1. Establish a Corporate Wellness Plan champion

In a small business, there may be a single leader who is the clear choice to champion the Corporate Wellness Program. In a larger business, look for an executive with the authority to influence others in the highest levels of the organization regarding the Corporate Wellness Program. The Corporate Wellness Plan champion need not be the fittest member of leadership. Rather, look for a Corporate Wellness Plan 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 Wellness Plan champion at each site.

2. Find existing Corporate Wellness Plan allies

There may already be a number of individuals within your business who recognize the value of a Corporate Wellness Program. Think about who those individuals are in your business; consider areas such as occupational safety, union representatives, risk management, medical officers, and human resources when looking for a Corporate Wellness Plan ally. Secure their stated support for the Corporate Wellness Program. Corporate Wellness Plan 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 Wellness Plan

There is a reason that more and more employers are finding a way to promote the health of the employees via a Corporate Wellness Plan and policies: A Corporate Wellness Plan 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 staff members with less healthy behaviors.2,3 As a result it would be foolish not to have a Corporate Wellness Program.

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

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

• What are the current pressures and priorities facing executives? How could a Corporate Wellness Plan and a healthier workforce support those priorities?
• How do your leaders rather receive data: written documents? verbal presentations?
• What types of Corporate Wellness Plan information are likely to influence decisions? Do they want data and Corporate Wellness Plan statistics specific to your business, 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 Wellness Plan 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 business? Informal committee meetings? Formal or informal meetings between executives? Plan accordingly and you increase the odds that the Corporate Wellness Plan will become a reality.

5. Maintain Corporate Wellness Plan support once you have it

Once you have appropriate Corporate Wellness Plan support, ensure that you maintain it by regularly updating your leaders on the health of the employees and progress toward starting a culture that promotes health. Ask upper management how often they want to receive Corporate Wellness Plan 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. BC/BS of Minnesota internal research, submitted for publication.
3 Anderson, 2000, American Journal of Health Promotion, 15:1.