If implemented in the right manner, it is claimed that these wellness programmes can fundamentally change the way that a company thinks about its employees, improving relationships all round and making for a much better, healthier working life. Not only that, but they can reduce the cost of healthcare for the employer, reduce the amount of sick leave (and associated costs), increase productivity and increase the profitability of the company as a whole.
The key to the success of a wellness programme is really in the way that it is implemented. Some companies choose to use financial incentives, such as discounts or penalties in insurance depending on whether the employee takes part in healthy behaviours, such as stopping smoking, taking exercise and losing weight. Other companies prefer instead to take a different tack, one that is not manifested in financial gain, but rather looks after the employees for the sake of valuing them, trusting that treating them with respect and concern will reap the financial rewards for their company later.
Whilst many studies claim to identify the pros and cons of wellness programmes, the fact remains that most major companies now have wellness programmes in place, and smaller companies are following in their footsteps and signing up to take part in something similar.
This is particularly important in the light of a recent report, where the US Surgeon General reported that a staggering 75 percent of all types of illness is clearly linked to lifestyle – meaning that most people have the power to control their own wellness.