I have been a teller at Bellco Credit Union since 2013 and am writing on behalf of your consideration in providing a Workplace Wellness Program for Bellco Credit Union employees. I, as well as many other coworkers, feel as though a program that promotes healthy choices and physical activity will lead to a better work environment. In addition to benefiting the employees, a Workplace Wellness Program will benefit the company in many ways as well.
Today, approximately 70 percent of companies have some form of a wellness program while 90 to 95 percent of large corporations offer programs that look at employee well being (Carlson, 2014). A Workplace Wellness Program is shown to reduce sick time, workers compensation, disability and health care
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Since there are different branches in many locations, gym membership discounts would be a great asset. Additionally, smoking cessation and weight loss programs with initiatives would be great for employees who are applicable to this need. Nutrition classes and health screenings could be made into all employee events, as well as planned outings which involve physical activity. Engaging in a walking meeting or providing fresh produce in the break room are small ways to make a change in the employees’ health. I notice very often Bellco Credit Union provides complimentary snacks in the break room at each branch. Typically, these snacks include cookies, candy, and processed food. Switching these snacks to a healthier alternative, like fruits or a vegetable tray, would encourage the employees’ to improve their eating habits by snacking on something that is beneficial to their body. Additionally, work-life balance programs are something that can be helpful to employees. Having stress either at work or at home can greatly affect performance as both an employee and also in their role outside of the workplace. Assistance with finding child and elder care, time management, and controlling emotions and stress are all topics that fall under this category. Ideas and changes like these make up a successful program which can be communicated …show more content…
A wellness program will cost to set-up, but will be worthwhile to the company from the amount of output they will receive from the program. In my chart below, it states that employers spend nearly three-quarters of premiums on health insurance. It is clear that healthier employees will lead to lower premiums. With lower premiums comes slower premium growth which will save employers a great deal of money in the long run. The employees’ will also save by avoiding unnecessary care and reducing co-pays. Healthier employees’ effects the health care providers positively as well; it motivates them to provide high-value care. Dr. Tyler Cooper cited Devon Energy out of Oklahoma City as a company that has focused on simple health strategies that are impactful to the employee. Devon Energy tracked the health of its entire workforce and found that more than 85 percent used wellness services within the year. That led to improvement in health in all areas and saved the company more than $2.5 million on their medical premium renewal. (Carlson, 2014) It is obvious that a company cannot be successful without employees who show up every day prepared to give their full attention to their job. Employees that are physically healthy are shown to miss fewer days at work then employees who do not and there are 45 million avoidable sick days every year. Kaiser Permanente, a non-profit health
Northwestern spends too much on recruiting and education to see a majority of its employee leave before they are able to have a full career as a financial advisor. By paying their employees northwestern is able increase employee productivity, increase the employee’s lifespan at the company, which will increase the number of clients northwestern will have as well.
Employee wellness programs, also known as a “worksite wellness program”, are programs that are designed to promote and support the health, safety, and well being of a company’s employees. Wellness programs are meant to improve the health of the staff, their morale, and in turn also help improve their productivity. There are many components that make up employee wellness programs, for example; Health Screenings, Health Fairs, Fitness classes, Smoking cessation classes, and even wellness issue workshops. Employers have begun adopting these programs in hopes of helping their employees while they are at an age when health interventions can still help transform their long-term health choice. This paper will focus on trends found between employee weight and productivity, and the impacts these could have on a business overall.
campaign and technical assistance to promote the benefits of worksite health promotion. A new CDC
While the strain on the health care system is evidently a major issue, poor health of employees also has been proven to negatively affect the overall performance in the workplace. Alternatively, good health in the workplace has been proven to reduce absenteeism, reduce the costs of disability and dru...
The objective of paying our employees is to increase employee satisfaction and loyalty. Northwestern sends too much on recruiting and education to see a majority of its employee leave before they are able to have a full career as a financial advisor. By paying their employees northwestern is able increase employee productivity, increase the employee’s lifespan at the company, which will increase the number of clients northwestern will have as well.
Third Star Financial Services is an “un-banked” business that was built from a foundation of several money transfer operations that can be transact through an agent or an online facility since 1996. Third Star’s goal and objective is to develop and implement an enterprise architecture platform for the organization that is more streamlined and leaned with consistent policies and procedures throughout the company. A consolidated, centralized and standardized single version of the business structure and a modernize technology that can provide ease and flexibilities to their new and existing customers, in addition to their support staff and management teams.
Engaging employees and families in healthy work programs, regular check-ups and illness prevention strategies are smart investments.
1. How was Lincoln able to grow and prosper for so long in such a difficult commodity industry that forced out other giants such as General Electric, Westinghouse and BOC? What is the source of Lincoln’s outstanding and enduring success?
With the health care costs reaching high number there is no wonder we have a large number of absenteeism. So many wait to the last possible painstaking work day to decide to see a doctor about their aliment, and all of that could be prevented. Preventing oneself to have to take time off from work is one way to keep costs low. There are so many areas that need to be addressed when it comes to what is going to slow us down as a company. According to estimates by Dr. Jaime Claudio(1991), a corporate wellness consultant for Health Plus, a provider of health-care insurance, a comprehensive eating awareness and weight- management program designed to improve long-term habits could generate an 80% reduction in the incidence of potential problems caused by obesity in the workplace. These problems include hypertension, diabetes, coronary heart disease, and diminished work efficiency. Obesity is not the only eating disorder that is a problem, there is bulimia and anorexia. Smoking, drinking, substance abuse, and stress are problems that are brought into the workplace and stop productivity. We have to be aware of issues that are there but are not usually thought of as an illness.
Layoffs are one means by which an organization can reduce expenses with the intent of improving its bottom line. Despite being typically performed as a last resort, layoffs often have a negative impact on the remaining workforce. As a manager, there are numerous areas for concern in managing the workforce going forward. The human costs related to downsizing are “immense and far-reaching” with one of the most profound being survivor syndrome according to Hanson (2015, p. 187). Also known as survivor’s guilt, this condition relates to the emotions felt by those still employed and some of the effects include decreased motivation, moral, and job satisfaction, as well as an increased proclivity to search for other employment. This volunteer turnover being another grave concern for managers, and retention of the remaining workforce is usually dependent on their existing perception of the organization and its culture (Sitlington & Marshall, 2011). Also relayed by
The second company that I will cover is General Mills, they do not have as intense a program as General Electric but they have a very well rounded health and wellness program that I believe Norfolk Southern could take an example from. General Mills has a screening tool, a computerized self-assessment that “helps employees identify health risks, motivate healthy lifestyle changes, and learn about health and wellness resources” (Workplace Wellness).
The negative effects of stress in the Canadian workplace and the resulting impact on the economy are on the rise. As a result, many companies have recognized the need for and benefits of providing programs which focus on employee wellness. This paper will discuss stress in the workplace by evaluating the employee wellness program/s of one healthcare provider company.
Human resources will need to place emphasis on employee wellness my initiating programs that “include work-life balance processes, stress management, and therapy programs, and facilitating an open dialogue about mental health and illness to remove much of the stigma that plagues the conversation and ailments (Guppta, 2016).” By utilizing flexible work schedule options, demanding jobs with high-stress levels are possible because employees’ free time does not have to be sacrificed.
Another large debate in the issues and impacts of obesity is the responsibility of employer’s. Especially for those whose obesity comes from a sedentary lifestyle. Or perhaps need the preventative measures of keeping obesity at bay. A hot topic on the rise is whether or not employers should be mandated to give employees a work-out period in their schedule. The employers could offer employee’s incentives for utilizing resources (a company gym, discounted memberships, and dietician, walking a company track) and by using the resources keep costs low. Though initially it could be costly to take on the responsibility to offer extra incentives to employee’s it could offer long term potential savings. (Villareal, Apovian, Kushner, and Klein 2005) Those whose companies offer various programs and actively engage in them express more happiness, productivity, a greater quality of life, and overall better health. Better health allows for employee’s to serve their employers better. They use less sick pay, keep insurance premiums low, and are more likely to be in tune with their daily job. So while the initial cost may be high, the long term financial gain of a happy, healthy, productive team is hard not to invest in!
Methodology: The collection data primary and secondary sources were used. For primary data, some interviews were conducted with employees so that a detailed overview of the programs can be analyzed. Whereas, most of the work is based on secondary research for which the relevant websites of the companies, books, and journal articles were consulted. Identification of the most appropriate wellness plan