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ENTERPRISE ENGAGEMENT

Engagement’s Emerging Role In

CORPORATE WELLNESS

By Amy Kramer & Paula Godar

A shift is taking place in workplace wellness related to the concept
of Enterprise Engagement, linking wellness strategies to an
organization’s culture, retention, productivity, performance and
even customer and employee satisfaction.

ellness goes beyond the obvious benefits of lowering and partcipatng in the actvites aimed at health promoton
healthcare claims, cutting lost time due to illness, or and preventon. Efectve wellness program tactcs incorporate
Wworse. Wellness strategies provide organizations a atenton, goal commitment, feedback and reward mechanics as
unique opportunity to help promote better health practices, a means of gaining and maintaining engagement to take people
prevent disease and better the lives of their employees – and through the progression of change. Programs must also be fair
that’s good for everyone. and fun to create the mindset that living healthier is a positve
The new approach to wellness is holistic: it considers the experience and not a burden.
whole person – both their mental and physical well-being. It places THE SHIFT IN EMPHASIS
emphasis and responsibility on individuals to take ownership of In the past, most organizatons implemented wellness strategies
their health. Wellness becomes tied into your organization’s value to manage costs related to healthcare claims, productvity
systems and can influence outcomes at your organization and and absenteeism – and there’s ample research to support that
improve the quality of life for your people. Wellness programs investment. Today, however, a shif is taking place in workplace
provide a so-called “virtuous circle” because they’re good for wellness related to the concept of Enterprise Engagement – i.e., the
people and for business. linking of wellness strategies to an organizaton’s culture, retenton,
According to a 2010 study by Harvard Business School professors
Katherine Baicker, David Cutler and Zurui Song enttled Workplace productvity, performance and even customer and employee
satsfacton. These elements can lead to long-term growth within an
Wellness Programs Can Generate Savings, properly designed organizaton, and as a result not only create healthier employees,
wellness programs can yield healthcare cost savings of $3.27 for lower healthcare claims and decrease in absenteeism, but also
every dollar invested, as well as $2.37 in reduced absenteeism costs. increased productvity and a sense of purpose.
The study also noted that in 2006 only 19% of companies with 500 Wellness programs are also a unique way to increase levels
or more workers ofered wellness programs, while a 2008 survey of of “task value” that research has demonstrated is important to
large manufacturing companies revealed 77% ofered some kind of long-term engagement. The fact is that many jobs are boring and
formal health and wellness program – and the percentage is likely repetitive, so aside from doing everything possible to address
even higher today. The most common interventons at the tme of this, organizations can counteract drudgery by giving people a
the HBS study included: 1) health risk assessments, in which each sense of purpose – not only through the contribution they’re
person’s conditon is tracked; 2) providing self-help informaton; and making to the organization and their livelihood, but also to their
3) ofering health-related incentves. personal well-being.
IT’S A PROCESS IDEAL OUTCOMES
Promotng wellness isn’t simply a “do-this, get-that” propositon. The best outcomes of wellness strategies include:
It’s a process that addresses all of the issues required for humans to Personal ownership and accountability in a person’s
change behavior. Based on a study conducted by Maritz Research in • own health.
2011, wellness programs should focus on four specifc drivers that Preventatve care – more doctor checkups, less acute care
contribute to good health: • and emergencies, which can be tracked and accounted for
• physical actvity in healthcare claims. It’s not minimizing claims, so to speak,
• mental well-being but shifing from a higher number of incident claims to
• preventon more preventatve claims.
• nutriton Improved health conditons through physical actvity and
Start by understanding that improving health is one of •
the greatest challenges most individuals face. Improvement beter nutriton.
Improved mental well-being, with reduced stress and
comes incrementally, one human being at a tme, and any • happier employees.
progress is worthy of celebraton. Efectve wellness strategies From an organizaton-wide perspectve, the opportunity is to
utlize engagement elements, connectng goals with strategies make wellness part of the culture and to shif thinking from short-
that shape people’s behavior and choice in “owning” wellness
contnued on page 18

16 engagement strategies Vol.18 Issue 3