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SEBINS Blog: 7 Benchmarks for a Solid Wellness Program
7 Benchmarks for a Solid Wellness Program

The United States currently spends twice per capita what other major industrialized countries spend on health care, and costs continue to rise faster than income.

But politicians and media are quick to point out that this spending does not translate to results.

Employers who understand the impact of and implement wellness programs can positively affect their bottom line by reducing both their medical insurance premiums and their worker's compensation costs. Achieving these results will require a team approach with the human resources, employee safety, and worker's compensation departments working in concert.

The relationship between living a healthy lifestyle and decreased work-related injuries is more noticeable now than ever.

The Holistic Approach to Risk Management

The challenge of managing rising cost takes a risk management strategy that embodies a holistic approach.

Incorporating a wellness program that focuses on a prevention strategy will help to control risk factors that cause present and future losses related to injuries and or illnesses.



Wellness programming needs to take an innovated risk management approach similar to that of safety programs: Identify the root cause of claims and attack those instead of waiting for claims to occur.


Cost Effective way to Proactively Promote Wellness

Employee safety and worker’s compensation directors should become familiar with the resources available to their employees from the medical benefits side.

These benefits often include wellness initiatives such as assistance with tobacco cessation, weight loss, nutritional counseling, reduced pricing on gym memberships, and stress management.

These programs are typically underutilized, yet may give the employer a cost effective way to proactively promote wellness. Employees spend many of their waking hours at work, nearing 50 hours per week on average.

This makes the workplace is an ideal setting to address health and wellness issues.


Result-Oriented Workplace Wellness

Employers who are considering implementing wellness programs are often overwhelmed with the idea and are unsure where to start. The Wellness Councils of America (WELCOA), an organization dedicated to the promotion of work site wellness, has identified the following seven benchmarks for developing results-oriented workplace wellness programs.

1. Capture CEO support. A commitment from the top is critical to the success of any wellness initiative. 

 2. Create cohesive wellness teams. Wellness teams should include a cross-section of potential program participants.

 3. Collect data to drive health efforts. Gather baseline data to help assess employees’ health interests and risks.

 4. Carefully craft an operating plan. The plan should include a mission statement for the program along with specific, measurable, short-and long-term goals and objectives.

 5. Choose appropriate interventions. Interventions should address prevailing risk factors in your employee population and be in line with what both management and employees want from the wellness program.

 6. Create a supportive environment. Create a culture that supports work site health promotion that may have features such as healthy food choices in their vending machines, a no-smoking policy, and flexible work schedules that allow workers to exercise.

 7. Carefully evaluate outcomes. Evaluation allows the company to celebrate goals that have been achieved and to discontinue or change ineffective initiatives.

 While we discussed 7 benchmarks for success, workplace wellness is a customized process. Every company struggles with different Risk factors. Call SEBINS at 877-766-5464 for a personalized evaluation.