Workplace wellness programs have long been a staple for employee benefits packages. In fact, the Kaiser Family Foundation reports that 84% of large employers incorporated such programs into their benefits offerings in 2019. Why the focus on health in the workplace? With so many available options, these programs aren’t just easy to introduce, but they carry big advantages for team members and employers alike. Read on to learn how incorporating workplace wellness programs into your company’s benefits package could make all the difference.
Benefits to Team Members
Of course, one of the most important reasons to incorporate wellness into your company’s offerings is the effect it can have on team members themselves. By getting your team moving more and focusing on healthier behaviors, they’re working toward longer lives. Not only will they feel better physically, but exercise has mental health benefits, too. Those who take part tend to build confidence and enjoy sunnier outlooks. They might just foster happier feelings toward the workplace, too. After all, their employer is the one providing the incentives that are making them feel so much better!
Benefits to Your Day-to-Day Operations
It isn’t just team members who are affected when you incorporate a wellness program into the mix. Its effects can be felt throughout the company. If your program includes group activities such as workouts, sporting events or even shared exercise spaces, team members find themselves spending time together outside of work hours. This is likely to foster friendships and camaraderie, and to improve teamwork during the workday. In addition, because people who exercise regularly are less likely to fall ill — and more likely to have a bit of pep in their step — it’s common to see an increase in workplace productivity.
Benefits to Your Bottom Line
There are tangible benefits to workplace wellness programs, too. In addition to improved productivity, companies with established programs often find themselves paying lower health care costs. As Forbes notes, recent data suggests that companies whose programs focus on disease prevention and management saved about $136 per participant. Although implementing programs often does result in upfront costs, the long-term benefits tend to be well worth it.
Of course, this is just the tip of the iceberg when it comes to workplace wellness programs. With programs aimed at everything from mental health, to exercise and quitting smoking, there are countless options to consider. If you’re interested in learning more about how such programs could benefit your company and employees, feel free to contact BCH. We’re here to help, and we’re glad to be of assistance!