Senior level leaders and managers push employees for productivity and low overhead cost, but they can’t always make the connection when it comes to wellness programs.  Employees and managers alike often view a workplace wellness program as a waste of time or nuisance in their email inbox, but gaining acceptance with a workplace wellness program is the only way to produce successful outcomes.  The root of employee acceptance is going to be driven by senior level leaders’ and managers’ acceptance.  Just like any other company initiative, employee buy-in is based on how senior level leaders and managers portray the message.  If a manager delivers a message with negative connotations, the employees will know they don’t believe in it and therefore know they don’t really have to put forth much effort.  On the other hand, when managers deliver a message with enthusiasm and positively this sets the standard for employees to live up to their expectations.  When starting a workplace wellness program, it is important to first educate senior level leaders and managers about the cost-savings benefits and then identify their level of support for the program.  Wellness Councils of America published the article A New Way of Thinking, which examines the continuum of senior level support for wellness programs.   Here is a brief summary of the article and tips to identify and gain acceptance from leaders in your organization based on their varying levels of support for workplace wellness.

1.  Active Opposition (5% of leaders)

Characteristics:  speak out against wellness programs, challenge their worth and even sabotage implementation.

Approach: listen and allow them to voice their concerns about the wellness program, don’t take their negative comments personally this will help build rapport and trust for when they change their mind about wellness programs.

2.  Quiet Opposition (20% of leaders)

Characteristics: don’t verbally communicate opposition but don’t actively engage in wellness program events.

Approach:  listen and ask if they view anything positive about the wellness program and health promotion, capitalize on the one or few positive view points, and patience will grow their acceptance.

3. Neutral (40% of leaders)

Characteristics:  no strong opinions just too busy to make the wellness program a priority, unsure if the program will make an impact but they complete the required actions.

Approach:  use statistics and case studies to show the benefits of having a wellness program, this group just needs a little push and is where the majority of support change can happen.

4.  Quite Supporters (30% of leaders)

Characteristics:  understand the benefits of the wellness program but don’t know how to best support it, they show up for events but don’t actively promote it on their own.

Approach:  show them how to get involve and partner them up with the wellness program champions.

5.  Wellness Champions (5% of leaders)

Characteristics:  easily identifiable, understand the wellness program benefits, will adopt or already have healthy lifestyle habits and encourage others to do the same.

Approach:  recognize and embrace them, make them feel appreciated, but keep them from becoming negative or impatient when others don’t accept the wellness program as quickly.

For the full article, A New Way of Thinking, visit www.welcoa.org

< Prev		Next >