Workplace Wellness Program: Getting Leadership Support

Strong and visible leadership support for the Corporate Health and Wellness Initiative promotes health and is essential to securing necessary Corporate Health and Wellness Initiative resources (staff, time, and money) and implementing recommended changes.

1. Establish a Corporate Health and Wellness Initiative champion

In a small employer, there may be a single leader who is the clear choice to champion the Workplace Wellness Program. In a larger employer, look for an executive with the authority to sway others in the highest levels of the organization regarding the Workplace Wellness Program. The Corporate Health and Wellness Initiative champion need not be the fittest member of leadership. Rather, look for a Corporate Health and Wellness Initiative leader with the disposition to be a visible and vocal supporter of worksite policies that encourage healthy behaviors. Organizations with multiple sites can consider whether it would be useful to have an executive Corporate Health and Wellness Initiative champion at each site.

2. Find existing Corporate Health and Wellness Initiative allies

There may already be a number of individuals within your employer who recognize the value of a Workplace Wellness Program. Think about who those individuals are in your employer; consider areas such as occupational safety, union representatives, risk management, medical officers, and human resources when looking for a Corporate Health and Wellness Initiative ally. Obtain their stated support for the Workplace Wellness Program. Corporate Health and Wellness Initiative support could include contributions of staff time or expertise, financial resources, agreement to endorse/support policy and environmental changes, or agreement to participate in, and voice their support for, changes in the worksite that will help to build a culture of wellness.

3. Build a business case for the Corporate Health and Wellness Initiative

There is a reason that more and more businesses are finding a way to promote the health of the employees via a Corporate Health and Wellness Initiative and policies: A Corporate Health and Wellness Initiative makes good business sense. staff members with healthy behaviors, on average, are more productive when at work (higher presenteeism)1 and incur lower health care costs than employees with less healthy behaviors.2,3  As a result it would be foolish not to have a Workplace Wellness Program.

4. When developing a Corporate Health and Wellness Initiative use what you know about leadership styles and the decision-making process within your employer

Every employer is different. Build leadership support for the Corporate Health and Wellness Initiative in the way that makes the most sense for your employer. Think about the following as you plan how to approach leadership for Corporate Health and Wellness Initiative support:

• What are the current pressures and priorities facing executives? How could a Corporate Health and Wellness Initiative and a healthier workforce support those priorities?
• How do your leaders prefer to receive data: written documents? verbal presentations?
• What kinds of Corporate Health and Wellness Initiative information are likely to sway decisions? Do they want data and Corporate Health and Wellness Initiative statistics specific to your employer, or are state or national data sufficient? Are your leaders more influenced by internal factors or by what competitors are doing?
• Who would your leaders see as a reliable messenger for this Corporate Health and Wellness Initiative information? Does someone from the risk management area carry more clout than someone from the human resources area?
• How do decisions get made in your employer? Informal committee meetings? Formal or informal meetings between executives? Plan accordingly and you increase the odds that the Corporate Health and Wellness Initiative will become a reality.

5. Maintain Corporate Health and Wellness Initiative support once you have it

Once you have appropriate Corporate Health and Wellness Initiative support, ensure that you keep it by regularly updating your leaders on the health of the employees and progress toward establishing a culture that promotes health. Ask upper management how frequently they want to receive Corporate Health and Wellness Initiative progress reports.

Source Information:
1 Bunn, JOEM, 2006, 48:10.
2 Foldes, Bland, An et al. Modifiable Health Risks and Short-Term Health Care Costs. Blue Cross and Blue Shield of Minnesota internal research, submitted for publication.
3 Anderson, 2000, American Journal of Health Promotion, 15:1.