Capture Senior-Level Support.
A commitment from top executives and management is critical to the success of any wellness initiative.  Management must understand the benefits of the program for both the employees and the organization and be willing to put support towards its development, implementation and evaluation.  Linking health promotion to business goals, values and strategic priorities will help to secure senior management support.  Active management participation is a driving force to the success of the program.

Create A Wellness Team.
Wellness Teams should include a cross-section of potential program participants from various departments.  Your team should include individuals who will help with program development, implementation, and evaluation.  This ensures broad ownership of the program and more innovative ideas.  A wellness team will help promote participation among co-workers and will be responsible for overseeing all of the company’s wellness efforts.

Collect Data To Drive Health Initiatives.
Once your team is in place and management is on board, it is time to gather baseline data to help assess employee health interests and risks.  The results of your data collection will guide you in what kind of health programs to offer.  This process involves a survey of employee interest in various health initiatives, health risk assessments, and claims analysis to determine employee risks.  Creating Wellness has the ability to assess the overall present health of employees as well foreseeing future wellness needs of your company.  You will receive an easy to understand detailed reports.   This data will help in designing future wellness initiatives that can be seamlessly integrated into your corporation and propel your employees into a state of greatness not only in health, but also as an asset to your company.

Craft An Annual Operating Plan.  
For your wellness program to succeed, you must have a detailed plan.  An annual operating plan should include a mission statement for the program along with specific, measurable short and long-term goals and objectives.  A wellness program is more likely to be successful if it is linked to one or more of the company’s strategic initiatives, as it will have a better chance of maintaining the support of management throughout the implementation process.  A written plan also provides continuity and accountability among wellness committee members.

Choose Appropriate Wellness Initiatives.  
The wellness initiatives that you choose should flow naturally from your data (survey, Lifestyle Reporting, claims, etc…) to your goals and objectives.  They should address prevailing risk factors in your employee population as well as potential risk areas.  Creating Wellness’ comprehensive Assessment tools identify current health problems, as well as identifying lifestyle patterns leading to future risks among employees.  By distinguishing future needs and risks, we can implement wellness initiatives to prevent these risks from occurring, essentially reducing your health care claims, increasing productivity, decreasing absenteeism, and reducing turnover.

Create A Supportive Environment. 
Together we will emphasize current wellness initiatives and introduce new ideas to create a supportive environment providing employees with encouragement, opportunity, and rewards.  Implementing a work-site with healthy cafeterias and vending choices, non-smoking policies, and exercise promotion are just a few wellness initiatives companies often implement.

Consistently Evaluate Your Outcomes. 
Our Creating Wellness Representative will meet with you regularly to review results and revisit your wellness goals and objectives.  Evaluation allows you to celebrate goals/results that you have achieved, track ROI, and discontinue or change ineffective initiatives.