Here's a question for you...
As a company executive, would you ever invest in capital equipment or infrastructure without a plan for upkeep? Asked a different way, would you ever purchase a vehicle and not expect to get the oil changed in order to keep it running? Clearly the answer is no.
Yet, when considering the topic of wellness, many organizations struggle with their reason for investing in a plan. Perhaps it’s because wellness can mean any one of a number of activities or initiatives. Or perhaps it’s because they haven’t made a commitment to the business case for wellness.
Think about wellness as your maintenance plan for your greatest investment, your human capital. Not encouraging your people to stay healthy is a missed opportunity and a great threat to your organization.
Unhealthy employees not only drive health claim costs but they miss work more frequently, tend to not be as productive and, on the whole, don’t reap the mental benefits that come from living a healthy lifestyle.
The threat of not having a wellness plan is simple – if you only spend dollars on caring for the health of your population once they are sick or injured (i.e. health insurance), how are you spending dollars to prevent that from occurring in the first place?
In reality, a results-oriented wellness plan is your maintenance plan for your people. It’s the only possible way to help employees avoid unnecessary health expenses.
Beyond that, it is a maintenance plan that pays dividends for years as it not only can keep people healthy but it can send a strong message about your culture. And culture is a critical sticking point for employees deciding where they want to work.
Drew Leatherberry | Benefit Consultant