Is It the Employer's Responsibility to Encourage Wellness in The Workplace?

Erin Spencer, (Jul 6, 2018)

The researcher made the working environment as an encouraging workplace for the employees to practice and preach both on and off the clock by creating such environment, after three years since the launch of this encouraging environment she attributes this culture as being vital to the brand’s success. She also believes that workplace wellness is something that every employer should strive for and there are lots of little ways to start moving the needle in the right direction.

The researcher (Ash) takes her responsibility as an employer seriously and believes it’s important to check in with her team regularly to ensure they are feeling like their best selves when at work. As an entrepreneur, she also sees the value in this practice. ‘From personal experience, she knows that cultivating employee wellness leads to amazing vibes, a healthier, happier collective, and greater retention,’ says Ash.

Five Entrepreneurs Who Are Changing New York’s Wellness Scene Veena McCoole (Jul 23, 2018)

Skin Laundry and SoulCycle, the 3800-square foot wellness destination has partnered with Thermostat to offer cryotherapy and infrared sauna sessions, NutriDrip for IV drip services, and Moon juice for functional lattes served at the in-house café.

The space also includes a “modern apothecary” of functional supplements and products to optimize wellbeing. The researcher said that “They want to connect the community with curated products and services ththatthat, at elevateelevating wellbeing,”. “If you’re feeling low energy, you can have a consultation with our nurse or talk to our retail staff who can advise you on the right vitamins and recommend appropriate services,” said the researcher, who also added that many of the Clean Market’s staff are certified, health coaches.

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Melissa Wood Health (Jul 23, 2018)

Melissa Wood-Tepperberg is the founder of the Melissa Wood Health (MWH) Method, A qualified health coach, yoga, and Pilates instructor, Wood-Tepperberg has developed an online wellness community around the low-impact method, meditation practice, and signature spirulina smoothie: a cult favorite replicated by Instagram’s health junkies. “I’m not a believer in no pain no gain,” the respondent says. In the year 2016, Wood-Tepperberg began streaming her workouts on Playbook (formerly Fitness). After transitioning to her exclusive platform this April, she saw “substantial growth” in her global audience and now reaches thousands of women with her accessible and approachable videos. “I felt called to create and grow my community of like-minded people,” she says of her move to a self-managed business.

Meredith Wadsworth (Jul 23, mindsets 2018)

Wadsworth helps clients shift their mindset and devel, op specific strategies to improve their well-being. The researcher was dissatisfied with her job in fashion buying, and Wadsworth decided to pursue a path aligned with her interest in wellness. “I minored in entrepreneurship in college and I’ve always wanted to work for myself,” said Wadsworth. “I wanted a profession that aligned with who I was naturally.” Wadsworth is also the studio manager at P.volve, a New York-based fitness startup,, She leads partnerships, editorial content, and instructor training for the growing business—known for its Victoria’s Secret model clientele— which now welcomes more than forty new students each week alongside a successful online program. “The crossover between people who follow me and then come in to take my classes—and vice versa—helps foster links between The HYE Life and P. evolve,” she says

Amanda Freeman (Jul 23, 2018)

Founder of cult Pilates mega former workout SLT, Amanda Freeman recently co-founded Stretched, a boutique studio dedicated to assisted stretching and recovery.

“I’ve observed a move towards recovery in the wellness industry,” says Freeman, CEO of Stretched. “People have been doing intense boutique fitness classes heavily for more than five years now, and we’re seeing the negative effects of not spending time or money recovering from these high impact workouts.” “Having someone stretch you out is transformational,” she said. “For those who sit at desks, travel, is or carry their kids around, stretching is the antidote to what they do all day.”

FALCON GRIFFITH PHOTOGRAPHY

The studio will soon launch a 20-minute anti-aging stretch, targeting the multitasking New Yorker. “We realized you could be doing something while you’re getting stretched, so during the stretch, you face an LED light machine designed to fight fine lines, wrinkles, and, signs of aging,” explained Freeman, one of three investors in the company, which raised a total of $1 million to open the first Flatiron store in May. Two months since the Stretch*d opening, the co-founders are already on the lookout for a second location.

“Wellness has gone completely mainstream, and people are appreciating the recovery side of it,” said Freeman of growing trends in meditation, stretching, cryotherapy, and saunandand treatments. “They are thinking long-term about their health, not just about whether they can burn 600 calories in one workout.”

Cameron Linville (Jul 23, 2018)

After developing digestive issues while working on Wall Street, Cameron Linville began cooking at home. She turned to Instagram to share her healthy meals two years ago and expanded into launching a blog, as well as cooking classes and meal-prep services for her friends. After a car accident in March left her with a severe concussion, she quit her job and decided to explore a career in wellness. “When she was making her meals and avoiding additives in restaurant food, she never felt healthier”, Linville says. “The health industry can be intimidating, and I never want anyone to feel like eating healthily is difficult or expensive.’ “She feels like she can tap into many markets with her work,” Linville explains. Her cooking classes appeal to younger New Yorkers, and her meal prep clients are often more financially stable individuals who are busy with work and family.

Jason S. Swayze & Lisa A. Burke (11 Feb 2013)

The unhealthy behavioursbehaviorsbehaviours behaviors of the U.S. workforce have been leading to steep increases in employer health costs. In an attempt to combat these rising costs, some employers have begun proactively sponsoring employee wellness programs. However, often their efficacy remains unstudied. In this article, program outcomes associated with wellness efforts at a large midwestern-based manufacturing company, focusing on workers’ physical health, are examined. The program under study recently reached its one-year mark after inception; therefore, data collected within this article will be among some of the first indicators actively consulted to determine the success of this employee wellness program.

Daniel Ohmott (march 21 2018)

Across search shortly, FMP’s blog posts have focused on employee wellness programs. Our first post (How Fit is Your Company’s Wellness Program?)provided a general overview of employee wellness programs, discussed what makes a successful wellness program, and provided an overview of FMP’s wellness program. Their next post (Trends in Wellness Programs) explored current trends in the area of employee wellness and provided helpful tips for enhancing—or reinvigorating—your organization’s wellness program. The difficult part in taking an action could be in gaining leadership buy-in and program funding. Though many organizations, large and small, have already Trepanier to an emplcommittedoyee wellness program, the business case for doing so is growing stronger as more research is focused on these programs. They have identified four benefits associated with employee wellness programs, complete with relevant data, to help you form a compelling business case that sounds like music to the ears of senior leadership

Todd William Loushine, Myriam about, Robert Feyen (January 2011)

As stated earlier, the first portion of the project was to perform an extensive literature review to investigate the field of workplace health and wellness promotion programs. A total of nineteen (19) different sources were found useful and reliable. The main objective of this review was to define key terms with regard toaboutfavorably in health and wellness promotion and review articles and textbooks that investigated workplace wellness and health promotion. Unfortunately, very little has been written on health and wellness promotion for field workers or laborious work and, therefore, none of the sources retained and judged valuable to this project was specific to this type of work. However, all references included in this study were judged constructive and helpful to any individual who wishes to create successful health and wellness promotion initiatives. The results of this study presented a low response rate, to indicate that a multi-component workplace health promotion program can improve both the health status of employees and their work productivity. Consequently, health promotion initiatives have the potential to provide a significant return on investment for employers.

A Program Evaluation of a Worksite Wellness Initiative for Weight Loss, Nicholas Martinez (July 2017)

The purpose of this study was to conduct a program evaluation of ACME’s worksite weight loss initiative and collect evidence relative to the efficacy of the program. The survey was designed to in-depth information relative to the research questions, which explored the initiative’s barriers to participation, alignment of initiative with the goals of participants, utilization of initiative resources, overall strengths, weaknesses, and areas of improvement for the weight loss initiative, as well as the respondents’ general profile for the six dimensions of wellness. The majority of respondents identified weight loss as their primary wellness goal for the New Year, which aligned with the decision by the wellness staff to provide a weight loss weight-loss initiative at the beginning of the year.

All of the respondents were satisfied with their experience in the weight loss initiative, and most summarized their experience as challenging, motivating, and fun. Strengths of the weight loss initiative were identified as teamwork, motivational factors, and communication. Weaknesses included organization, participation, and readiness.

Areas of improvement were identified as planning, structure, and promotional factors. Respondents scored favorablyinfavorably in-depth in the intellectual, emotional, social, and spiritual dimensions of wellness, but not as high in the physical and occupational dimensions. The conclusions of this study suggested that weight loss initiatives can be an effective option for worksites since the design and implementation of such programs assist members in goal achievement.

Thomas Halloran (2017)

After the initial reading of the abstracts, the articles were read in-depththelabour laborthe  for pertinent findings that related specifically to improving workplace wellness and regarding the positive and negative outcomes of the programs. Companies define their wellness initiatives based on what they either have currently implemented or strive to achieve the shortly shortlyfavorably i. The Centre for Disease Control (CDC) provides a broader definition of workplace wellness by stating, “Workplace health programs are a coordinated and comprehensive set of health promotion and protection strategies implemented at the worksite that includes programs, policies, benefits, environmental supports, and links to the surrounding community designed to encourage the health and safety of all employees”.

Catherine Call, Robyn Gerdes, Kristen Robinson (March 2009)

This literature review reveals that there are two types of health and wellness programs – those that are easy to accommodate for persons with disabilities and those that are not. Programs and activities that are sedentary and take place on‐site in a meeting room (or online) are easy to provide accommodations for because they typically only require activities in which the person is already engaged (i.e., moving about the workplace, sitting, listening, etc.). For example, cigarette smoking cessation and weight reduction programs typically take place on‐site and can easily be adapted for persons with disabilities via sign language interpreters, Braille or large print reading material, adequate space for assistive devices, and/or simplified program goals. Persons with disabilities can participate in these types of programs with minimal changes to the program.

Ophelia Yeung and Katherine Johnston (January 2016)

Unwellness at work is not a new phenomenon, although the challenges have changed over time alongside economic transformations and the evolving nature of work. Historically, the health, safety, and well-being of workers have been shaped by the labor-capitallabortocapital-labor-capitaltheshortland relationship – the extent and theto labor wlaborabour is an essential and valued factor of production, the costs and risks faced by employers, and the “voice” of employees to argue for more rights. Many of today’s laws, policies, and programs that support workplace wellness originate from labourlabor labor laborovementslabor movements that sought to protect worker safety and health amidst the difficult working conditions that arose during the Industrial Revolution. For example, the first occupational safety and health legislation enacted in the mid-19th century in the United States and the United Kingdom mainly had a thatraithat railroad road, mine, and mill workers in mind.

Barbara Mazur, Marta Mazur-Małek (2016)

Wellness programs have been implemented and developed for quite some time already, especially in companies abroad. They become ever more present in Polish companies as well, yet the available literature – both foreign and Polish – is rather scarce. There appears to be a lack of sources thatto presentthatto tools to evaluate the effectiveness of worksite wellness programs in a synthetic and especially review-like manner. The research problem is to determine methods to evaluate the effectiveness of worksite wellness programs. Those programs are implemented in order to achieve two objectives: to enhance the employee’s well-being and improve the economic outcomes of the whole company. The issue of implementing and measuring a worksite wellness program’s effectiveness is then inevitable. The main objective of this article is to examine what kind of tools can be applied in the process of evaluating the effectiveness of worksite wellness programs. The article is based on a review and analysis of the available literature. The effectiveness of a worksite wellness program can depend on such variables as the employee’s gender, size of the company, or program type. The effectiveness of a worksite wellness program seems to depend as well on factors such as top management engagement and support, the settingg of clear objectives and achievable aims, effective communication, and measurement and evaluation procedures.

AIA Australia (27/07/2018)

More people are surviving cancer than ever before. In Australia alone, death rates have fallen by 24% in the past 30 years and 68% of all people diagnosed with cancer survive. But despite the incredible advancements and improvements to treatment, genomic medicine,, and the

well that-being immunology, cancer patients often struggle to get back to everyday life – even in remission. Cancer survivors experience a range of symptoms including anxiety as a result of fear of recurrence which prevents wellsetting-being them from returning to work and wellbeing, and up to 38% of Australians never return to work following cancer treatment. The program aims to:

• Identify the barriers preventing them from enjoying life and returning to work post-cancer, and
• Find solutions to overcome these barriers.

While concluding medical treatment is a significant milestone, the recovery doesn’t stop here. A cancer survivor’s journey back to life, work,  employees and wellness continues well beyond their discharge from care, and there needs to be more support provided during the treatment and transition phases.

Madeline Fry (07/27/2018)

Wellness in the workplace can take the form of a variety of health-related perks: Everything from standing desks or complimentary personal fitness trainers to health screenings or bananas in the break room. At firstworkfirst work financially financially viewed strictly work financiallyas a cost-saver for businesses, the $8 billion corporate wellness industry is growing off its newfound reputation as a cultural differentiator.

Businesses can’t legally require their employees to engage in wellness programs, but there’s nothing stopping employers from tying incentives to initiatives. The effectiveness of even incentivized wellness is still up for debate, however.

But workplace wellness has found staying power because of its impact on worker satisfaction. Many companies roll out wellness initiatives through partnerships with third-party firms. The company offers perks such as healthy food in the kitchen, a seven-minute meditation before team meetings, one-on-one fitness and nutrition coaching, and guided meditation. Employees even get an annual allowance that they can use for anything from gym memberships or personal training to yoga or new hiking boots. It also brings in quarterly speakers to discuss emotional, mental, physical, and spiritual well-being.

“They aim to support our team members in reaching their personal best,” says co-founder Randy Eisenman. “They believe this effort significantly improves their lives and helps drive the long-term success of our business.”

Jenny Callison, (Jul 13, 2018)

Wilmington-based nCino is implementing Momentum onUp, a program designed to get individuals more knowledgeable about their persona, and finances and encourage them to set goals and make a plan to achieve them. While the onUp program is available to anyone online, the SunTrust-branded Momentum on Up package is designed for companies to implement with their workforce.

“When employees have a greater sense of control and stresslessover their lives, they feel more motivated, less stressed at workfinancially confident employees todayfinanciallytoday financially confident employees and have better relationships with their employer. This leads to increased productivity and reduces the number of stress-related issues on the job,” said Natalia Moose,

She describes Momentum on Up as a “holistic financial wellness program” designed to help employees feel a sense of empowerment over their finances and future. “nCino is doing this for all the right reasons,” said Sandra Spiers, SunTrust Bank’s Wilmington city president. “Having financially confident employees makes such a difference in their lives and therefore such a difference in the employee at work. Financial stress is one of the worst types of stress in US employees.

SunTrust found its way to the on Up program after recognizing a problem among its employees, Spiers said. Employee turnover was higher than the company wanted, and employstresslessstressed stressed were stressed stressedsetting needed stressedsstressed about finances.

“The bank decided to be a purpose-driven bank, lighting the way to financial well-being,” Spiers continued. “We knew our employeesthatemployeesemployees that employees and  help. Internally, we started the on Up Movement and incentivized our employees to take financial literacy courses.”

“They come out of college and don’t know about [savings and investment] products,” she said. “People used to have pensions; nowadays, companies don’t have that.”

The results from SunTrust’s internal on Up deployment were so encouraging that the bank purchased the on Up company and hired its head. It branded a workforce version of the program, calling it Momentum on Up, and began rolling out the program to its clients at cost.

“It helps you retain employees,” Spiers said about the tool. “If [employees] are stressed, this program helps them become less stressed. It makes ‘fiscal fitness’ part of their benefits package.”