Sustained (though slow) growth in the economy has spurred new recruitment and hiring in the last year. For more than 30 years, wellness managers have claimed worksite programs offer a recruitment advantage. Yet few programs we know have a plan for presenting services in the best light to potential/new employees; even fewer have a method to judge their effect.
Greater recruitment and hiring activity are opportunities to demonstrate added value and increase participation. Consider these steps:
It’s not in our nature to turn away anyone from our wellness services. Most managers and programs go to great lengths to be all-inclusive, sometimes to the detriment of the majority… If we can’t offer this to the 4% of our Spanish speaking-only population, we can’t offer it to everyone else. It’s a laudable, yet often impractical goal.
All wellness managers and programs have limited time, energy, and money, so it’s important to understand when you need to cut your losses with a participant, group, or activity and move on to others that offer greater upside. Some signs:
As American Heart Month wraps up and we see fewer #GoRedForWomen and #GoRedSelfie tweets, will interest in women’s heart health fade until next February? Workplace wellness and HR pros can make sure it doesn’t — by moving beyond “wear red” promotions and heart-smart vending options to make big strides toward a heart-friendly work environment year-round.
Recent news items underscore the influence of stress and how meeting dynamics play a role in job stress. Together, they point to a need for employers to understand and address: