Social Support: Back to Basics

January 24, 2012

The data demonstrating the health benefits of social support is overwhelming. And although health promoters have known social, emotional, and spiritual health is as important to well-being as physical health, few programs give it the same priority as fitness, nutrition, weight loss, or smoking cessation. Here’s part of the reason: the culture in most organizations doesn’t lend itself to social health. The Fifth Discipline Fieldbook by Peter Senge, et al, says it best:

By fulfilling their economic mission, industrial enterprises improved living standards for many millions of people. But they also separated us from our traditional ties to the land, to our families, and to communities of place — without filling the vacuum left by diminished sense of common purpose and social values. We see the results in the workplace in drug abuse, personal stress, family crises, and health problems — all of which cause as many problems for the organization as they do for society and for the affected individuals.

Changing the workplace culture to one with shared responsibility and a sense of community isn’t a short-term proposition. Many organizations are trying — through team-building, shared decision-making initiatives, and most recently with attempts at online social networking tools geared toward health behaviors. Success has been scattered at best. And the damage to morale caused by staffing cuts has eroded whatever gains may have been made to this point.

Where the Wellness Practitioner Fits
You probably have more influence on culture and a sense of community than you know. Some ideas:

• Written communication. In many organizations the most widely read publications are online wellness newsletters, blogs, and program announcements. Shifting your focus to a balance of physical, social, emotional, and spiritual health in these materials sets the stage for additional efforts.
• Presentations. Regardless of the topic, it’s easy to build in a social health message — discussions on others attempting the behavior change, examples of how community or group support has helped them achieve success, or references to additional resources (support groups, literature, online services) to assist with the change.
• One-on-one attention. Many benefit more from counseling and support that concentrate on life balance, social involvement, and community participation rather than on grams of fat or exercise minutes.
• Management education. Monthly or quarterly reports that highlight local involvement, group activities, and team success will begin to influence management thinking — creating opportunities for more investment and participation in social health activities.
• Support groups and mentors. Maintaining a database of employee background and health interests gives you a chance to connect individuals and groups with similar needs. Changing your strategy from provider to facilitator may be of more value to the entire population.
• Leadership. Become an expert in social health and community processes, then advocate them — not only through your immediate programs and services, but in your larger sphere of influence — through management champions, human resource committees, and sharing your views in training programs as well as employee feedback sessions.

For more on cultivating a healthier workforce, download our free white paper: Social Support — Impact on Health and the Bottom Line.