +353 21 242 7277
UK 0800 904 7955
US 781 443 7600
or visit Poppulo.com
How to help Line Managers be Better CommunicatorsPoppulo
Download our free How to Guide on the same topic here: http://bit.ly/2VNVV3I
Line managers play a crucial role in articulating company communications and providing feedback to senior management. As the workplace changes radically – driven by a range of inter-linking factors such as technological advancements, talent shortages, remote working, and sky-high urban property prices – the role of the line manager in this context is going to become even more critical.
Yet, rightly or wrongly, they are consistently seen as being poor communicators.
This presentation includes some wonderful insight from several IC professionals and covers:
- Capability building
- Capacity building
- Cascade management
- Leadership support
- Process support
- Data to the rescue
---
We know that every organization faces different communication challenges. Call us now if you’d like to discuss yours with one of our IC experts.
Intl. +353 21 242 7277
UK 0800 904 7955
US 781 443 7600
or visit Poppulo.com
10 Steps to Position Communications as a Core HR ObjectivePoppulo
Download our free How to Guide on the same topic here: http://bit.ly/2QRQY6B
All too often, when reviewing critical objectives, employee communications is not one of them from the C-suite’s point of view. This is a serious oversight, and there is an abundance of data, and real-life case studies that support both the value and need for an effective communications strategy.
HR executives, then, must ensure that a well-thought-out employee communications plan is given the importance it deserves. How then to ensure employee communications is not only a core HR objective but that it is embedded in the overall business plan?
We present "10 Steps to Position Communications as a Core HR Objective" - a 5 minute must-read deck for every HR professional.
---
We know that every organization faces different communication challenges. Call us now if you’d like to discuss yours with one of our IC experts.
Intl. +353 21 242 7277
UK 0800 904 7955
US 781 443 7600
or visit Poppulo.com
T. Rowe Price has provided a article for Advisors regarding Financial wellness programs:
an opportunity to differentiate your practice and broaden your reach. Employers are increasingly seeking to offer holistic financial education that benefits both the employees and the company itself.
Corporate Healthcare in India is only about providing an insurance policy but our integrated wellness programs assist corporate to counter employee sickness and subsequent health and financial effects at the nascent stage of the illness. Some of the services that we offer include:
1. Corporate Health Programs that includes stress management, weight management & diseases prevention programs etc.
2. Seminars conducted by eminent doctors/counselors/ consultants
3. Nutrition programs included seminar by nutritionist , naturopaths & dieticians
4. Men’s & Women’s health Seminars
5. Office Ergonomics sessions to help treat employee back & neck related problems
100+ PowerPoint presentation content slides. Does your company experience loss in employee productivity due to illness and poor health? Would you like to know how to solve this problem?
Importance of Employee Engagement Programs - Employee Engagement, Employee Em...Xoxoday
A brief guide explaining the importance of employee engagement in the organisation. This guide will explain, how employee engagement improves the business.
Human Resource Management is an accession towards employee staffing which distinguishes peoples as a credit (human capital) whose existing financial worth sounds steady and whose expected appraisal can be appreciated with help of investment. Human Resource Management guides to manage an organization and its employees for the need to them to accord eloquently in the overall productivity of an organization. In the terms of a common man the management of workforce of any organization
is stated as Human Resource Management. The term Employee Engagement often cited as “Worker Engagement” is a theory of business management which implies the extent to which employees think, feel, and act in ways that represent high levels of commitment to their organization. Engaged employees are motivated to contribute 100% of their knowledge, skills, and abilities to help their organization succeed. They care deeply about their company, want to contribute to its success, and regularly have
peak experiences at work (Employee Involvement, 2013).
Reaching non desk-based employees: case studyPoppulo
Download the full case study on the same topic here: http://bit.ly/2WtHWAd
One of the biggest challenges facing many companies is to ensure they have effective communication systems in place to reach and engage employees right across the organization, whether they are desk-based in HQ, at regional locations, or not as digitally connected as some of their colleagues.
Reaching the latter was the challenge Laura Barbour faced when she joined Formica Group Europe as European Employee Engagement Manager in 2015. The task she faced was daunting:
* The company was in financial trouble and morale was on the floor
* The latest employee engagement scores were terrible
* Confidence in the company leadership was very low
* She was the sole internal communicator
* It was very difficult to reach employees as most were shop floor workers who were not digitally connected and weren’t allowed have phones while on duty.
This presentation takes you through the fascinating story of how Laura and her Formica colleagues tackled and overcame these challenges.
---
We know that every organization faces different communication challenges. Call us now if you’d like to discuss yours with one of our IC experts.
Intl. +353 21 242 7277
UK 0800 904 7955
US 781 443 7600
or visit Poppulo.com
How Internal Communications can drive Organizational ChangePoppulo
Download the complete (free) guide on the same topic here: http://bit.ly/2MeXmXX
Change is now business as usual at organizations. And today internal communicators need to move from ‘managing’ change to leading and enabling change.
Presentation takeaways:
- The essential role of internal communication during change management
- The questions to ask when building a strategy
- Understanding the 7 key drivers of change
- How to gain insight and measurement into your campaigns
- The value of sharing results with stakeholders
- Change management is an approach to any project or organizational change that addresses the less visible and often emotional resistance and risks that oppose a change.
We present "How Internal Communications can drive Organizational Change" - a 7 minute must-read deck for every IC professional.
---
We know that every organization faces different communication challenges. Call us now if you’d like to discuss yours with one of our IC experts.
Intl. +353 21 242 7277
UK 0800 904 7955
US 781 443 7600
or visit Poppulo.com
How to help Line Managers be Better CommunicatorsPoppulo
Download our free How to Guide on the same topic here: http://bit.ly/2VNVV3I
Line managers play a crucial role in articulating company communications and providing feedback to senior management. As the workplace changes radically – driven by a range of inter-linking factors such as technological advancements, talent shortages, remote working, and sky-high urban property prices – the role of the line manager in this context is going to become even more critical.
Yet, rightly or wrongly, they are consistently seen as being poor communicators.
This presentation includes some wonderful insight from several IC professionals and covers:
- Capability building
- Capacity building
- Cascade management
- Leadership support
- Process support
- Data to the rescue
---
We know that every organization faces different communication challenges. Call us now if you’d like to discuss yours with one of our IC experts.
Intl. +353 21 242 7277
UK 0800 904 7955
US 781 443 7600
or visit Poppulo.com
10 Steps to Position Communications as a Core HR ObjectivePoppulo
Download our free How to Guide on the same topic here: http://bit.ly/2QRQY6B
All too often, when reviewing critical objectives, employee communications is not one of them from the C-suite’s point of view. This is a serious oversight, and there is an abundance of data, and real-life case studies that support both the value and need for an effective communications strategy.
HR executives, then, must ensure that a well-thought-out employee communications plan is given the importance it deserves. How then to ensure employee communications is not only a core HR objective but that it is embedded in the overall business plan?
We present "10 Steps to Position Communications as a Core HR Objective" - a 5 minute must-read deck for every HR professional.
---
We know that every organization faces different communication challenges. Call us now if you’d like to discuss yours with one of our IC experts.
Intl. +353 21 242 7277
UK 0800 904 7955
US 781 443 7600
or visit Poppulo.com
T. Rowe Price has provided a article for Advisors regarding Financial wellness programs:
an opportunity to differentiate your practice and broaden your reach. Employers are increasingly seeking to offer holistic financial education that benefits both the employees and the company itself.
Corporate Healthcare in India is only about providing an insurance policy but our integrated wellness programs assist corporate to counter employee sickness and subsequent health and financial effects at the nascent stage of the illness. Some of the services that we offer include:
1. Corporate Health Programs that includes stress management, weight management & diseases prevention programs etc.
2. Seminars conducted by eminent doctors/counselors/ consultants
3. Nutrition programs included seminar by nutritionist , naturopaths & dieticians
4. Men’s & Women’s health Seminars
5. Office Ergonomics sessions to help treat employee back & neck related problems
100+ PowerPoint presentation content slides. Does your company experience loss in employee productivity due to illness and poor health? Would you like to know how to solve this problem?
Importance of Employee Engagement Programs - Employee Engagement, Employee Em...Xoxoday
A brief guide explaining the importance of employee engagement in the organisation. This guide will explain, how employee engagement improves the business.
Employers responsibility for employees mental health – by Charles LindenThe Linden Method
Let’s look at how employers can encourage good mental health practices within their daily operations to better support staff, and retain their best people even under challenging and stressful job circumstances.
Summary of 9 workplace wellness trends to watch in 2019 - as financial wellbeing experts, Wellthy is pleased to see access to financial wellness programs is one of them!
Breaking Down Benefits: How to Leverage Data to Better Your Employees' Health...Aggregage
We need to shift away from the focus on purchasing healthcare and instead, focus on how we can create health for our employees. By incorporating dashboards in our benefits selection process, we can watch for trends in benefits and leverage that data to lower costs, retain employees, and attract new talent. Join Darrell Moon, CEO of Orriant, to learn if your benefits selection is meeting your employees' needs.
Creating Health and Well-Being in OrganizationsO.C. Tanner
It is an organization's responsibility to improve the health and well-being of their employees. Businesses should add value to society through the lives of their customers, employees and the community. This SlideShare has four easy steps to help you focus on the well-being of your organization.
2. Corporate Wellness
One of the most effective ways of increasing productivity in the workplace is by giving
employees time away from their desks. Really? Research has shown that companies that
have Wellness Programs and initiatives that interest their employees also have more
productive employees (Mirabito & Berry, 2015). More productivity in the workplace leads
to an overall increase in the bottom line of a company as well. The real question is, is there
an effective way to market these initiatives and programs to get employees interested and
involved, thereby leading to this increase in productivity?
Workplace Wellness Programming
Did you know that 92% of employers with 200 or more employees offered wellness programs
in 2009? (Mujtaba, et. al, 2013). But what is workplace wellness programming? As defined
by Mirabito and Berry, it is “an organized employer-sponsored program designed to engage
and support employees – and sometimes their families – in adopting and sustaining behaviors
that reduce health risks, improve quality of life, enhance personal effectiveness, and benefit
the organization’s bottom line,” (2015).
These employer-sponsored programs can range from financial wellness seminars to on-site
gym facilities and counseling (AhealthyU, 2015). There are even initiatives in some
companies that offer lactation rooms for new mothers to help them feel more at ease being
back at work after their maternity leave.
The emotional wellness that a lactation room fosters is an integral part of what can
increase or decrease an employee’s productivity. The room as described in Mirabito and
Berry’s article allowed these 225 women who frequented the room to write positive notes
on the whiteboards to create a sense of community and wellbeing among the new mothers
(2015). Programs such as these may be few and far between, but they can make a huge
difference.
3. Other examples of workplace programming include lunchtime workout classes. I had the
personal experience of being able to utilize group circuit training classes over the summer
at my internship at CXtec, a cable and infrastructure company.
The most frequent way that the company marketed its programs was on the front page of
the internal company website. There was a center section on the homepage with all the
“happenings” coming up such as discounts at eateries, the monthly company wide picnics
[in the summer months], and their wellness programs. They also kept a listserv of all
employees that were previously enrolled in an exercise program and would send out
emails to encourage the participants to sign up for the next program.
For the five weeks I was in the circuit-training program I, along with my colleagues, would
receive reminders via Outlook of our workouts (for less than $60 for a 6-week, once a week
class). The ability to automatically add the program to our calendars helped all of us to stay
motivated and keep up with the program. It also helped that the program helped to foster a
sense of community since we were all there for similar reasons and were like-minded.
What Are the Benefits to WWP?
Although having a sense of community is a great benefit to wellness programs that are well
participated, there are individual benefits to the programming as well. Some of the most
common benefits of participating in all types of wellness programming include lower
yearly medical costs, happier employees, and of course healthier employees (Mirabito &
Berry, 2015; Marketing, 2015).
While the benefits to the employee tie into the benefits for the company itself, there are
benefits specific to the company as well. Some benefits of providing, and paying for these
programs include: higher employee retention, higher revenue per employee and fewer
disability claims (Marketing, 2015).
Although all of these benefits are welcome, by employees and employers, achieving these
results first requires participation.
4. Why Won’t They Participate?
As explained in ‘Why won’t they participate,’ there are a plethora of reasons for lack of
participation in wellness programs. Some of which include a general lack of time, or as
simple as lack of awareness of the programming itself. The lack of awareness is a driving
factor in why internal marketing needs to be done the right way. Therefore unless
employees are aware of the programs offered and their benefits, they cannot participate
(Toker, et. al, 2015).
What if they are aware of the programs? What then? The most common reasons cited in the
aforementioned article surround an employee’s sense of self and perception of upper level
management. If there is not the belief that management has the employee’s best interest at
heart, employees will only find motivation in their existing desires (Launching, 2015).
Internal Marketing of Wellness Programs
If employees are willing or unwilling to participate in wellness programming, how do you
market the services and initiatives to them?
Similar to other marketing efforts, marketing for corporate wellness programs requires
knowledge of your ‘customers.’ The marketing coordinator should be aware of the specific
needs of the employees at the institution. Are there a significant amount of new mothers?
Are there a lot of health-conscious employees? Are there a large number of employees with
chronic health issues? It is important to know what, when, and where the services can be
provided to the employees. It is not an easy task.
A few common methods of internal marketing within an organization include sending out
newsletters, posting on bulletin boards, making announcements in meetings, posting on the
company calendar, but most importantly, WOM. Word of mouth is the most powerful way
to get someone to trust and even gain interest in a product, service, or program (Mirabito &
Berry, 2015).
5. Here on American’s Campus AhealthyU is the wellness initiative. Part of their marketing
efforts include a monthly Wellness Council that meets to better represent the community
as well as gets the right info to be appropriate sources of WOM (Tasman, 2015).
The wellness initiative has several programs including monthly massages for Faculty and
Staff and their popular Pedometer Challenge in the summer months—there was a
participation of over 300 faculty and staff in 2015 (AhealthyU, 2015). The way that the
AhealthyU gets the word out about their programs includes Shuttle Bus ads, Today@AU, an
email listserv of 1500 faculty and staff, as well as on the Four Winds digital ad system
(Tasman, 2015) – Today@AU is a daily newsletter at AU.
Companies that Excel
Some of the model companies that have proven that getting active participation in wellness
programs is possible include: EMC, Kimpton Hotels and Restaurants, and Twitter.
Each of these companies has a different approach to their wellness programs and
initiatives. This difference is important to be aware of, because every company has a
different culture, and no wellness programs should be standardized as a “one fits all.”
EMC
EMC is a cloud computing company with over 70,000 employees, headquartered in
Hopkinton, MA (Thorpe, 2015). This company’s wellness initiatives are mostly focused on
women and families. They provide subsidized childcare on-site for their employees as well
the ability to lower their healthcare costs by signing up to a gym, or even just getting a flu
shot (Thorpe, 2015). These initiatives show employees that management is aware and not
impartial to their needs and wants as employees, and therefore increases their loyalty to
the company and increases productivity.
Kimpton Hotels and Restaurants
As a hospitality company, Kimpton has the advantage of having experience in marketing to
customers. Using this knowledge and management’s desire to integrate wellness into the
company they have been successful in their internal efforts to gain participation. The most
6. surprising, and highly interactive way of introducing their initiatives to employees is by
having a component of wellness integrated into their company meetings (Thorpe, 2015).
This means that at their company meetings there is a scheduled out time for a workout that
you don’t have to plan, or take time away from work for. How else do they show employees
that they care and gain their trust for continuing participation? The company also provides
funeral assistance and short-term counseling to help employees through times of
emotional distress (Thorpe, 2015).
Twitter
Twitter, Inc. headquartered in San Francisco, is ahead of the wellness game when it comes
to its female employees. The company has five-month paid maternity leave for its new
mothers as well as 10-weeks paternity leave (Thorpe, 2015). This might not seem like a
marketable program, but it does lead to higher employee retention, trust, loyalty, and even
can lead to WOM and the possibility of attracting new talent because of these wellness
initiatives. Another initiative that improves productivity among employees is their ‘two
global days of service’ per year (Thorpe, 2015). This helps employees with their emotional
well-being and their sense of self and commitment to the company because of the
community relations it encourages.
Observations
After reading different literature on the topic, I believe that wellness programs can be
marketed effectively. The issue becomes, what is the capital threshold on marketing and
programming? As with many other business ventures, it can take time to gain a loyal
following. In order to shorten the time between emergence of programming and the actual
‘profitable’ participation, marketing efforts must start before programming itself starts. In
the Toker article the study conducted involved issuing HRA forms to the participants
whose behavior was observed. These forms could be implemented before programs are
implemented to get employees thinking about wellness initiatives (Toker, et. al, 2015).
Another possible way to increase awareness and market these programs would be to
create interesting 4X4 cards that grab an employee’s attention and provide a link to an
7. interest survey for proposed programming prior to launch. This could help gauge general
interest in the types of programs that employees are most interested in.
Once interest is gauged, there could be representatives for each different program. While
this may seem as an exhaustion of resources, there are often people willing to be the WOM
representative for programming that they themselves are passionate about. The passion
and willingness to talk to other colleagues or subordinates could have the potential of
increasing the level of trust and serve as a call to action to participate in future programs.
The sense of community that having these representatives could create would also
promote and strengthen employee relationships which will also add to employee
happiness through involvement, and could even lead to future collaboration on work
matters.
I believe that in the future as more companies make the shift towards being more involved
with employees, and less involved with the bottom line, marketing for wellness can be a
more effective process. It is improving through the WOM methods, and the community
building methods, but still could be much further improved.
8. Works Cited
AhealthyU, AU's Faculty & Staff Wellness Program. (2015). Retrieved November 5, 2015,
from http://www.american.edu/hr/AhealthyU/ahealthyu.cfm
Launching and Sustaining a Workplace Wellness Program. (2015). Retrieved November 4,
2015, from http://www.healthyalberta.com/653.htm
Marketing Workplace Wellness to Employees (2015). Retrieved November 4, 2015, from
http://www.healthyalberta.com/1543.htm
Mirabito, A., & Berry, L. (2015). You Say You Want a Revolution? Drawing on Social
Movement Theory to Motivate Transformative Change. Journal of Service Research,
336-350.
Mujtaba, Bahaudin G., and Frank J. Cavico. (2013) "Corporate Wellness Program
Implementation Challenges in the Modern American Workplace." International
Journal of Health Policy and Management Int J Health Policy Manag, 193-99.
Tasman, L. (2015, November 22). AhealthyU Wellness Program [E-mail interview].
Thorpe, A. (2015, October 27). The 44 Healthiest Companies in America. Retrieved
November 8, 2015, from http://greatist.com/health/healthiest-companies
Toker, S., Heaney, C. A. & Ein-Gar, D. (2015) Why won’t they participate? Barriers to
participation in worksite health promotion programmes. European Journal of Work
and Organizational Psychology, 24:6, 866-881.