Many companies today consider their human resource capital as a vital cog in their daily operations. Challenges emerge when dealing with this crucial business function. Fortunately, an elaborate employee wellness program can mitigate or rectify most of them.

Wellness programs are diverse; some are simple and straightforward while others are elaborate. The size of the workforce determines the program you implement. A standard wellness plan starts with a basic sense of decency and modesty. A standard working environment is an absolute necessity. You must also make sure that an employee has access to proper medical attention whenever he or she needs it.

The things that you add to these absolute necessities are entirely up to you. It can be a voluntary morning group workout, a gym, bonding sessions, fun and games, outings, retreats, reward programs, or anything that you think can improve performance. For example, if your employees use computers every day, invest in eye check-up every six months for them.

Why you need to embrace employee wellness in your workplace

Employees have lives outside of work

In most cases, the people who implement company goals and objectives are rarely in the boardroom. There is a temptation to be leaner, which often translates to being meaner to your employees. The 30-minute coffee break can make a difference for someone. Maybe that is the only time someone gets time to communicate with the babysitter. You don’t just take it away.

According to Harvard Business Review, all employees require mindfulness irrespective of their position in the firm. In fact, the researchers reckon that lack of it robs firms of the potential it brings to the firm and personal lives. A person who is well taken care of is confident, assured, accurate, and smart. There is little room for stress in his or her life, which translates to better decision-making in life and at work.

Your employees represent your business

The welfare of your employee is your business. Building a network between your business, your staff, and their lives is the first step in giving your business a resource capital that you can boast of. Technology has made predictive analytics possible. With that, you can predict the probability of keeping a top employee for more than ten years. You can also calculate the lifetime value of a key employee. Millennials are willing to take a lesser deal as long as a great working environment supplements it. A simple thing such as increasing the number of allowable sick days can go a long way. If you want an employee to represent you, he must cut the image that you project as a business.

The losses that come with poor wellness strategies are enormous

Investing in a robust wellness program is expensive, but preventing the problems that follow is costlier. Do you make it your business to know what your health insurance coverage for your employees cover? Do you make it your business to understand the health requirements of each employee? If you don’t, be ready to pay the price. Studies show that people who have inadequate health insurance are likely to experience severe medical conditions. Why? They postpone important things such as check-ups, doctor visit or appointment, or even booking a doctor’s appointment when they have a niggling problem. Serious medical issues lead to increased sick-offs, which in turn lead to reduced productivity and overall inefficiencies.

If you are negotiating for a blanket health insurance cover, most firms will want to know your employee wellness and support. If you are the kind that neglects its staff, expect to pay more. An elaborate plan will lead to reduced claims, while a missing plan is an indicator of trouble lurking.

What you should avoid when making a wellness plan

Don’t do what you like; do what employees want. You must involve them in making that decision. In modern business today, using regular feedback is a necessity.

Don’t bunch people together. Different employees have different needs. It is your work to strike a balance to help people from both extremes. Consider age, education or profession, gender, and other differentiating traits before making a plan. They can make or break your overall plans.

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