High rates of worker turnover and the costs of sick days are increasingly taking bites into corporate profits. The high cost of recruitment programs only adds to the challenges that these problems in total cost the average corporation.
A lot of organizations are locating the solution to these challenges by increasing job satisfaction, team building, and the implementation of wellness programs that yield a reduction in these costs.
It has become increasingly clear to most managers that a well designed wellness program with a strong nutritional and fitness lifestyle emphasis will directly meet this need.
Management’s objectives for a productive wellness program should be viewed through the perspective of increased worker productivity, reduced absenteeism as a result of health related causes, improved worker morale, reduced utilisation of company subsidised health benefits, enhanced team cohesion and effectiveness and a decrease in turnover as a result of lack of job satisfaction.
It is obvious that an betterment in any of these areas will have a positive impact on the financial status of any organisation.
The benefits from an staff point of view can be seen in improved health, increased energy levels, reduced body fat, a more youthful fit body, an increased ability to handle job related stress, greater feelings of confidence and morale and more social connections at work contributing to greater feelings of satisfaction with their work and workplace.
To be most productive a wellness program needs to achieve both managements and workforce goals, and this could be accomplished through a wellness program that will provide the individual worker with an awareness of their current physical condition and attitudes to fitness and wellness, and the advantages of attaining a fitter, healthier lifestyle, and a plan that will allow them to achieve the necessary changes to their physical condition that could be applied in the context of their life and work.
The Bottom Line – Wellness Programs
Reduced Absenteeism – Dupont reduced absenteeism by 47.5% over six years for the participants of their staff exercise initiative, (Health Behaviour, March 1992).
Lowered Health Care Costs – Steel case showed a reduction in medical claim costs of 55 percent for corporate fitness initiative participants over non-participants over a six year period – an average of $478.61 for participants vs. non-participants who averaged $868.88, (The Am. Journal of Wellness, Sept/Oct, 1991).
Lowered Turnover – Turnover among fitness program participants at the Canadian Life Assurance Business was 32.4 percent lower over a seven year period compared with non-participants (Canadian Journal of Public Health, Jan/Feb, 1988).
Positive Return on Investment – BC/BS of Indiana found that its employee fitness initiative had a 250% return on investment; $2.51 for every $1 invested over a five year period (American Journal of Wellness, March, April, 1991).
