Your employees are your organization’s most valuable assets. Helping them stay healthy keeps your organization healthy—with reduced absenteeism due to illness, and increased productivity due to better health. Promoting workplace wellness and implementing workplace wellness programs is one of best investments you can make as an employer.
According to the Agribusiness HR Review, wellness programs were among the 6th most commonly offered benefits for agribusiness employers. There are many ways that you can support work-life balance in your workplace – even with a limited budget. Start by finding out from your employees what wellness programs would support their work-life balance. Then back up your wellness program with policies, encourage employees to make use of your workplace wellness programs and affirm that tapping into these options will not negatively affect their employment with you.
What can be considered Workplace Wellness Programs?
Workplace health and well-being programs typically have many elements or areas of focus. What your program will focus on will depend on the exact needs of your unique workplace itself. Remember that programs are typically most effective (and see the better return on investment results) when they address a wide range of issues or interests.
Here are some of the more common examples that are typically addressed. What aspects your workplace needs, and how your workplace addresses these needs will vary.
Supporting health living
• Healthy eating
• Active living
• Supporting non-smoking
• Work organization and stress
• Time management
• Work/life balance
• Providing facilities or supportive programs for active living, healthy eating, etc.
• Safe working environment
• Eliminating psychological risk factors
• Violence prevention policy (includes harassment and bullying)
• Fair hiring practices
• Availability of counselling when required (e.g. professional counsellor)
• Communication and awareness sessions on personal health related topics, etc.
• Training about stress management, time management, work/life balance, etc.
• Employee participation in the decisions that concern them (e.g., job analysis, new expansions, developments, etc.).
• Practices related to recognition and job satisfaction.
• Support for performance of tasks (e.g., on-the job training, training programs, work instructions, etc.).
• Flexible working hours to accommodate employees who wish to exercise before, after, or during work hours.
• Financial assistance (e.g., recreational activities, employee assistance programs (EAPs), health screening tests).
Regardless of what wellness programs your company implements, it makes good business sense to keep your employees healthy. If your company has yet to implement any sort of wellness program, the best place to start is by asking your employees! This does not mean you implement every idea, but it’s the best place to start to really understand what would work best for your organization.