Funding Workplace Wellness by Working with Management

In spite of the numerous benefits of workplace wellness, getting the green light from management can sometimes be hard won. 

If management hasn’t approved your latest wellness pitch, whether it is due to budget constraints, a lack of resources, or misperceptions about the programs effectiveness, here are some tips to help you revisit the subject:

1. Highlight Tangible Benefits: Begin by showcasing how the wellness program can positively impact the company’s bottom line. Emphasize its potential to enhance productivity and revenue. Ensure leaders understand that effective wellness solutions can be both simple and cost-effective, provided they are purpose-driven and receive top-down support.

2. Rely on Concrete Data: Analyze and present data on absenteeism rates, healthcare utilization, and employee feedback. Use this information to pinpoint existing challenges and demonstrate the program’s potential benefits to employee well-being.

3. Stress Return on Investment (ROI): Present a clear and compelling ROI projection. Break down the implementation costs and juxtapose them with the anticipated savings. Highlight how health initiatives can tackle current company challenges and deliver value across the board.

4. Address Employee Needs: Craft your pitch around the unique wellness needs of your organization. Present a holistic understanding of employee health, touching on pain points like limited exercise time or expensive childcare.

5. Provide Supporting Metrics: Cite research indicating the positive outcomes of wellness programs, such as reduced healthcare expenses and elevated productivity levels. Share insights on how companies with high employee morale typically see better revenue growth.

6. Show the Cost of Inaction: Emphasize the competitive edge gained by prioritizing employee health. Highlight the risks associated with low retention and the subsequent costs of recruiting and onboarding replacements.

7. Present Implementation Strategies: Advocate for managed wellness programs that can streamline the process of analyzing employee data and addressing challenges efficiently.

8. Propose a Pilot Program: Suggest starting small. A trial event or pilot program can demonstrate the efficacy of the wellness initiative without a massive initial investment. This hands-on approach can provide invaluable feedback and bolster management’s confidence in the program’s potential.

Prioritizing Employee Health and Well-being

A happy, healthy workplace is built on a strong company culture. When it aligns with a company’s values, ambitions, and needs, it can unite employees.

Happy, healthy employees that are productive and take fewer sick days and benefits can lead to increased engagement, lower turnover leading to cost savings.

Research conducted by the RAND Corporation suggests that health programs reduce healthcare costs and increase productivity enough to offset their initial cost, while a report by Mineral shows that the revenue of companies with good employee morale is 2.8 times higher than that of companies with stressed employees. Productivity at companies with high morale is also  5.5 times higher than at companies where lower morale reigns.

An extensive long-term study also found that companies with good corporate cultures that encouraged a variety of leadership initiatives, and which highly valued their employees, customers, and owners achieved 682 percent revenue growth. During the same time period, companies without thriving company cultures grew only 166 percent in revenue. Thus, based on this study – healthy company cultures lead to higher revenue growth by more than four times.

A Glassdoor survey of over 5,000 adults across the U.S. and Europe confirmed this. Sixty-six percent of respondents said they judge a company’s culture before applying for a job, and seventy-seven percent said they judge a company’s culture before applying

Good Morale =ROI

The benefits of good morale, job satisfaction and productivity extend beyond employee satisfaction too.

Healthy and happy employees tend to stay with an organisation longer and according to SHRM, they are most likely to contribute most to a company’s success. On the other hand low employee retention is associated with many expenses to a business – severance pay, exit interviews, recruiting and onboarding for the new hire, as well as lost productivity for all those directly affected.

Companies offering health benefits have an advantage when it comes to attracting and retaining top talent too – with employees increasingly seeking out companies that prioritise their health and well-being. A benefits package is a perk considered by 9 out of 10 employees when evaluating a new job company.

Customize for Success

A wellness program’s success often depends on the people steering it from afar, and the Human Resources department is generally responsible for this job, helping management understand workforce health trends and finding programs that are most effective in improving engagement and participation.

But sometimes the Human Resources department is time or resource-strapped. In this case, shopping around for a managed wellness program can be a great solution. These programs offer specialized support, streamlining tasks like data analysis, activity planning, and addressing challenges efficiently.

By incorporating comprehensive support, such as an account manager, Human Resources can take a backstage seat and use their time tailoring wellness activities to specific workplace needs. This ensures that investments made in health initiatives are both strategic and effective.

Show rather than tell

In the process of gaining management buy-in for a workplace wellness program, one really good strategy is to suggest testing several programs on a smaller scale initially.

Initiating pilot events allows Human Resource departments to trial the practicality and effectiveness of a proposed program without committing extensive resources.

This method equips leadership with direct insights into a program’s potential benefits and challenges. It also facilitates feedback collection from employees, enabling refinements to better suit the organizational needs.

Once the program’s value and feasibility are established through these pilot tests, there’s a higher likelihood of gaining broader organizational commitment. With management’s confidence secured, scaling up the program or hosting more frequent events can be pursued with greater ease and clarity.

Making a case for workplace health

The majority of HR workers feel uncomfortable proposing new ideas like wellness programs to their bosses – despite the fact that bottom-up innovation can be extremely valuable for a company.

However convincing decision-makers to invest in a workplace wellness program usually just requires a well-crafted pitch that shows the benefits, ROI, and addresses concerns. Management buy-in is much more likely to occur when data is presented emphasizing the positive impact on employee well-being and company performance.

‍Need some help convincing decision-makers? 

Tailored to meet the unique needs of each organisation and its employees, Sprintcrowd’s live and on-demand technology makes health and fitness training more effective and accessible than ever. Book a free demo with us today