Workplace Wellness Programs: Part 2 - A Plan for SMEs

Many managers may believe that Workplace Wellness Programs are only for large corporations with large budgets for employee perks, but more and more small to medium size businesses in Canada are getting started on promoting health and wellness in the workplace. You don't need deep pockets or excess square footage. A joint effort and commitment from management and employees is all you need.

If you need a backgrounder on 'What is Workplace Wellness' and 'Different Types of Workplace Wellness Programs', refer to our previous eBrief article: "Workplace Wellness Programs: Part 1 (What Canadian Companies are Doing)"

STEPS ON IMPLEMENTING A WORKPLACE WELLNESS PROGRAM

As you follow the steps below, keep in mind that this applies to one program at a time. There are many types of Workplace Wellness Programs, so don't be over ambitious in your goals. Success will come easier if you keep it simple to start, and add to your initiative over time.

Step 1: Management Commitment

Management commitment will comprise of either 2 or 3 parties:

• The first party is you: a manager in HR, operations, or finance...whatever the case is...you see the benefits and the need to facilitate healthier choices within the company.
• Second is commitment from top management, being either the owner, president or CEO. You and top management will have to agree on an initial budget, time allocation from your job, and reporting methods. Again, keep it simple to start and it will be easier to get others on board.
• A third party is an advocate from the rest of employees depending on the size of your organization. This person will act as an evangelist or spokesperson to liaise between you and the rest of employees. For a smaller company, the third-party might also be you.

Step 2: Identify Possible Health Issues and Initiatives

One might think that the next step would be to get 'employee commitment', but in reality, you will need to present something more tangible in order for employees to decide whether or not they are on board with the idea. Start with a small brainstorming session. Invite key stakeholders such as any union reps, operations managers, HR managers, etc. In this session, a discussion should take place about health related issues concerning employees and the different types of program initiatives that may be beneficial to the organization. These can range from weight management, personal counselling support, smoking cessation, work-life balance, to name a few.

Once you have identified some main health issues in your company, do some research on how to address these health concerns: talk to colleagues, look into other companies, ask health groups, or research the Internet.

Step 3: Get Employees' Input

Get input from employees on what their needs and health concerns are. You can gather this information either through a survey, interviews, suggestion boxes, employee luncheons, etc.

A good example of an employee survey can be found here: ww.ccohs.ca/oshanswers/psychosocial/sample_wellness.html

The survey is where you would list the possible health issues and initiatives gathered in Step 2 and get employees thinking about them. Leave it open for additional feedback. This is a critical step in the process. Finding out what your employees' needs, interests, and attitudes are towards certain health issues are key in implementing a successful program. Survey results will also serve as a way to prioritize initiatives as you try to find a balance between employee needs and management budget.

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