How brokers are offering wellness programs in the workplace?
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1. Effective communication strategies. Communication strategies range from face-to-face interaction to wide circulation of information. To be effective, the information must be engaging and broadcast year round.
2. Opportunity for employees to engage. For maximum participation, wellness programs must be convenient and easily accessible to all employees. Employees might fail to participate if hindered by rigid work schedules or long wait times.
3. Leadership engaged at all levels. Senior management and direct supervisors need to consider wellness an organizational priority, be willing to encourage employees to take advantage of the program, and most importantly, participate in it themselves.
4. Use of existing resources and relationships. This is especially important to brokers, because of the synergy between health insurance plans and wellness programs. In fact, many insurance plans include wellness benefits, such as personalized health assessments, health trackers, symptom checkers and interactive education tools.
5. Continuous evaluation. At minimum, an employer should solicit feedback from workers to determine what is effective and what should be included in future wellness programs. However, a comprehensive wellness assessment can provide a wealth of information that can be used to build and manage the wellness program.
2. Opportunity for employees to engage. For maximum participation, wellness programs must be convenient and easily accessible to all employees. Employees might fail to participate if hindered by rigid work schedules or long wait times.
3. Leadership engaged at all levels. Senior management and direct supervisors need to consider wellness an organizational priority, be willing to encourage employees to take advantage of the program, and most importantly, participate in it themselves.
4. Use of existing resources and relationships. This is especially important to brokers, because of the synergy between health insurance plans and wellness programs. In fact, many insurance plans include wellness benefits, such as personalized health assessments, health trackers, symptom checkers and interactive education tools.
5. Continuous evaluation. At minimum, an employer should solicit feedback from workers to determine what is effective and what should be included in future wellness programs. However, a comprehensive wellness assessment can provide a wealth of information that can be used to build and manage the wellness program.
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