We already have much of what we need on-site or close at hand...fitness facilities (Rehab medicine, etc.), dietary plan assistance (dining/food services and dieticians), a large area to walk (indoor walk plan, doing stairs, etc.), etc.
If complications related to chronic conditions eat up 90 cents of each healthcare buck (according to Dr. Feld's blog here), and the American Journal of Health Promotion metrics show you might expect a 3 to 1 payback on each dollar spent on a wellness program, what are we waiting for?
The Journal studied the plans of 200 companies and set average 3- to 6-year return on investment on those plans at 348 percent. THREE HUNDRED FORTY EIGHT PERCENT.
Provant Health Solutions says a firm will see improved absenteeism in the first 6 to 18 months of putting a wellness plan into action, according to HR Daily Advisor, an e-newsletter published by BLR.com.
If I was interviewing, I'd also count a company with a wellness plan as a top-notch competitor for my work-time and talent. They make me healthy, I work well for them - that's a partnership I can live (and work) with.
Cost improvements aside, don't we as H/HC business leaders and managers have an obligation to manage our resources efficiently (paying attention to the overall 'health' of our organization) and demonstrate ethical concerns for the health and well-being of our employees?
Am I being hopelessly idealistic here or does enacting a wellness policy represent best-practice good management?
1 comment:
You are absolutely not being hopelessly idealistic! Of course a wellness policy represents best practices good management. Ironically, healthcare workers often have very unhealthy lifestyle habits.
We see more and more hospitals at least investigating wellness programs, and that is a step in the right direction.
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