Wellness Program Incentives

The feasibility of workplace based wellness classes hinges upon the size of the workforce. Worksite programs really should be supported with an adequate number of interested employees to keep a class going. Generally a certain level of employee participation is also crucial to ensure availability of facilities such as a room and equipment. There exist wide ranges of ongoing classes which can be available in the workplace, including aerobics, yoga, tai chi, stretching, weight management, stress management, tobacco cessation, and self defense.

Depending on results from an interest survey, offering an “introductory” mini class series regarding a topic of high interest might be a good starting idea. For example, offer a series of 5 beginning yoga classes to acquaint employees with the postural and relaxation benefits of yoga. Following an introductory series, employees may want to pursue something on their own in the community. Or, possibly an employee interest group might cultivate where interested employees would pursue the chosen exercise as a group.

Who Pays for What When? (Employee Subsidies and Discounts)

Many employees and wellness teams are under the impression that the organization must pay for all wellness activities. Remember the organization is paying the bulk of the employee’s health and benefits package. When vacation time, insurance costs, and sick costs are all factored in, the average America organization spends very close to $10,000 per year per employee on related health, time off, and lost productivity costs. Health is a personal responsibility and a gift we can all give to ourselves. Help employees expand their understanding and appreciation of self-care for their health by encouraging their share of accountability for healthy and safe living and working.

Other ways of financing workplace based wellness activities and to also “internally” excite staff members are included here:

Subsidies

If there is a budget but not enough space or employee to offer onsite classes that are available elsewhere (like Weight Watchers, health clubs exercise classes, Jazzercise, hospital community ed programs, etc.), a subsidy could be provided to those who take advantage of these community resources. Establish ground rules ahead of time about eligibility and maximum reimbursement, conditions for reimbursement, whether proof of participation is required and what form it must take (receipts, log forms, etc). The wellness policy also needs to address whether someone is eligible one time only, once a year, every five years, etc. for reimbursements.
• Subsidies work best when the employee puts out the money and effort first, and then gets a partial reimbursement or completion gift based on some sort of attendance or participation completion.
• The reimbursement must be big enough to be worth the trouble of implementing the program, but must not cover the entire expense of the program.
• It’s easy to get carried away with requiring “proof” in these kinds of programs. Do not make it too bureaucratic or no one will use it. It is significant to remember no matter how well your policies are set up, there will be people, usually very few, who cheat-that’s unavoidable and shouldn’t become the major focus of documentation requirements.
• Consider appropriate participation gifts in place of monetary reimbursement. By way of example, if an employee meets attendance criteria for a stretching class, provide a stretching strap or yoga mat as the completion gift.
• Be sure to check with the senior staff group regarding policy for subsidies, tax reporting, etc.

Discounts and Donations

Employee discounts and donations can be sensitive areas for public companies and staff members. In countless jurisdictions, public staff members are not allowed to receive any kind of special consideration, including discounts, from local companies, vendors, or providers. Be sure to check business ethics and procurement policies before asking for discounts.

If management policy does allow for discounts and donations, the whole solicitation process needs to be conducted fairly and spelled out in writing. All interested, qualified vendors, and service providers should have a fair unbiased opportunity to participate if they so choose. No inappropriate advantages are given to one provider over another in terms of access to staff members, publicity, etc. No vendor or service provider should be promised or guaranteed additional revenue, business, or anything else if they choose to voluntarily offer a donation or discount to staff members.

Follow the same donation and/or solicitation policies when offering vendor door prizes or gifts at a corporation-sponsored wellness fair.