About Wellness Corporate Solutions

Monday, August 18, 2008

Support National Workplace Wellness Week

Earlier this month in Washington, two members of the House of Representatives introduced a bipartisan resolution to designate the first full week of April as "National Workplace Wellness Week."
"Focusing on prevention through workplace wellness programs not only makes employees healthier but also helps to lower healthcare costs and improve the overall competitiveness of our nation's businesses," Rep. Stephanie Herseth Sandlin (D-SD) said in a press release. "I'm pleased to be introducing this resolution that encourages employers to voluntarily participate in worksite wellness programs and am optimistic that our colleagues and the president will be supportive of our efforts to keep our workforce healthy."
Her fellow corporate wellness supporter Rep. Charles Boustany (R-LA) added: "Prevention must be one part of lowering the cost of healthcare in America, and our businesses and industries have a real stake in maintaining their competitiveness with runaway prices. I urge the president to join us in this bi-partisan effort to highlight the good work American companies are doing and to pool our ideas for others to model. This is an important first step towards lowering the cost of healthcare."

It’s great to have support coming from higher-ups on the Hill, and I, for one, am thrilled at the prospect—and potential!—of a National Workplace Wellness Week.

So start writing your local reps to support H. Con. Resolution 405 right now…

2 comments:

Mindy McGrath said...

A National Workplace Wellness Week represents an initial step in what will be a very challenging initiative - engaging individuals to not only pay attention to their health but raising the awareness that employers have to become fully committed to creating cultures of wellness not just programs.

While many employers have taken initial steps to institute wellness programs, they continue to have challenges in inspiring employees to participate initially and engage permanently in the health services they are offering. The reality is that many employers still consider wellness to be a "nice to have" HR benefit as opposed to a true business strategy.

The other reality compounding the challenge of engaging employees is that the concept of wellness is still realatively new and as such employers are realizing that behaviors do not change overnight so a long-term commitment to supporting employees must be present. In fact, the science of readjusting such deeply personal lifestyle changes regarding health are complex and require a whole brained approach in order to rewire the brain to think, act and do differently.

In order to support a whole brained approach, employers must answer 5 key questions for employees: 1) What do you want them to do? 2) Why do you want them to do it? 3) How do you want them to do it? 4) What is in it for them? and 5) How are they doing? Additionally, the adoption of a comprehensive incentive and reward strategy to recognize employees' accomplishments of health-oriented activities will further increase initial and on-going participation

Tiffany said...

This is such a wonderful step in the right direction! Workplace wellness is essential in maintaining a healthy and productive workforce.

As the owner of a leading nationwide on-site workplace wellness firm, our business has grown exponentially over the years. But we have a long way to go.

As more and more is expected of workers, maintaining good health is essential in the workplace. In our firm, we often see that workplace wellness programs are one of the first employee-benefits to go away, especially during harder financial times. However, without a healthy a vibrant workforce, productivity suffers, increasing hardship on the company.

Even the smallest employee-incentives make a big difference. The American Journal of Health Promotions show for every $1 spent on wellness, employers can get up to $10 back through fewer medical claims, reduced absenteeism, improved productivity and other factors.