When it Comes to Wellness, Slow and Steady Wins the Race

Orlando, FL (WorkersCompensation.com) -- When it comes to a wellness program that works at work, can $10 Subway gift cards and a little patience make for a healthier workplace with fewer risks?

According to a panel at WCI last week, while there's more to it than that, it doesn't take much money but it does take some time for a wellness program to deliver the return on investment management expects.

When it does, it's worth it.

Build it into the Culture

According to Marsha Wood, Rivian's Director of Environmental Health and Safety, Occupational Health and Medical Management, the types of wellness programs that drive the results organizations want the most make mental and physical wellness part of the way the organization functions.

"It's super important to walk the walk and talk the talk, not just check a box," Wood said. "It's just instilled in our culture at Rivian, and that's the first time that's happened for me in 25 years."

Carmen Penney, Workers' Compensation Manager for US XPress, Inc., emphasized that rather than making it feel like an obligation, a good wellness program boosts employees' feelings of belonging.

"You have to identify with someone as a person," Penney said.

To that end, US XPress, whose workers are truck drivers facing isolating conditions for their jobs, makes daily calls to drivers to check in.

"Our operations personnel check in with drivers every day with phone calls just to ask, 'How's it going? What do you need out there?'" Penney said. "Previously, drivers would call in, but making these kinds of connections is making a difference in our workforce."

Low Cost Ideas

The panel noted that getting the ball rolling on a wellness program might mean working with limited funds at first -- and maybe always.

Wood noted that Rivian has found success in motivating employees to reach health and fitness goals through $10 Subway gift cards but has also turned to team dynamics and competition to increase engagement.

"We've done a 'thin to win' competition, which was like our version of the Biggest Loser," Wood said. "There are prizes, including a traveling trophy that goes to the winning team."

Rivian has seen the benefits leave the workplace and enter employees' personal lives also.

"Teamwork is contagious," Wood said. "It spills over into their home life and their families embrace wellness."

Making it Happen

When it comes to getting a wellness program off the ground and keeping it rolling, connecting with the workforce is more important than bells and whistles.

According to Jen Henry, Clinical Oversight and Engagement Director for Bardavon, it's important to make sure there aren't barriers to participation.

"Wellness activities need to be onsite during the workday, so there might be some prework to do," Henry said.

Tapping into the social influencers in an organization and turning to the community can also help.

"If you can tap into that person who makes it fun, that goes really far," Henry said. "If you're involving the community in a way that brings in the organizations in your area that matter to people, you can pull people in that way."

But the biggest predictor of success is what those at the top do to show support for a wellness program.

"When it works the best, it has to be a broad support group from across the company," Henry said. "It works best when the CEO is there with the line workers taking part side by side."

As an example, Henry shared the case of the Cleveland Guardians Major League Baseball team where it was common to see the team's general manager doing pilates side by side with an injured player.

No matter what, Wood cautioned, a wellness program should help workers feel their value to an organization, and organizations shouldn't give up just because something didn't work at first.

"Humans need connections," Wood said. "There's not one answer, there's lots of trial and error."

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