We have been talking about the importance of organisations having wellness programs as part of their strategy. 

In our article: How can conscious leaders easily increase collaborators’ well-being?, we talked a lot about Wellness Programs and their importance for employees’ wellbeing. 

Nevertheless, there are a lot of organisations that have been levied against Wellness Programs. 

Invasive, discriminatory, illegally coercive, not worth the cost, ineffective, are the main complaints against the majority of Wellness Programs. 

Are these complaints fair?

To some extent, they are, of course! But the core issue isn’t with Wellness Programs. 

The main issue it’s how these Wellness programs are designed. 

Research indicates that most traditional programs aren’t evidence-based – there is no evidence that a risk assessment or screening alone improves health outcomes. 

Nevertheless, the majority of Wellness programs feature a health assessmentbiometric screening, or both, since most of the organisations also offer incentives for employees to participate in assessments and screenings. Which represents a huge budget effort from employers – up to $500 per employee on average.

The thing is that risk assessments and biometric screenings are crucial for a more accurate and effective Wellness Program since they help to set a baseline for health status and health knowledge. 

Data assessment by itself doesn’t spark lasting behaviour change.  

So, what is a way to create a program that invokes long-term behaviour change for employees? 

Simply form simple habits! 

According to Stanford Professor Dr. Bj Foggin its book: The Tiny Small Changes Habits That Change Everythingthat talks about the Foog Behavior Model show that three elements must converge at the same moment for a behaviour to occur: Motivation, Ability, and a Prompt.

So, the most important thing is to allow your employees to choose a goal that’s meaningful to them. 

Then reward them for reaching their goals. Create a community that recognizes their success and celebrates their accomplishments, while also helping them to revise and refocus their participation if they lose steam along the way.

These components are the building blocks for a stronger and more purposeful shift in Wellness Program design.

AMARNA_Consulting_Blog_Posts_How a Conscious Organisation can Build Strong Employee Wellness Programs?

Instead of simply creating Wellness Programs designed to cure sickness, or to help you appreciate moments of happiness, AMARNA Consulting has effective tools to create programs that cultivate wellbeing and allow participants to form habits that matter, in a continuous and assertive way. 

Continue to follow our link in the page and visit us at  www.amarnavida.com/

Happy to help your organisation become more conscious.

Liliana Domingues


Founder and Managing Director

Powered by AMARNA Vida’s team


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