How
can you drive employee participation?
By: Lawrence Jones Jr2/21/2017
If your employees will not participate in a wellness
program, then how can you increase productivity? A sincere and very important question
with an opening for creative thinking.
Wellness programs are beneficial only if the employees take
part and use the resources available to them. To get this result employers must
educate, train, and place accountability on managers. Once the management staff
is educated on the benefits, and use of the program, its resources, as well as
the rewards; then it becomes an even playing field. Education on the purpose
and bottom line for the program, how it will benefit not just the employee, but
the entire team. If there are bonus structures that are relevant, use them as a
metrics that will show how the improvement in wellness equals productivity,
thus better bonuses. If there are not
any, consider the option if there are increases in productivity that transcend
into profits. Employees want to know they matter, not just feel like they
matter. There is a difference, and it is not hard to see that difference.
Wellness is not just about eating, not smoking, health and
fitness; but it includes financial wellness, as well education wellness. Are
there opportunities for upward movement, development, growth in personal financial
matters? Is there mentoring to develop a greater quality of employee; because let’s
be realistic, if they leave the organization they will go somewhere else and reflect
the environment in which they left, as will the next new hire that comes in.
Wellness is a general term but development and quality are better terms to
describe what the goal is.
Making the employee feel they are an asset, valued,
respected, and not just another staff member these are keys to generating
participation, respect loyalty motivation and value to the wellness program as
well as to the bottom line.
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