Atlanta

Delta Air Lines Inc. triples its employee mental health investment – Atlanta Business Chronicle



Like virtually all hospitality and travel-related companies, Delta Air Lines Inc., has faced many challenges as a result of the Covid-19 pandemic. Providing health and wellness programs for its employees, however, was not one of them.

“Delta Air Lines has always prioritized safety, but considering the ongoing pandemic and the impact it has had on our business and employees, Delta has taken an even stronger stance on safety that encompasses both physical and emotional wellbeing,” said Lindsay Fuhrman, population health manager for the company, which is ranked the No. 1 Healthiest Employer in the Extra Large (more than 5,000 Employees) Company category by Atlanta Business Chronicle.

Delta Air Lines hired a new chief health officer, Dr. Henry Ting, and prioritized keeping employees up to date on the latest recommendations regarding Covid vaccinations, masking and social distance guidelines, Fuhrman said.

Programs such as counselor-led conversations on adolescent health and the initiation of a “You Matter” campaign focused on employees mental health were popular, as well as two app-based resources, Ginger and Daylight, which offer private real-time video therapy.

“Over the last couple of years, Delta tripled its investment in mental health resources,” Fuhrman added.

In addition to on-site mental health counselors and 24/7 access to mental health coaches, the company provided h training to the airline’s managers and supervisors on how to identify and respond to signs of mental illness and substance use disorders within their teams and departments. A peer support group of employees also was trained to detect risks and triggers of mental illness in their coworkers, according to Fuhrman.

Other initiatives focused on physical wellbeing, including related to Covid-19.

“Delta has made a mammoth effort to enable easy vaccine access for all domestic employees, setting up test sites in numerous hubs and Delta locations, including the Atlanta Flight Museum,” Fuhrman said, adding that the company provided at-home PCR test kits and recently released a Covid-19 home test kit that includes an app that employees use to connect with a healthcare provider to make sure the test is done correctly.

The company-wide Walktober event in the fall “continues to be one of our most successful and enjoyable program offerings, increasing in participation each year,” Fuhrman said. “We consistently hear feedback that this challenge was the boost employees needed to get back into a healthy habit, connect with coworkers for a positive reason and make time on a regular basis to take care of their personal health.”

 


Extra Large Employers (5,000-plus Employees) Nos. 2-15

 

2. Ericsson Inc.

Brent Wolfe, Director, North America Benefits

What does health and wellness mean to your company? Our E-Health program has been in place for over 10 years. Health and wellness to Ericsson means having our people thrive physically, staying socially connected, achieving emotional balance and staying financially secure. Our E-Health wellness program is part of a comprehensive and competitive benefits package (called E-Care).

 

Tell us about some of the most popular and unique health and wellness initiatives at your company.  Our wellness program popularity grows each year, with over 75% of our employees now choosing to participate. We have wellness champs at several locations around the country, and year-round challenges and activities.

 

Can you share an anecdote or example of how a health and wellness program worked at your company? In 2020, 79% of employees, and 49% of spouses registered for the E- Health program and completed at least one E-Health activity. Another indicator of E-Health’s success has been with the virtual health fairs (VHF), which we hosted in 2020 to replace the onsite events. More than 3,000 unique visitors participated in the VHF and visitors engaged in 7,300 virtual sessions/interactions with vendors.

 

What have been your company’s goals from a health and wellness perspective during this pandemic, and how has the pandemic impacted what you are doing this year? Our pandemic planning included transitioning onsite health screening and health fair events to virtual or off-site settings. We implemented HeadSpace, a mindfulness and meditation [app]. Ericsson also implemented a home office furniture program in 2020. Moving forward in 2021 and beyond, Ericsson plans to adopt a flexible or hybrid workplace approach.

 

What are some tips and advice you have for companies looking to create or add to a health and wellness program? Ericsson’s success can be attributed to a few factors including: a focus on prevention, risk reduction, managing conditions and supporting the diverse needs of our people; leveraging digital, telephonic, in-person and onsite support/coaching tools; providing competitive medical, RX, disability and financial wellbeing benefits, and ensuring employees have access to resources that support their mental health and work/life balance; strong leadership support and executive sponsorship; a supportive workplace culture; and  an effective communications and measurement strategy.

 

3. JLL

Michelle LaForce, vice president, operations

What does health and wellness mean to your company? Bringing your best self to work isn’t possible if you are struggling in any areas of wellbeing. We focus on employee wellbeing because it is the right thing to do for both improving the lives of our employees and helping JLL achieve our business goals.

Please tell us about some of the most popular and unique health and wellness initiatives at your company. One of our most popular initiatives is our free Headspace app program. One of our more unique programs is our diabetes reversal program run by our vendor, Virta Health. The stories that come out about employees whose lives have changed by reversing their diabetes are inspiring.

 Can you share an anecdote or example of how a health and wellness program worked at your company? JLL’s summer team activity challenge went virtual in 2020 and 2021 due to Covid. Instead of onsite classes and walking meetings, employees posted pictures of getting their workouts in virtually. There were hundreds of pictures of employees hiking, biking, playing with kids and more. It became a more engaging program than before because everyone was so excited to share their personal stories and wellness journeys while they couldn’t meet in person.

 What have been your company’s goals from a health and wellness perspective during this pandemic, and how has the pandemic impacted what you are doing this year? The pandemic has caused us to put an even bigger emphasis on mental health. Besides providing additional programs and benefits in the emotional wellbeing space, we also were providing more virtual events including cooking classes, meditation and yoga. These virtual options are here to stay, as they have gotten great engagement.

What are some tips and advice you have for companies looking to create or add to a health and wellness program? Make sure you are being deliberate with the programs you are implementing. Set specific goals and make sure to consistently examine how the program is going and whether it is making a difference.

 

 

4. McCarthy Holdings Inc.

 Kristyn Cantu, director, Total Reward

What does health and wellness mean to your company? McCarthy’s core purpose and never-ending goal is to be the best builder in America. As a 100-percent-employee-owned company, our holistic approach to wellness flows logically from this statement. We know that by focusing on wellness together, we can be more productive partners and better family and community members, and in turn, work together to control rising costs through prevention.

 Please tell us about some of the most popular and unique health and wellness initiatives at your company. During the pandemic, we implemented a new mental health initiative called Genuine Care. We are providing more awareness opportunities to our employees by distributing flyers on mental health, suicide prevention and awareness, and distributing hard hat stickers with hotline information for employees on jobsites. We also provide training for managers and employees. Our goal is to create more conversations about mental health in an effort to break the stigma.

 Can you share an anecdote or example of how a health and wellness program worked at your company? Recently, McCarthy did an employee benefit satisfaction survey in partnership with Mercer, our long-time benefits consultant and partner. Wellness was the second most popular benefit we offer. Mercer commented that they had not seen wellness rated that high against other benefit plan elements before.

 What have been your company’s goals from a health and wellness perspective during this pandemic, and how has the pandemic impacted what you are doing this year? We implemented a variety of new programs including expanded use of our short-term disability (STD) and paid family leave programs. We introduced a dependent care reimbursement benefit offering up to $5,000 per family. We launched a gratitude challenge and have hosted company-wide virtual meditation sessions. We also implemented at-home testing kits for biometric screenings and the ability to record at-home workouts for exercise points.

What are some tips and advice you have for companies looking to create or add to a health and wellness program? We incorporate wellness into all levels of the company, from executive leadership committee meetings to the daily stretch and flex activities at all McCarthy jobsites. Other key factors that make our program successful include: maintaining a coordinated approach to ensure consistency; encouraging wellness activities every day; making it holistic and keeping it flexible.

 

 

5. U-Haul

What does health and wellness mean to your company? We encompass health, fitness, nutritional and financial wellness under one umbrella, while also accounting for individual mindset and community impact.

 Please tell us about some of the most popular and unique health and wellness initiatives at your company. U-Haul International constructed the 54,208-square-foot Shoen Family Conference and Fitness Center at its corporate campus in Phoenix, Ariz., where it has been headquartered since 1967. Completed this summer, the two-story, multi-million-dollar facility offers the 1,800 team members at headquarters the chance to exercise daily and receive medical attention just steps from their work stations. U-Haul also recently announced [it will] decline new job applicants who are nicotine users. The nicotine-free hiring policy went into effect in 21 states including Georgia in 2020.

Can you share an anecdote or example of how a health and wellness program worked at your company?  U-Haul Active Day was introduced six years ago. In 2020, U-Haul Active Day extended to a week’s worth of challenges for team members working remotely. The week saw 2,104 participants; 62,760,612 total steps; 2,824,228 calories burned and 807 pounds lost across our system.

What have been your company’s goals from a health and wellness perspective during this pandemic, and how has the pandemic impacted what you are doing this year? Because U-Haul is deemed an essential service provider, our operations never paused or decreased. We created a diverse webinar schedule with numerous topics. We recognized that an Employee Assistance Program (EAP) was essential. This additional support during [the pandemic] included covering the costs of telehealth visits for a large portion of 2020.

 What are some tips and advice you have for companies looking to create or add to a health and wellness program? Look at your existing benefits and see how they are performing, and gauge what is missing. Be open to receiving feedback from your teams and what they need. The best advice is to build a foundation based on your current benefits, programs and policies and add from there.

 

6. HP Inc.

Julie A Andrews, Global Wellbeing and Special Projects

 What does health and wellness mean to your company? Our mission statement is to foster a culture that encourages total employee wellbeing in all aspects of their life while also supporting business strategy and results. At HP, we believe the wellbeing of our employees is critical to our culture of innovation and continual improvement. Employees bring their best selves to work and are more productive when they have support and control over what makes them happy and well. 

Please tell us about some of the most popular and unique health and wellness initiatives at your company. Virgin Pulse is our most comprehensive wellbeing support solution. Along with offering individual and self-guided programs, Virgin Pulse invites employees to join global and regional challenges. In the last year, we offered six custom step challenges. We also offered programming focused on 14 areas of personal and community wellbeing. Some of these included Black History Month, World Suicide Prevention Day, World Cancer Day, World Mental Health Day and International Women’s Week.

 Can you share an anecdote or example of how a health and wellness program worked at your company? Power of Prevention, our annual cancer awareness and prevention campaign, motivates employees to care for their health and support those fighting cancer. Since 2011, this campaign has provided global HP employees with the latest research and findings for reducing their risk for cancer. In the U.S., we also host on-site screenings in our largest locations and provide vouchers for screenings for employees in other locations. Each year, we receive testimonials from employees who say that because of an on-site screening, they were able to detect cancer at an early, more treatable stage.

 What have been your company’s goals from a health and wellness perspective during this pandemic, and how has the pandemic impacted what you are doing this year?  Together, a steering committee created plans to help employees care for themselves, care for others and do their jobs. [We also] conducted needs assessments of caregivers (i.e., working parents and those caring for loved ones) and under-represented populations (e.g., minority groups, LGBTQ, women). The company offered outreach on the latest Covid-related research and advice, weekly webinars and other programs.

 What are some tips and advice you have for companies looking to create or add to a health and wellness program? Build in a mission statement and guiding principles that will guide your decisions for programmatic support. Make the focus of the program the employees and their wellbeing. Be sure you develop a comprehensive communications plan. Enlist the support of HR. 

 

 

7. Meredith

What does health and wellness mean to your company? Meredith’s wellness program started in 2006. Meredith employees and their spouse or domestic partner complete the year-round program to access the discounted rates on their medical plan the following year. Non-insured employees can complete the wellness program for a $500 cash incentive. Ninety-five percent of insured employees and their spouses or domestic partners complete the program annually.

Please tell us about some of the most popular and unique health and wellness initiatives at your company. The Live Healthy Meredith campaign, which began in 2009, has been one of our most popular campaigns.  It is an eight-week physical activity challenge where employees, colleagues as well as spouses and domestic partners form teams and compete against one another to lose the most weight and record the most physical activity. Additionally, Meredith employees can complete initiatives such as company walks to receive “Well-Bucks” which they can use to reimburse for fitness clothing, tennis shoes, exercise equipment, massages and financial counseling.

 

8. Burns & McDonnell

Oko Buckle, vice president and general manager, Burns & McDonnell, Atlanta

 What does health and wellness mean to your company? Making healthy lifestyle choices is important, which is why we encourage employees and their spouses, if applicable, to be active participants when it comes to decisions affecting personal health and wellbeing. Our wellness program will continue to provide a wide variety of resources and information, including personal health assessments, activity tracking and more.

 Please tell us about some of the most popular and unique health and wellness initiatives at your company. Our most popular wellness initiative is our Wellness Incentive Program powered by Vitality. In 2021, we created our first company-wide, yearlong physical activity challenge called the Walk Across America Challenge. Burns & McDonnell began the challenge in one of our East Coast office locations, with stopping points across the nation at three other offices, ending at one of our West Coast offices. The company also offers an employee intramurals program and pays 100% of recreational sports league fees for employee-owners to participate in team sports. We also have a Stretch-and-Flex program involving stretching exercises to warm up muscles, improve flexibility and help prevent soft-tissue injuries.

 Can you share an anecdote or example of how a health and wellness program worked at your company? The wellness committee, which was started by our CEO Ray Kowalik, helps to create and develop company-wide initiatives, with members from the majority of divisions and regional offices nationwide. Committee members, nicknamed “wellness champs,” coordinate local events for employee-owners in their respective offices.

 What have been your company’s goals from a health and wellness perspective during this pandemic, and how has the pandemic impacted what you are doing this year? Our executive leadership created a crisis response team. We had to shift many of our normal in-person activities to virtual experiences. For example, our daily stretch-and-flex meetings are hosted virtually and our annual companywide Walk at Lunch event was available virtually through an internal social platform where individuals could cheer each other on and share photos. Additionally, Burns & McDonnell is offering employees enrolled in our medical insurance plan points toward our wellness incentive program discount for receiving the Covid-19 vaccine.

 What are some tips and advice you have for companies looking to create or add to a health and wellness program? Find the right balance between incentives (financial, personal, etc.) and the health risk reduction/return. The financial incentive to participate is also a key motivator. Be communicative and transparent. Keep your program engaging. Overall, be sure the programs implemented are intentional, engaging, motivating and fun.  

  

9. Gwinnett County Board of Commissioners

Karissa Ogburn, HR Program Coordinator

What does health and wellness mean to your company in general and why do you focus on it in your company? Wellness is ingrained in the culture of the employees at Gwinnett. It is not uncommon to see managers, department directors, and even the county administrator participating in our various challenges and programs that are offered throughout the year. The strong leadership support that Gwinnett has for the wellness program illustrates the importance that is placed on keeping employees active and engaged with our program.

 Tell us about some of the most popular and unique health and wellness initiatives at your company. Gwinnett now offers one free year of the Calm app, for mental wellbeing, and the Noom app, for lifestyle management. Gwinnett has also determined a need for financial education. We decided to work with Asset Health, and our retirement plan administrator, Voya Financial, to develop the Healthy Cents virtual program that helps employees learn about credit scores, budgeting, saving and loans. Employees also have access to an onsite wellness center.

 Can you share an anecdote or example of how a health and wellness program worked at your company? Gwinnett offers our employees and their covered spouses access to an onsite wellness advocate who offers support, coaching and guidance through the goals that participants set through the program.

 What have been your company’s goals from a health and wellness perspective during this pandemic, and how has the pandemic impacted what you are doing this year? Gwinnett has expanded our emotional wellbeing offerings, including an eight-week mindfulness program offered virtually. We have also increased the focus on financial management. We are still offering most of our programs and challenges in a virtual format.

 What are some tips and advice you have for companies looking to create or add to a health and wellness program? Remember that health and wellness means something different to each employee. Offer a variety of programs and challenges that will appeal to the different areas that employees may be focused on. Be sure communication is clear and consistent, and do not try to introduce too much change at one time. Adding a wellness program will require a culture shift. Don’t get discouraged if it takes a few years for employees to catch on.

 

10. Accenture

Chloe Barzey, Atlanta office managing director

 What does health and wellness mean to your company? The health and wellness of our people is always top of mind, now more than ever. We champion this at the highest levels of leadership with emphasis on helping our people respond to stress and manage their physical and mental health. We have global, national and local programs designed to meet a diverse range of health and wellness needs, as well as address the challenges of our current reality.

 What have been your company’s goals from a health and wellness perspective during this pandemic, and how has the pandemic impacted what you are doing this year? Accenture created a dedicated work-from-home resource, the #moretogethernow site, with tools and support for working remotely, mental health needs and niche topics like parenting. We also extended 24/7 live access to mental health professionals, introduced a virtual program to manage stress and anxieties and build resilience, and expanded our benefits where possible. We have also given our people a budget for purchases for their home offices.

 Tell us about some of the most popular and unique health and wellness initiatives at your company. Our proprietary wellness app helps people set personal goals, track fitness and nutrition, improve brain health and emotional intelligence, and provides incentives for completing healthy activities. We offer health coaching for fitness, weight loss, nutrition, cholesterol and more, and our local wellness ambassadors organize activities such as yoga, mindfulness sessions and participation in virtual 5Ks. We also collect optimal biometric and health assessment data during our annual insurance enrollment, which allows individuals to receive a monetary credit toward premiums, and use the data to inform areas of focus, program selection and educational modules. This year we added Calm and Wysa, an AI chat-bot-based mindfulness coach. We launched a childcare benefit for distance learning and a virtual onboarding program for new joiners.

Can you share an anecdote or example of how a health and wellness program worked at your company? More than 16,500 employees signed up for Calm, with more than 76% app engagement. Our trained mental health allies have grown to 8,500 and counting, and 24,000 people have completed mental health training. On a local level, we track participation rates to inform areas of focus, and program and resource offerings. We hold town halls, lunch-and-learns, listening sessions and leadership check-ins. During our monthly First Friday employee enrichment days, we host sessions on everything from skin care to self defense to cooking. 

 What are some tips and advice you have for companies looking to create or add to a health and wellness program? Transparency builds trust, and that starts with actively listening to our people. That feedback allows us to create new or expand services. We start our meetings with sharing good news, work-related or personal, to remind us of the things we have to celebrate during these challenging times.

 

 11. Children’s Healthcare of Atlanta

Linda Matzigkeit, Chief Administrative Officer

What does health and wellness mean to your company? When we take care of ourselves, we’re better able to take care of the kids we serve. Not only that, but we also believe it’s important to model the healthy habits we’re teaching our patients and families. We created Strong4Life, our wellness program, more than a decade ago.

 Please tell us about some of the most popular and unique health and wellness initiatives at your company, how they started and how they’ve been received. In 2020, Children’s expanded the Strong4Life Fitness Center within our newest location, the Support Center. At the Fitness Center, all employees have access to free group fitness classes, state-of-the-art fitness equipment, fully-stocked locker rooms, a massage therapy studio, an outdoor yoga space, and access to both fitness coaches and registered dietitians. The Support Center also has a café. The Strong4Life Superhero Sprint is a 5K and one-mile fun run that benefits Strong4Life’s community efforts, which help families throughout Georgia raise healthy, more resilient kids. TriPossible is a sprint triathlon training and support program. This year, 52 employees participated in this 15-week program, including our CAO. We [also] host an annual yoga retreat and offer [free] emotional wellness resources from licensed counselors, psychologists and psychiatrists to programs that boost mindfulness and build resiliency.

 Can you share an anecdote or example of how a health and wellness program worked at your company? Here is a comment from a TriPossible participant this year: “I competed in the Georgia Peach Women’s Sprint Triathlon in 2019 as a nursing student. At the time, I knew that Children’s was my top choice after graduation, and when I saw so many athletes wearing Strong4Life tri-tops, it made me want to work at Children’s even more. Now that I’m here at Children’s and got to wear a Strong4Life tri-top of my own in the race, I am proud to be part of a healthcare system that supports an active lifestyle and encourages coworkers to achieve something together.”

What have been your company’s goals from a health and wellness perspective during this pandemic, and how has the pandemic impacted what you are doing this year? We launched a Covid-19 resources hub, which includes 16 blog posts and 33 video tips created by dietitians, fitness instructors and a licensed counselor. These resources have reached over 10,000 views. We continued to provide in-person support through pop-up Take 10 rooms, where employees could take a moment to breathe, stretch and relax before returning to work. We also rounded the hospitals with care carts, which contained handouts about coping during this stressful time, as well as surprise giveaways and snacks.

What are some tips and advice you have for companies looking to create or add to a health and wellness program? Meet your employees where they are, and develop your content and programming through that lens. Look for ways to support the employee who is just beginning their wellness journey, as well as the employee who is looking for a push to do something big like a triathlon.

 

12. Georgia-Pacific

Griffin Reynolds, wellness program manager

What does health and wellness mean to your company in general and why do you focus on it in your company? GP Wellbeing is about building physical, emotional and financial strength to be ready to tackle life’s challenges with confidence and resilience. We do this by providing the resources, support and information employees need to take action for their health.

 Tell us about some of the most popular and unique health and wellness initiatives at your company. This year we launched a new mental health initiative called “Strong is…” to challenge the stigma around mental health. At the heart of this campaign was the notion that everyone is struggling with something. We encouraged our members to focus mental strength on three topics: Strong is… assessing your mental wellbeing; Strong is… getting help when it’s needed; Strong is…checking in on your coworkers. Each topic had corresponding action items and resources to help members achieve the goals of the topic.

 What have been your company’s goals from a health and wellness perspective during this pandemic, and how has the pandemic impacted what you are doing this year? One of our main goals has always been engagement, and the pandemic has reinforced the importance of shifting opportunities for engagement to meet employees’ needs. By providing more programs in virtual settings we have been able to continue to engage with our participants. We have also placed an added emphasis on our mental wellbeing and work-life balance programs, and altered topics that are most affecting our employees. One example was decreasing information for summer camp planning and adding more support for how to be an employee, parent and teacher at the same time.

What are some tips and advice you have for companies looking to create or add to a health and wellness program? Do not rush and put something together “just because.” Use your company data to determine what the needs are and offer programs across multiple dimensions.

 

13. Fiserv

Megan Matuszeski, wellness manager, Corporate Human Resources

What does health and wellness mean to your company? Wellbeing is not a one-size-fits-all solution and our associates have a variety of priorities. Fuel Your Life (our branded wellness program) engages our associates because it is easy to use, easy to access and it takes a holistic and personalized approach.

 Please tell us about some of the most popular and unique health and wellness initiatives at your company. With the shift to virtual in 2020 and 2021, the most popular activities have also shifted some. A team challenge to record daily steps, while not unique, has been our most popular activity so far in 2021. We are currently getting ready to launch a virtual 5k event and mental health first aid training, both of which had fantastic participation in 2020. 

 Can you share an anecdote or example of how a health and wellness program worked at your company? We recently wrapped up our Million Steps Team Challenge. We received so many comments from associates expressing that this challenge was the jump start they needed to get back to taking care of themselves, exercising and relieving stress. 

 What have been your company’s goals from a health and wellness perspective during this pandemic, and how has the pandemic impacted what you are doing this year? As a result of the pandemic, we have shifted our in-person activities to virtual and have added more activities that are focused on emotional wellbeing and resiliency, including initiatives such as mental health first aid training and a team meditation challenge. 

 What are some tips and advice you have for companies looking to create or add to a health and wellness program? Look for ways to infuse wellbeing into your company’s culture. 

 

14. Terracon Consultants Inc.

Tim Brown, regional manager

What does health and wellness mean to your company? Incident and Injury-Free (IIF) is our commitment at all levels of the company. Beyond safety, we provide employees and their families with year-round support for overall health and wellbeing. Wellbeing champions are located at each of our office sites. Offices are encouraged to develop local programs and activities.

 Please tell us about some of the most popular and unique health and wellness initiatives at your company. Terracon partners with a mental and emotional wellbeing vendor providing live webinars, wellness resources and a learning management system.

 Can you share an anecdote or example of how a health and wellness program worked at your company? An employee completed his annual wellness exam as part of the premium discount program. A medical issue was identified, and the employee changed his diet and lifestyle to address it. The employee agreed to share this personal and compelling story with our 5,000 employees. Fellow co-workers also made behavioral andlifestyle changes as a result of seeing what their coworker experienced.

 What have been your company’s goals from a health and wellness perspective during this pandemic, and how has the pandemic impacted what you are doing this year? Paid time for hourly employees to receive Covid-19 vaccines, providing support for employees with school-aged children through Parents Who Rock support group, a Covid-19 wellbeing page on company intranet, work-from-home tips and resources for remote supervisors.

 What are some tips and advice you have for companies looking to create or add to a health and wellness program? Leadership support is critical. Provide local wellbeing champions at the grassroots level if the company has multiple offices. Address various domains of wellbeing. Become a part of the organizational culture and employee experience.

 

 

15. Wellstar Health System

Sarah Elliott, manager, Employee Wellness

What does health and wellness mean to your company? We empower and promote a culture that supports the whole human.  By providing social connection and support, along with innovative and evidence-based resources, our focus is to ensure that our teams live their happiest, healthiest and most productive lives.

 Tell us about some of the most popular and unique health and wellness initiatives at your company. Our most popular program is currently our stress management workshop. The second most impactful program we offer is designed for our leaders, a coaching program titled “Leading the Way to a Healthier Organization.” This interactive workshop focuses on establishing leader alignment and commitment to a greater purpose.   

Can you share an anecdote or example of how a health and wellness program worked at your company? A nursing leadership group engaged in our stress management workshop this past spring. All participants saw at least a 50%  improvement in their stress management. Eighty percent saw at least an 80% improvement in their work/life balance, and all saw at least a 50% improvement in their engagement at work and with their teams.

What have been your company’s goals from a health and wellness perspective during this pandemic, and how has the pandemic impacted what you are doing this year?  The pandemic forced us to re-evaluate our program offerings. We realized the need to take a more proactive versus reactive approach to how we engage our team members in wellness, by grasping the concept that health and wellness is not one size fits all. 

What are some tips and advice you have for companies looking to create or add to a health and wellness program? Listen to the voice of the customer. Spend the time to get a better understanding of what a workday looks like for [different levels of employees]. The varying perspectives will allow you to walk a day in their shoes, providing you with a more strategic direction on how to create curriculum and content for your wellness programs that bring purpose, meaning and value. 

 

 

 


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