Define Wellness Programs

Wellness programs, typically operated by businesses for their employees, seek to improve the physical and mental well-being of employees, which, in turn, creates a more desirable work environment. Wellness programming can be as simple as hosting monthly smoking cessation groups and as complex as providing an on-site fitness center or weight-loss counselor.

Wellness

DePaul University defines wellness as an interactive process of becoming aware of and practicing healthy choices to create a more successful and balanced lifestyle. As some see it, wellness has six dimensions: social, occupational, spiritual, physical, intellectual and emotional. Social wellness is the ability to live in harmony with those around you. Occupational wellness is the ability to gain satisfaction from your work. Spiritual wellness is a feeling of appreciation for life and a comfort with your beliefs and values. Physical wellness is a general state of fitness and health that includes both exercise and proper nutrition. Intellectual wellness is a feeling of mental stimulation. Emotional wellness is the acceptance of your emotions and feelings.

Types of Programming

While programs vary depending on the corporation's budget---which may also coincide with its size---corporate wellness typically includes discounted gym membership or an on-site fitness area, weight loss groups, nutrition or hypertension education, smoking cessation, stress management, mental health groups, exercise planning or information, and disease screenings. Fifty-seven percent of employers with 500 or more workers provide some sort of wellness programming, according to a 2007 statement by Met Life published by Reuters online.

Employee Retention

Surveys of both employees and corporations show that wellness programs can be a tool for employee retention. A 2010 report by Principal Financial, titled the "Principal Financial Well-Being Index" stated that 45 percent of Americans working in small or mid-sized companies say that they would not actively seek new employment because of employer-sponsored wellness programs. A 2007 MetLife survey showed that 70 percent of employers who offer wellness programs consider them to be an important retention tool.

Medical Costs

The University of Michigan found that wellness programs can significantly reduce employer medical costs. From 2002 to 2003, University of Michigan researchers studied the Steelcase Corporation. They found that by getting employees to exercise, stop smoking and reduce their alcohol consumption and blood pressure, the company could benefit financially. For each employee, overuse of alcohol cost Steelcase more $597 per year. Each sedentary employee costs $488 more per year, while employees who had hypertension cost $327 more per year. Smokers cost $285 more per year. A similar study at DuPont echoed the University of Michigan's findings.

Evaluation

Employers can assess the success of a wellness program based on cost savings, other hard data or softer data, such as employee feedback. While approximately 50 percent of employers evaluate wellness programming based on reduced medical costs, a larger percentage look at worker participation. According to the American Institute for Preventative Medicine, 74 percent of all programs look at participation as a key factor. Other evaluation tools are absenteeism numbers, self-reported lifestyle change, happiness surveys and comment cards.