If a health and wellness program is to be effective the organisation must have a genuine commitment to the process. Simply arranging a series of blood tests through a local practitioner with review of results is insufficient. Employees take their lead from the organisation: if senior management and supervisors aren’t seen to take the program seriously and participate in it where appropriate, neither will workers.
Effective wellness programs:
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| 1. | Have a strong commitment to outcomes; |
| 2. | Are led by senior managers; |
| 3. | Are costed to and resourced from one department; |
| 4. | Have the wellbeing of staff at their core; |
| 5. | Are supported by an appropriate corporate culture; |
| 6. | Are well-researched, practical and targeted at a particular workplace; |
| 7. | Have clearly defined objectives; |
| 8. | Have a high level of worker participation; |
| 9. | Measure results, evaluate program effectiveness and make changes where appropriate; and |
| 10. | Include a variety of health promotion programs, such as blood pressure checks, exercise programs and stop smoking campaigns. |
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