“Well-being as part of corporate culture has been an ongoing trend and challenge in recent years. Our industry needs to make significant impacts to make this a new ‘norm’. No wellness programs can create sustainable differences alone if corporate culture isn’t aligning nor supportive. We can directly influence many clients but there are many ways the industry can act together to make greater new practices as well.
For one we can improve entry-level assessments holistically. These would help (1) put the right participants into the right programs which is one of the two key aspects to gauging the success of corporate wellness programs. By improving the holistic entry level assessments, including lifestyle choices, genetics and social determinants, putting the right participants into the right programs would be more efficient. These would also help (2) risk assessment. This needs to go beyond eating right or exercising, to truly understand participants’ holistic wellbeing, including social and emotional aspects, from their strengths, traits and struggles. Are these people sleeping well? What is keeping them up at night? Are they in the right jobs based on who they are at that time? Is their personality a good fit for where they are? Are they struggling with their boss or co-workers? Are they happy at home? Understanding these will involve a shift for many corporations and they will need support in doing this. They’ll also need help deciding what to do with this data, how to build the best health and well-being packages for each person or a group of similar entry-level individuals.
What else can the industry do?
Another key point is to offer a diverse range of wellness programs. Since participants will have different entry-levels, there are essential needs for better adaptable and flexible programs to help them holistically, such as offsite or retreat vs. onsite programs.
Success measurement is still a challenge* we all need to work on to ensure further adoption and growth. The outcomes from wellness programs or tools are long-term, thus it’s very hard to measure whether one specific program or a group of programs has been successful from a health and returns point of view. Companies want to know: ‘is this program actually reducing my costs?’ We might be able to measure engagement or satisfaction improvement, or stress and blood pressure reduction, but it is still difficult to directly tie that to claim cost avoidance.”
You can find the full ‘Asia Corporate Wellness trends – 2019 and beyond’ edition here.
If you have any questions, or are keen to know more, please feel free to contact us.
Have a great week!
bePrana Wellness team