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How can you align your wellness program with your organization's goals?

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A wellness program is not just a nice perk for your employees, it can also be a powerful tool to support your organization's goals. A well-designed and implemented wellness program can improve employee health, productivity, engagement, retention, and morale, as well as reduce absenteeism, turnover, and health care costs. But how can you align your wellness program with your organization's goals and ensure that it delivers the desired outcomes? Here are some steps to help you create a strategic wellness program that aligns with your vision, mission, values, and objectives.

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áurea Santos

Top 10 RH Influencer América Latina 2.023 I LinkedIn TOP VOICE I Consultora de RH I Mentora I Escritora I Palestrante
Kelly Cristina Gon?alves

Headhunter e Consultora de R&S | Mentoria de Carreira para 40+ | Especialista no Programa de Aprendizagem Profissional…

1 Assess your needs

Before you design or improve your wellness program, you need to assess the current state of your organization and your employees. You can use various methods to collect data, such as surveys, interviews, focus groups, health risk assessments, biometric screenings, claims analysis, and performance indicators. The data will help you identify the health risks, needs, preferences, and challenges of your employees, as well as the gaps, strengths, and opportunities of your existing wellness program. You can also benchmark your program against best practices and industry standards to see how you compare.

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áurea Santos

Top 10 RH Influencer América Latina 2.023 I LinkedIn TOP VOICE I Consultora de RH I Mentora I Escritora I Palestrante
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Compreender os Objetivos da Organiza??o: Antes de tudo, é crucial entender claramente os objetivos gerais da organiza??o. Isso pode incluir crescimento financeiro, sustentabilidade, inova??o, satisfa??o do cliente, ou reten??o de talentos. Com essa compreens?o, você pode ver como um programa de bem-estar pode apoiar esses objetivos. Identificar Necessidades dos Funcionários: Realize pesquisas, entrevistas ou grupos focais para entender as necessidades de bem-estar específicas dos funcionários. Um programa de bem-estar deve abordar as preocupa??es reais dos funcionários para ser eficaz e valorizado.

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Kelly Cristina Gon?alves

Headhunter e Consultora de R&S | Mentoria de Carreira para 40+ | Especialista no Programa de Aprendizagem Profissional | Te ajudo a localizar os melhores talentos no mercado através do Linkedin
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Empresas s?o organismos vivos e o pleno funcionamento da Cia depende diretamente da qualidade de vida do time. é fundamental entender as possibilidades de equilíbrio entre rotina, demandas e entregas com as necessidades e demandas do negócio. Profissionais saudáveis s?o mais produtivos, engajados e o melhor sobem o nível da marca empregadora.

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?? Ravinder Singh

CMO | Growth Marketing Strategist | Expert en Acquisition & Conversion B2B/B2C | +30M€ de Revenus Générés | SEA/SEO, CRM, Multicanal | Google & Meta Certified I Dipl?mé MBA Stanford Ignite
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Aligning your wellness program with your organization's goals involves identifying key health and well-being metrics that directly impact company performance. In my own experience, our company focused on reducing absenteeism and improving productivity by offering gym memberships and stress management programs. This approach not only improved the overall health and happiness of employees but also positively influenced our bottom line, showcasing the tangible benefits of a well-aligned wellness program.

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Sara Y.
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To ensure a successful implementation of a well-being program, it is critical to spread it out from top to bottom. Despite assessing the needs and goals, including personnel, providing diversity and flexibility, communicating, teaching, analyzing, and refining the guidelines, your tactical strategy should always consider the following: 1. Explain why employee well-being is important to the organization. 2. Keep the carrot-and-stick approach to employee wellness programs in mind. 3. Speak about employee health and well-being in a tone that reflects the company culture. 4. Distribute data among groups that engage employees.

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Eloy Casique Rojas

Trabajo Social | Educación | Bienestar Social | Chief Knowledge Officer | Orientación de la Conducta | Responsabilidad Social Corporativa | Speaker | Human Talent | Formación Ecléctica | LinkedIn Top Voice ?? |.
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Es muy importante hacer una priorización de las necesidades y problematizar el estado de la situación, considerando las causas y efectos que pueda tener la dinámica organizacional actual a corto, mediano y largo plazo. Se debe hacer una especie de "barrido investigativo" que vaya desde la alta gerencia, hasta el personal base, acá cuenta la opinión de cada integrante de la organización, independientemente del cargo que ocupe. Se deben cuidar los sesgos actitudinales y las percepciones erróneas o errores de concepto que se puedan tener de la realidad organizacional. Cabe destacar que se deben combinar técnicas de investigación cuantitativas y cualitativas, estás últimas proporcionan un mayor insumo al momento de avanzar a la siguiente fase.

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2 Define your goals

Based on the data you collected, you can define your wellness program goals and align them with your organization's goals. Your goals should be specific, measurable, achievable, relevant, and time-bound (SMART). For example, if your organization's goal is to increase customer satisfaction, your wellness program goal could be to reduce employee stress and burnout by 10% in six months. You should also consider how your wellness program supports your organization's vision, mission, and values, and communicate that to your employees.

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Kelly Cristina Gon?alves

Headhunter e Consultora de R&S | Mentoria de Carreira para 40+ | Especialista no Programa de Aprendizagem Profissional | Te ajudo a localizar os melhores talentos no mercado através do Linkedin
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Ingressar na área de RH costuma ser um desafio para jovens profissionais. Me lembro quanto iniciei na carreira, em 2007 e n?o existia a facilidade no acesso à pessoas e plano de desenvolvimento como temos hoje, especialmente aqui através do Linkedin, entretanto uma dificuldade permanece: a de estabelecer bons e sólidos relacionamentos. S?o incríveis as contribui??es que a tecnologia tem proporcionado para o desenvolvimento humano e para a carreira, mas se você está ingressando agora na área recomendo fortemente que desenvolva bons relacionamentos profissionais, n?o tenha medo de perguntar, de pedir ajuda e sobretudo de se colocar a disposi??o para contribuir para sua rede. Sem duvidas, essas pessoas far?o toda a diferen?a na sua carreira.

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3 Plan your activities

Once you have your goals, you can plan your wellness program activities and interventions that will help you achieve them. You should consider the various dimensions of wellness, such as physical, mental, emotional, social, financial, and environmental, and offer a variety of options that suit different needs and preferences. You should also align your activities with your organization's culture and policies, and ensure that they are accessible, inclusive, and engaging. For example, if your organization values collaboration, you can organize team-based wellness challenges or events.

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4 Implement your program

To implement your wellness program successfully, you need to allocate adequate resources, such as budget, staff, time, and space. You also need to promote your program effectively, using various channels and strategies, such as email, intranet, posters, newsletters, webinars, and incentives. You should also involve your leadership and managers in supporting and participating in your program, as they can set an example and influence the behavior and attitudes of your employees. You should also create a wellness committee or a network of wellness champions who can help you plan, implement, and evaluate your program.

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Eloy Casique Rojas

Trabajo Social | Educación | Bienestar Social | Chief Knowledge Officer | Orientación de la Conducta | Responsabilidad Social Corporativa | Speaker | Human Talent | Formación Ecléctica | LinkedIn Top Voice ?? |.
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La implementación siempre debe ir acompa?ada de un plan de comunicación estratégico, así como también de un sólido respaldo de la alta gerencia de la organización, los líderes deben ser los embajadores por excelencia de los beneficios que pueda traer la implementación del programa, deber estar presentes al menos en dos o tres actividades que estén inmersas en el plan de bienestar, deben convertirse en modelos a seguir.

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5 Evaluate your results

To measure the impact and effectiveness of your wellness program, you need to evaluate your results regularly and compare them with your goals and baselines. You can use quantitative and qualitative methods to collect feedback and data, such as surveys, interviews, focus groups, biometric screenings, claims analysis, and performance indicators. You should also report your results to your stakeholders, such as senior management, employees, and customers, and celebrate your achievements and successes.

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Eloy Casique Rojas

Trabajo Social | Educación | Bienestar Social | Chief Knowledge Officer | Orientación de la Conducta | Responsabilidad Social Corporativa | Speaker | Human Talent | Formación Ecléctica | LinkedIn Top Voice ?? |.
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Este punto es sumamente importante, considerando el tipo de evaluación que más se ajuste a la dinámica Organizacional. Recomiendo realizar una evaluación a "tres momentos", es decir, antes, durante y después de la implementación del programa de bienestar. La primera nos permite tomar decisiones, la segunda nos lleva a corregir un situ, hacer ajustes de momento y la tercera nos lleva a una sistematización de proceso ejecutado. Las encuestas de satisfacción son muy importantes en esta parte del proceso.

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6 Improve your program

Based on your evaluation results, you can identify the areas of improvement and the best practices of your wellness program. You can also solicit suggestions and ideas from your employees and stakeholders on how to enhance your program. You should then update your goals, activities, and interventions accordingly, and implement the changes. You should also monitor and review your program periodically, and make adjustments as needed. By continuously improving your program, you can ensure that it aligns with your organization's goals and meets the changing needs and expectations of your employees.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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How can you align your wellness program with your organization's goals?

1

2

3

4

5

6

7

1 Assess your needs

2 Define your goals

3 Plan your activities

4 Implement your program

5 Evaluate your results

6 Improve your program

7 Here’s what else to consider

Human Resources

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How can you align your wellness program with your organization's goals?

1

2

3

4

5

6

7

1 Assess your needs

2 Define your goals

3 Plan your activities

4 Implement your program

5 Evaluate your results

6 Improve your program

7 Here’s what else to consider

Human Resources

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