The idea that our minds and emotions combine to play a critical role in one's overall health is far from new. To maintain proper wellness, many ancient healing systems emphasize the interconnection between mind and body. In fact Hippocrates, the father of Western medicine, taught that good health depends on a balance of mind, body, and environment.
Modern scientific research supports this age-old tenet of medical wisdom. Since the 1920s, doctors and scientist such as Walter Cannon, MD of Harvard; psychologist Neal Miller, PhD; Herbert Benson, MD of Harvard; and many others have continually linked a healthy mind to a healthier body. Yet, what do most corporate wellness programs focus on? Here is an example of approaches I typically hear when discussing wellness plans with prospective clients:
- We take fluid samples from employees to set a base line
- We clean out the vending machines and replace sugar with granola
- We invest in pedometers
- We educate employees on fast-food facts
- We “encourage” exercise with gift cards
I’m sure there are many others. But after being reminded how important the mind / body connection is toward truly living well; can you quickly pick up the issues with the few wellness program offerings I’ve listed? You’re right, they have nothing to do with mental wellbeing. Sure, if I feel better, then there is a good possibility I will think clearer and or think better about myself - for a time.
But does looking better help with the stress I’m feeling because my teenager just got another speeding ticket and increased my auto insurance rates? Or my elderly mother is losing her memory and I’m concerned about her safety? Then there is my landlord refuses to fix the leak I’ve been emailing him about for the past three weeks. How about, my car was damaged by a hit-and-run driver and now I’m not sure who to talk with about what my rights are. And, there are many more mental issues I could list that each of your employees bring to work with them daily. Maslow made it very clear that until you take care of basic needs I won’t care about over coming smoking, eating too much, or any other stress induced addiction I might have. OK, Maslow’s observation wasn’t exactly that, but you understand where I’m coming from. Your Wellness Program is focused on the body and the mind is typically just expected to sit on your shoulders along for the ride. That’s why your wellness program is not functioning up to your expectations. While scientist continue to ponder which comes first - the emotion or the illness, you need a Corporate Wellness Program that does more than just offer physical benefit to employees.
As one focused on applied psychology, I know there is nothing wrong with adding, or increasing, practical body approaches; but this still won’t change the fact that 47% of Americans are unable to pay for an unexpected expense of $400 (
Bank of America Merrill Lynch Workplace Benefits Report, 2015) and that 74% of employees experience a legal life event each year (
The Legal Needs of American Families, 4A Research Study Conducted by Decision Analyst, Inc.). How has your Corporate Wellness Program impacted (reduced) requested sick days, presenteeism, turnover, and workplace accidents / injuries? These are four concrete areas you can measure to help determine the impact of a Wellness plan – a Return on Investment. One purpose of you and your team managing your Wellness plan was to lower the rates of each area listed. Has it? Go back and find these same rates the year prior to your Wellness plan being implemented. If these same rates for 2016 have not dropped to single digits, your Wellness plan is sick and needs to be revivied.
You may want to consider modifying a few of the programs currently being offered, but you most assuredly need to add financial and legal counseling to your Wellness Program. What was that? You say you have this covered in an EAP? Here is the truth behind your EAP offerings; they are associated directly with your organization. This means what an employee says in confidence may accidently get leaked out to co-workers. I know, you have all precautions against this occurrence, but perception is reality; and I hear this more often from employees than you may care to know. This means employees are not going to utilize the services offered in an EAP as much as services offered by an third party. The separation offers a trust factor that gives the safety to call, or drop in, and discuss any questions and concerns. For more on trust see the January-February 2017 issue of Harvard Business Review.
I don’t want you to discontinue your Corporate Wellness Program. Far from it. They have exceptional value in the workplace and work culture. However, if you currently offer a “pry, poke, prod, and punish” variety of wellness, drop it. Long-term health is about wanting to participate in your lifestyle decisions, not a contingency of ‘stick and carrot’ services. The stress laid heavy on our minds is not as easy to measure as is weight loss and smoking cessation; but it can be measured. Not only through the four-means listed in this article, but also in the smiles on your employees’ faces.