Implementing a Wellness Program
A. The Program
As HR professionals, we are looking to roll out a wellness week with numerous wellness activities that employees can adopt both at work, and in their home setting. Our training program will include educational seminars, firm-sponsored exercise, and open discussions with the hope to promote a positive work-life balance amongst employees.
In specific, our corporate wellness program will deliver a wide variety of mental health workshops, stress management discussions, and yoga and meditation classes that all employees are welcomed to partake in. Our initial two-week wellness program will be group-driven, with the idea being all these methods can be implemented by each individual on a need basis.
B. Importance of a Wellness Program
This training is important not only to the wellbeing of the employees but also to the company. This training will benefit overall morale by improving productivity, boosting company loyalty, increase employee engagement and reduce absenteeism. This wellness program will also promote psychological health, manage stress, eating healthier, maintain and reach a healthy weight, improve personal fitness, promote environmental health, and make smart healthy choices. All benefits of training will help the bottom line of the company but most importantly it will help reduce medical costs.
C. Training Objectives
The objective of implementing this wellness program is to have each employee establish personalized coping mechanisms for stress and long working hours. We recognize the unrealisticness of implementing a blanket program; this is highlighted in us offering yoga, mental health training, and meditation tools, where you work at your pace and find your best fit.
An additional objective is to promote a work-life balance that helps alleviate the monotony of sitting at a desk for 8 hours a day. We want to help promote a healthy lifestyle that starts with focusing on individuals as people, not just employees.
Once our two-week program is finished, the goal is to put employees in a position to be able to continue on with at least one of the wellness mechanisms without the need to be guided; we want them to find what works for them, and practically fits into their needs/schedule.
D. Training Methods
With the implementation of a wellness program, we are looking to provide an accessible outlet for the employee, whether they are at home or in the office. The initial training program will be conducted in a discussion format, where ideas and questions are being bounced off each other. The idea is for employees to have input in the programs they’re using, making them as effective as possible.
Throughout the wellness week, excluding the general training at the beginning of the week, we will include the use of audiovisual training methods, in specific dynamic media, where employees can complete the training at their own pace. This allows employees to work in a space where they are comfortable (whether alone or in groups), and not be distracted by specific tasks.
In addition, we will include experiential training methods, more geared toward the yoga aspect of the wellness week, and intranet programs geared toward mental health training. The idea is to promote role playing in yoga sessions, and possible outdoor education when promoting mental health; while still making all work accessible.
E. Outsourcing Instructors
For our wellness training program, we will be outsourcing instructors for the instruction part of the program. A certified yoga instructor will help provide a heart-centered, spiritual, authentic experience. A certified psychologist will visit our place of business during our wellness week to conduct stress-relieving exercises and engaging activities for employees that focus on mental health. By using professionals in the field we believe our employees will benefit from a well-equipped wellness program.
F. Lesson Plan
At the beginning of two weeks, geared toward implementing our wellness training, we will start first introduce a wellness week. The week will begin by having our certified psychologist discuss the importance of mental health awareness, each day they will discuss the various topics associated with mental well-being and how to improve them. What the team wants to try and avoid is overloading employees with material in a day long session; breaking up the program keeps information fresh and employees engaged. We will end the week on Friday with guided meditation and yoga, lead by a certified yoga instructor. In the weeks to follow we will hold yoga on Mondays to start each week with to reduce stress for the rest of the week.
G. Training Materials
Training Materials: Yoga
· Unoccupied room for Yoga equipped with a sound system and special lighting to accommodate the needs associated with the class setting.
· Yoga mats will be provided by the company from a third party who specializes in yoga equipment.
Training Materials: Psychologist
-An unoccupied room to conduct stress-relieving exercises and activities associated with the psychologist’s training itinerary.
– A designated area where employees can engage in one on one discussion with a certified psychologist.
-A web-based interactive intranet site where employees will have access to mental-wellness resources like tips on how to manage stress, breathing exercises, self-awareness, how to get help, and activities about upcoming workplace wellness activities.
H. Evaluation Plan
Short term methods for evaluation:
· Direct observation at work (performance)
Long term methods for evaluation:
· Productivity performance after 6 months
· Absenteeism by department/team
· Tests and simulations
· Archival Performance
I. Technology-Based Training
For the wellness program, the idea would be to design an online training system that allows employees to have access to mental exercises and meditation on the go. The online program also allows employees full autonomy and privacy if that’s important to them. After a specific time period, roughly four months, we want to incorporate tests and simulations to see if employees are continuing to make progress, becoming stagnant, or want to switch up the program entirely. Technology training is being used to create unique, interesting experiences for employees, while simultaneously being able to track progress. Ultimately the idea would be to check program progress and directly compare it to absentee rates/production rates, to ensure we are doing what’s best for both the employee and company.