It's to help people and organisations develop the uniquely human capabilities that allow both people and technology to thrive together. It takes time to change habits and introduce the right programs, so the sooner you start the better.
“When you’re investing in your employee population and you have employees who are healthier, first of all it has a direct impact on your hard cost – i.e., the claim you’re paying as an employer and the disability you have to manage. It also has a very positive impact on engagement.” (Fortier - McKesson Canada)
A simple way to make a start is -
Elect Wellness champions, implement prevention programs and develop social media platforms which create a buzz. By bringing in healthy food to a meeting, posting fitness activity on social media to challenge others, tracking sleep and unique daily challenges – these are just some of the progressive wellness activities employees can participate in. Some of the following components of a Wholistic Wellness programme could include :
An annual employee health review: The employee has a full-fledged medical assessment, with the goal of identifying health risks and to develop the appropriate wellness program to support it. Employees participate on a volunteer basis. A flexible benefit program: The spotlight of this program is on prevention, rather than disability claims, with the goal of giving employees more for the same amount of money. The program focuses on flexibility, so employees can modulate the program based on their needs and the needs of their family. Chronic Disease Management Program: Following the annual health review, nurses and doctors analyse the results to identify whether employees have a chronic condition. In some cases an employee may have a chronic condition and not be aware of it, or may not have been taking care of his or her condition. Employees who accept to be part of the program meet with a nurse on a regular basis to manage their condition.
