and interpersonal politics are getting to them in ways that affect their productivity. Or maybe they just need a little time to talk to someone with no other agenda, or access to a little financial counselling. The point is that you often need only to ask the questions to get the answers you seek. After that it is simply a journey in which you may seek only to become informed, enlightened and to enjoy. That’s what we envisioned in the creation of this magazine – a simple and entertaining step along the pathway to a healthier work/life balance. Other key steps along the way? How do you go about planning a health and wellness program? Here are some simple tips to get you started: 1. Get senior-level support. A buy in at the C-level will not only ensure the proper resources being made available, but show the staff that they actually care about them. That builds trust and belief in the program, and goes a long way towards a mental and emotional wellness So get their attention. Cut the phony baloney - your employees are worth it. You may just find that the ROI goes beyond a noticeable increase in smiles-per-employee – it may show up on the company Balance Sheet as well. JUNE • 17 wellth.xyz 5 initiative in itself. 2. Form a wellness team from all levels of the company. That helps to create the environment, and makes it inclusive – fostering the kind of teamwork and comraderies that all highfunctioning companies actively covet. 3. Use data to show ROI. Choose simple KPIs to keep it within scope; sick days, health spend, etc. These metrics likely exist already within your company – put them to use in a positive manner. 4. Form a plan – start with a vision statement. A simple declaration that the company cares about and values its employees is a great place to start. Listen to your heart from there. 5. Stay committed to the course. Provide a budget that makes sense to you and keep it going. Use the opportunity to brand the program in a manner that is conducive to the values and vision of the company. Provide support and offer tangible reminders of your company’s commitment to its employees; newsletters, t-shirts, mugs… a simple handshake and a hearty congratulations, whatever. Scale it to your organizational needs. 6. Choose appropriate activities; be inclusive. Listen to the needs and desires of your employees – ask them. Remember again that health and wellness is not merely fitness. Consider using resources to provide emotional and mental health support. After all, not everyone wants a bench on which to curl weights upon, but we can all use the occasional ear to bend.
My Products 2017
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