Employee wellness programs were once viewed primarily as an employee perk.
Employers today are increasingly looking at wellness through a broader business lens.
Health care costs are a significant investment for employers, while absenteeism, absenteeism and employee turnover can cause additional costs.
A well-designed wellness strategy can support employees while being part of a broader effort to manage healthcare costs and improve the employee experience.
That means employers should consider offering a gym membership or the occasional wellness event.
The most effective programs are linked to the organization’s overall benefits strategy.
What does tennis teach us about consistency?
Anyone who has played competitive tennis understands that improvement rarely comes from one great practice.
It comes from consistency.
The same principle applies to workplace health.
One wellness seminar is unlikely to transform an organization’s workforce. Long-term engagement requires consistent communication, accessible resources and programs that employees can realistically incorporate into their lives.
Employers can provide opportunities for employees to participate in fitness challenges, health education, preventive screenings, stress management programs, and other activities that encourage healthy habits.
The goal is not perfection.
It creates an environment where it’s easier to make healthier choices.
Recovery is also important in business
Tennis players understand the importance of recovery.
Exercising without adequate rest can ultimately affect performance.
Employees face a similar challenge.
Today’s workforce deals with demanding schedules, constant communication and increasingly complex responsibilities. Employers that neglect employee well-being can eventually see the consequences through burnout, absenteeism and reduced engagement.
Workplace wellness can help address some of these challenges by providing employees with resources that support physical health, stress management, and overall well-being.
This does not mean that employers should eliminate workplace pressure.
Instead, businesses can create systems that help employees manage the demands of their jobs more effectively.
Healthy employees can support a stronger workplace
Employee wellness should not be separated from the broader benefits strategy.
Employers should consider how wellness, benefits education and employee engagement work.
For example, a benefits program can provide access to health coverage, while a wellness strategy encourages employees to take advantage of preventive care and other available resources.
Employers looking to create a more comprehensive approach can explore corporate wellness programs designed around the needs of their workforce.
The most effective approach will vary depending on company size, employee demographics, workplace culture, and business goals.
Technology is changing workplace health
Technology has also changed how employees engage with wellness.
Mobile apps, digital health resources, virtual training, and online challenges can facilitate employee participation regardless of where they work.
This is especially important as hybrid and remote work continue to impact how organizations operate.
The same technology that makes it easy for a tennis player to find a court, schedule a class, or track a performance can also make workplace wellness more accessible.
The goal is to reduce friction.
If employees can easily access resources, participation becomes more realistic.
Wellness can also strengthen company culture
There is another health benefit that is sometimes overlooked. the culture.
When employees see their employer investing in their well-being, it can reinforce the idea that they are valued as people, not just employees.
Group fitness challenges, health education and team activities can also create opportunities for employees to socialize outside of their normal duties.
This can be especially valuable in organizations where employees work in different departments or locations.
Wellness therefore has the potential to support both individual health and stronger bonds in the workplace.
Benefits and health should work together
The strongest employee benefits strategy Don’t treat health coverage and wellness as completely separate plans.
Instead, they look at the employee experience as a whole.
Employers can collectively evaluate their wellness programs, employee communications, wellness initiatives, and benefits technology to determine if the overall strategy meets the needs of both employees and the business.
A comprehensive employee benefits strategy can help employers assess these areas and determine where improvements may be possible.
A bigger lesson than tennis
Tennis teaches an important lesson about performance. success is usually not defined by a single point.
It’s the result of preparation, consistency, adaptability and the ability to bounce back when things don’t go according to plan.
Business faces a similar reality.
Creating a healthy and engaged workforce is not accomplished through one benefit or one annual wellness event.
It requires an ongoing strategy.
Employers that make employee well-being part of that strategy can be better positioned to create workplaces where people can perform at their best while supporting the organization’s long-term goals.
In that sense, some of the most valuable lessons learned from the tennis court may have very little to do with tennis and everything to do with how businesses support their people.
About the author
Jennifer SchaeferMBA, ChFC, CLU, RHU, REBC, SHRM-SCP is the founder and CEO of JS Benefits Group, an employee benefits consulting firm serving employers with health insurance, benefits strategy, cost containment, plan design and employee wellness solutions. He is also a member of the Forbes Business Council and co-host of Executive Leaders Radio.