It’s hard to argue against implementing programs that support healthy lifestyles and offer incentives for employees to improve their emotional, social and physical well-being. After all, employees who are not encumbered with wellness concerns are likely to be happier and more productive.
VHMA’s recent monthly management survey asked managers whether their practices offered employee-sponsored wellness programs. Although 171 individuals responded, only 30% indicated that their employers backed workplace wellness programs and 70% reported that wellness initiatives were not available.
Being aware that employers, rather than offer full-fledged wellness programs, may be more likely to support occasion wellness activities, the VHMA survey also asked respondents if team activities that promote wellness are available in the practice. The results were similar: 32% sponsored wellness team activities and 68% do not.
The Good
Asked to describe a wellness program, service or activity that was successful, more than half (60%) did not respond to this open-ended question. Forty percent provided details.
By far the most prevalent wellness benefits are group events and bonding experiences hosted by the practice and designed to unite staff (38%). Activities ran the gamut from sports to fundraisers and included: fun runs, paintball games, off-site dinners and more. Nineteen percent said that the employer offered Employee Assistance Programs. Twelve percent reported that employees have access to lectures, workshops, and programs that address personal issues employees may be struggling with. Eight percent benefitted from free gym memberships. The remaining responses were one-off and included: smoking cessation, free flu shots, a wellness bonus and more.
The Not So Good
When asked what programs or activities were not successful, only 25 respondents or 15% of the entire survey population provided answers. Of these respondents, 36% reported that team building activities were not successful because employees were reluctant to spend their off-hours engaged in “work” related activities. Twenty percent noted that efforts to encourage employees to use free gym membership and other health/exercise initiatives did not meet with the anticipated participation and enthusiasm. Sixteen percent characterized their EAP programs as failures. Remaining respondents pointed to a smattering of initiatives that did not pan out, including smoking cessation, wellness pay and healthy snacks.
Although only 30% said that their employers supported wellness programs, 67% believed that the employer should be offering wellness as an option and 9% said that the employer should not offer wellness initiatives. These responses, however, reflect the opinions of respondents and not the desires of employees. Only 9% of respondents said that the practice had surveyed staff to determine interest in wellness programs and 87% had not raised the issue with staff.
Wellness programs have the potential to be an effective resource for employees and a way for employers to create a more supportive and collegial work environment. Although designed with the best intentions, employers must be mindful of some of the impediments to employee participation. The first step toward creating effective programs is to work directly with employees to determine what they need and the conditions under which they will use employee-sponsored programs.
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