Creating and Running Your Health Promotion Program.

A lot of businesses recognize the need for a robust strategy to help their workforce be the best they can be.

They also know that successful and sustainable wellness programs are much more than a few “lunch and learn” programs.

Your health promotion program should include a broad range of key elements, including -

o  A clear agenda or statement of objectives.

o  A plan characterized by passion.

o  An effective leader who is creative and organized.

o  A focus on short-term outcomes combined with an overall vision.

o  A measurable strategy (what’s important gets measured!).

o  A policy of celebrating and communicating success.

Planning Your Health Promotion Program

Plan carefully to ensure that your wellness program is seen as part of a broad commitment to maintaining the health and safety of all personnel. Yes, creating a good plan takes a lot of effort and time (and sometimes resources).

But planning is essential and well worth the investment required.  As the saying goes, “failing to plan is planning to fail.”

You could begin by conducting a recent survey of worker needs and interests. If you take this route, pay attention to the results and plan consequently. If you don’t, the employees will not support the wellness program.

Gathering information about what you are already offering is also a good idea. for example, you might be surprised by your corporation or company’s current wellness and health policies.

Another important step is to establish an agenda and/or measurable goals to help you determine priorities, timelines and the resources required to launch the wellness program. be bold and creative in your planning, but also realistic.

Leadership

The leader of your wellness program must be able to wear many hats.  The leader’s duties include -

o  Creating a vision of the wellness program after receiving input from all interested workforce.

o  Communicating ideas and a rationale throughout the company (to upper managers and fellow personnel alike).

o  Keeping others enthusiastic about and committed to a wellness program.

o  Serving as a role model and wellness coach.

o  Developing and maintaining leadership skills like giving effective presentations and being well-organized.

Good leaders avoid becoming overwhelmed by overly ambitious and complex plans. You could want to stick to short-term objectives at the beginning so that you get immediate and visible results.

These first steps are the basis for a successful health promotion program.

Good leaders involve as many people  as possible in the wellness program. for example, you’ll want to form a committee made up of a diverse group of employees to provide advice during the planning phase. This approach will -

o  Be sure to help you to obtain valuable information from all parts of the business.

o  Create ambassadors who’ll help you implement the health promotion program.

Keeping Score and Celebrating

Always keep in mindhow you’ll monitor progress and evaluate the success of your wellness program. Investigation authorizes you to -

o  Identify areas of excellence.

o  Identify factors that affect participation in your wellness programs.

o  Gain management’s support for your efforts (and maintain that support).

o  Better understand issues that need attention.

o  Learn from mistakes and change the health promotion program to keep it on the right track.

When you evaluate your wellness program, you are able to measure such things as -

o  Employee absences.

o  Staff Member turnover rates.

o  The cost of your worker assistance program.

o  The price of benefits, including short-term and long-term disability payments.

o  The fee of your drug plan.

o  Accident rates and safety records.

o  Employees’ participation in health promotion programs (and whether they are staying in the health promotion programs).

o  Changes in employees’ health habits.

o  Level of employees’ awareness of healthy lifestyle issues.

o  Results of your environmental wellness audit.

o  Other noticeable changes in areas like morale and job satisfaction.

A good communications plan provides ongoing information to workers (including senior managers) and fosters excitement about the wellness program.

Positive reinforcement is part of an effective communications plan. for  instance, you could recognize individuals who’ve helped set up the health promotion program or offer tangible rewards for achieving objectives.

Everyone needs to know whether employees are getting involved, enjoying the activities and getting some benefit from them. Showing that a wellness program has financial benefits is usually an important factor to maintain strong support from the top.

If you pay attention to the key elements of your health promotion program and communicate openly and continuously while planning and delivering it, you will lay a solid foundation and leave a legacy that lasts.