Why Ignoring Employee Wellness is A Mistake

Despite increasing evidence to the contrary, there are still some who think wellness programs are a
luxury. A carrot stick for HR to dangle in front of workers that they want to recruit. Or some proof to
consumers that there is extra cash to be spent on trifles such as gym memberships, health seminars,
and meditation rooms. I've heard it tossed away in conversations as unimportant, ineffective, and a
waste of time and money.
But here's what I have to say to these critics- you've got it all wrong.
Gone are the days when companies can afford to put employee health on the backburner. Because
their wellbeing is not the cherry on top of your successful company - it is the foundation of it. When
you employ a healthy, satisfied and engaged workforce, your productivity goes up, your influence
expands, and your profits increase.
Isn't that what makes a company successful?
Ensuring the health and wellbeing of employees is paramount to maximizing your success.
This is critical as we are a nation whose back is breaking under the strain of illness. Consider these
statistics. According to 2012 data, 117 million Americans - or roughly half of U.S. adults- have at
least one chronic disease and a quarter has multiple chronic conditions. And this is a conservative
estimate, measuring only the top 10 conditions. Worse yet, rates are expected to increase for certain
illnesses. For example, diabetes rates could double or triple by 2050. Then there are emotional
problems -approximately 18% of the population have a diagnosable mental illness. And these issues
may be increasing among employees as a global analysis found that, over a 2-year period, depression
increased 58%, anxiety 74% and stress 28%.
These conditions take a toll on energy, focus, mood, and collegiality, not to mention the absenteeism
caused by doctor's visits, sick days, and times where one might as well be absent as they're there
but not really there. It is a life lived with medications, side effects, and pain, which doesn't exactly
lend itself to the most productive day, does it?

Let's face it - we are an overextended society.

Many feel unable to juggle the demands of work
and family life, struggle to pay the bills and feel
frustrated, overwhelmed, and behind. Sadly,
only about 32% of U.S. workers feel engaged in
their work, and a mere 21% of employees feel
strongly valued.
Don't think for a moment that issues of health
and well-being aren't affecting your bottom line.
Because they are.
Organizations are paying a fortune in healthcare costs to cover the high rates of illness. Employers
spend up to $93 billion per year in costs due to obesity and related chronic diseases of their

employees. And the indirect costs of ill health - on morale, productivity, labor force participation, job
turnover, and absenteeism - may be several times greater than the direct medical costs.
So why is all of this important?
We are at a crucial point in U.S. history, as the workforce is both aging and also changing as the
new ideals of the millennial generation take hold.
By 2018, nearly one-quarter of the U.S. workforce will be 55 years or older. Employers will be
paying for this in healthcare costs, as many of these workers will suffer from impairments due to
chronic conditions. Labor shortages are also projected, putting U.S. employers at risk of losing some
of their most experienced assets. On the other hand, organizations are simultaneously grappling
with different priorities of the millennial generation, who favor independence, leadership, creativity,
and a healthy work-life balance. Success in this new world will depend on an employer's ability to
maintain older, experienced workers, keep health care costs down, and satisfy the ideals of the
incoming generations.
Organizations need to invest in measures to ensure talent acquisition, productivity, and retention if
they hope to compete on a global scale.
As the Milken Institute points out, "behavioral changes such as eating better, exercising more, and
smoking less... are the most cost-effective strategies to contain the growth of chronic disease".
Additionally, some of the most powerful tools to influence health and well-being can be attained
through simple modifications in how managers communicate to and interact with staff.
Then there is the cost-saving. According to Harvard researchers, wellness programs returned about
three dollars in health care savings and about the same in costs associated with absenteeism for
every dollar that the company invested. Further, it is estimated that an improvement in mental
health would save companies $21.6 billion due to reduced absenteeism alone. Maybe that's why
approximately 85% of U.S. companies employing 1,000 people or more offer a wellness program.
Although a few reports have cast doubt on the value of wellness programs, many are showing
benefits. For example, a recent report found that 89% of employee respondents believed that
wellness programs improve their wellbeing and happiness,
What's the best way forward?
To maximize the benefit of wellness programs consider the needs of your employees, the unique
structure of your organization, and available resources. Adopt a broad view of health and assess
where you have room to change behavior.
Having a systematic process in place is essential. This means having clear and measurable goals and
taking action steps that support those goals. It means defining which employees you are most
interested in reaching and determining how best to do this. Programs need to have a strong
execution and on-going evaluation to optimize benefits. Consulting with health and wellness experts
may be necessary to add value to the program. And don't ignore your employees - engage them in
the conversation so they feel valued and heard. Their insights, needs, and desires may help with
developing a program that results in high employee support. Lastly, leadership needs to be on board.
Change begins from the top down. Without it, your wellness program is sunk no matter how many
fancy bells and whistles you have.

If you already belong to an organization that recognizes the value of a wellness program - wonderful.
For those skeptical about its value or not yet seeing a return, I'll say this - no program, product or
service worth a damn was thrown out when it didn't produce a dramatic return right outside of the
gate. Put your nose to the grind and show that same grit to develop and nurture it as you did your
business. Because your employees and their wellness are your greatest asset. Fail to do this and
someday soon, you'll suffer for it.