Wellness programs need a checkup for 2023
Wellness in 2023 looks much different than it did a few years ago. Mental health has emerged as a critical component of workplace well-being and the increase in remote work adds a new wrinkle to communication and programming.
Just as the start of another year is a good time to create personal goals for fitness and health, it’s also a great time to review your company’s wellness goals and adjust them to ensure that the program is on the right track.
To make sure your program’s goals align with the needs of your workforce, assess information from:
- Health risk assessments: Aggregate data will give you a picture of which areas are most in need of improvement
- Health plan utilization: Your insurer or third-party administrator can provide aggregate data on how benefits are being used.
- Corporate surveys: They can provide insights into programs employees would like to see and highlight what they see as beneficial.
- Wellness committee members and wellness champions: Ask employees who serve as your wellness ambassadors for input on what they’ve observed over the past year and what they’d like to see happen in the future.
After reviewing the data and input, consider whether you are targeting the health concerns that impact the greatest number of employees. Then set goals to address the areas of greatest concern.
Review wellness program goals when the time is right
If the beginning of the year isn’t the best time for your organization to review your wellness program, schedule a review for later this year.
The plan review might occur when aggregate program data becomes available or when your employee benefit offerings are renewed.
Whenever a review occurs, make sure your program remains aligned with your company’s objectives and wellness goals.
Use these guidelines for your workplace wellness program goals
When setting corporate wellness goals, make sure they are well-defined. Just as a personal goal that’s too broad is difficult to achieve, a company with hazy wellness goals will have a tough time accomplishing them.
The SMART acronym can help you set your company’s wellness goals. They should be:
- Specific: What needs to be done?
- Measurable: How will it be assessed?
- Attainable: Is this something your company is capable of doing?
- Relevant: Why is this being done?
- Time-bound: When will this be done?
Key to remember: Your company’s wellness goals shouldn’t be set aside once they’re completed. They need to be reviewed and updated to ensure they reflect the issues impacting workers today and address the primary health concerns of your workforce.