FitSense Australia Wellness Forum

FatCat

We have had our employees contributing to our health program for a number of years and it has been excellent. They pay some and we pay some. The feedback we get is that because it is subsidised it takes the money barrier away form exercising and they stick with it better because it is their investment in themselves. Another interesting thing was that because it was done through work, they do not use work as a barrier to their exercise as much.

Hope this helps

Fatcat,

When implementing a wellness program it is important to keep in mind that while all parties (management, staff and the service provider) want the same results (improved staff health), the goal outcomes from each party are different.

Staff want to get active, improve their health and fitness, have a healthy workplace, etc etc.

Management (generally) want a financial return. That might be increased staff retention, reduced absenteeism, greater productivity, reduced injuries, etc.

Therefore, for staff to try and get a program implemented, they need to be away of what management might want as well and sell it to them accordingly. Ultimately a wellness program will benefit everyone but it does need to be structured correctly.

For some types of sessions such as physical activity sessions (walking groups, Pilates etc) it is common for the participant to pay for some or all of the cost. This is sometimes beneficial as it commits the participant to sticking with the program.

So in summary, I would suggest asking management (and HR) what they would be after in a wellness program, putting a case forward from an employee perspective, and then try to be involved in setting up the program.

Ben

I hear lots of people say that if health assessment services and seminars and activity sessions were available at their work place they would definitely participate. Do you have any suggestions for how staff can encourage management to introduce and support staff participation in a workplace wellness program?