Companies are increasingly recognizing the vast benefits that come along with wellness. Besides a benefit to the bottom line for the company, the employers are getting access to experts and are shown that they are valued beyond their individual productivity metrics.
Most importantly, wellness serves as a powerful impetus to increase the engagement of the workforce. While a focus on wellness is essential to any company thriving in today's age, there's a lot of room for error with the approach to corporate wellness.
Unfortunately, some companies resort to merely throwing money at the wellness initiative and hope that's enough. But when it comes to establishing a culture of wellness, it takes more than solely throwing money to get your employees completely on board.
In fact, when you solely rely on money, companies are making a big mistake because they're forgetting that any type of movement starts with its leaders leading by example.
Integrating a culture of wellness starts with leaders actually leading by example
It's unfortunate. Businesses invest loads of money into wellness, but it's not working because the core ingredient of leadership is missing.
You wouldn't expect to create world-renowned products and have your best business quarter without quality leadership paving the way. And the same philosophy has to be understood when attempting to create a culture of wellness.
Leaders and all those higher up need to show that wellness is truly a priority and part of the company DNA by taking care of themselves and demonstrating what it means to live a balanced well-being life.
If work-life balance and wellness are priorities, then they must be demonstrated through the backing of company initiatives that extend beyond financial motives. When leaders don't lead by example, this decreases company engagement and belief.
How to lead a culture of wellness by example
Just as delivering exceptional customer service to your clients starts with accessible channels of communication and listening, the same methodology applies to delivering an excellent culture of wellness.
Seek feedback about the quality of the types of services and company initiatives that are being offered. Have Human Resources and Chief People Officers routinely send out surveys and questionnaires, especially at the beginning since you're fine-tuning and working out the kinks to creating the most optimal program for your company.
Consistently communicate the importance of well being and employees health through well-being policies and practices, even if they don't dramatically benefit the bottom line at the moment. Doing this demonstrates that your employee's well-being comes before the bottom line.
After listening to employees, make investments based on the feedback given by them. Besides maximizing the potential of your investment, you're making more targeted investments which is beneficial to both the employees and employers.
Don't throw all your money and effort down the drain by forgetting to have the commitment of leaders and higher-ups actually leading by example. After all, great leadership and maximizing the performance and impact of the company starts at the very top and trickles down from there.