Your budget has been approved. You have executive support. You have the data of the programs you’ve designed that are going to be the best for the company, and you are ready to start putting the programs into action.
Now it is time for you to get started. But before your programs are put into action, you need to do one of the most important steps toward achieving success with your programs: You need to market them to the employees of the company.
Corporate wellness is as much about marketing as it is prevention. Even employees that believe in your program are going to need the motivation to start using all the services they can benefit from. Marketing your program is a huge part of being a corporate wellness coach. The more you can convince employees to use your programs, the more successful your programs will be.
Start Marketing – Choose an Identity for Your Program
Your first step in deciding on how to market your programs is to give all the programs a single identity. The identity you choose for the programs must be in sync with the current culture of the company. You want to give it an identity that is positive, upbeat, active, and interesting. You want to give it an identity that will attract employees toward using all the program’s offerings.
Benefits of Having a Program Identity
Program identities are one of the most important parts of promoting your wellness goals. Benefits of giving your program an identity include:
- Identities make it easier for your programs to be a noticeable part of the culture.
- Identities allow the program to feel more permanent within the company.
- Identities make it harder for the company to cut the program, which is to your benefit.
Identities have several advantages that make it easier for you to create, brand, and market your programs. Also, centralized themes show employees how all the programs are interconnected, because your goal as a corporate wellness coach is to show employees how complete wellness is important, rather than having them pick and choose which random programs to participate in as though they are unrelated.
How to Come Up with Your Program Identity
If you are certain that you have a good program identity already based on what you know about the company, you may want to run with it. However, the best program identities are the ones that the company itself helps to develop.
Your wellness committee is one option. If you can get them to all rally behind an identity, then it will be easier to get their support when it comes to changing company culture. However, there is no reason just to limit identity creation to the wellness committee alone. You can also see if there is a way to work with all employees in the organization to come up with a good identity for your program. The more people that participate in creating the program brand, the more people will support the program (and know about it) when you launch it within the company.
One option is to hold a contest that is open to all employees within the company.
- Make sure all employees know about the branding contest. Submit it to employees with information about wellness (so that they understand both what the brand is supposed to represent and start to get a taste of what wellness is going to offer them) and tell them that their identities should fit within the company culture, either with the objective of the company or how the company views itself. Make sure they see examples so that they know the kind of identities you are looking for.
- Offer a good prize for the contest, with lesser prizes for the two runner’s up. That way if the employees have ideas that they know probably won’t win, they’ll still submit them because they can win the runner up prizes.
- When the winner is announced, make sure that you submit the winning idea to all of the employees you can, and start to show them examples of how their program identity is going to be put into action. Use every part of this contest to get the employees excited about your wellness campaigns.
Working with either your wellness committee or with employees in a contest form is a good way to make sure that the company itself is rallying behind your corporate wellness program, and it’s also a quick and easy way to start marketing the company’s program before you have even begun to put the program in place.
Once You Have the Name
After you have the identity of the program, you should use it throughout the remainder of the program and try to relate everything back to it. It is also a good idea to give it its own logo, as though it is a business within the business. Your job is to make it a recognizable part of the company to ensure that employees use it, management supports it, and everyone understands its presence. Its identity should be tied into every program you put in place.
Next Steps in Marketing the Program
Once you have chosen an identity it is time to start marketing the program. Marketing may be one of the most difficult and most important tasks that you will undertake. It’s not just a matter of spreading the word to everyone in the company. It is spreading the word, getting them excited about the programs, and making sure they understand how they can benefit them.
Your first step is to notify all the employees about your program. Email is best. Reaching everyone through email is a good place to start, because it not only ensures that you reach everyone, but also gives them a reason to discuss the programs before you have made more personal announcements.
It’s always a good idea to notify them of the program long before it is going to launch. Create a buzz within the company. You want people talking about it, thinking about it, and curious about it.
The best time to start creating that buzz is when you send out the interest surveys to all the employees, since you are already contacting them anyway and will help to show them why their opinions matter.
As you get closer to the launch date, you can start supplying employees with information about the programs that you plan to launch. Be sure and let employees know about the incentives you are offering as well, because that will get the interested in finding out more to cash in on those incentives.
Employees should be allowed to register before the date of any programs that require registration and should be sent email reminders before the official launch date. If you have department heads on your side, be sure and encourage them to not only participate in the program, but also notify their staff about how important it is that they participate as well.
How to Create Awareness
Throughout your marketing plan you will need to create awareness of your programs within the company. Employees will come in and out, some will get busy with work, others will simply forget – unless you are constantly creating awareness of your programs within the company, you are going to have a hard time keeping participation high.
At the same time, you do not want to make employees feel that you are forcing them to listen to you. Rather, the best thing to do is find ways to keep employees aware and educated about your programs and look for interesting ways to change the company culture so that more and more individuals find the idea of wellness to be an exciting one.
Standard Awareness Methods
There are a variety of ways to create awareness that are going to be beneficial towards convincing employees they will benefit from your programs. Most standard awareness methods are cheap and easy, and as the coach, you should use any avenue possible to make sure that employees know what programs are being put in place.
Some of the free/low-cost methods include:
- Emails sent to the entire staff.
- Payroll inserts that are included with their salary check.
- Memos and other print methods that are delivered to each employee.
- Pamphlets and bulletin board notifications
- Private Facebook group
These are the most basic, least involved methods of communicating your program. They have a number of benefits. First, they are cheap and easy to implement, so you can easily utilize any of these methods in place of one of the more costly or time intensive methods of creating awareness. Second, they allow you to give it a good marketing spin, and ensure everyone receives the same information. Third, you can be certain that you are reaching every employee – or at least making it available without them feeling forced to listen.
However, there are some downsides to these methods as well. Emails can be easily deleted and memos quickly ignored, so even though it may seem like you are reaching every employee, it is quite possible that your message is not getting distributed as you would expect. Not even the most effective method in the past – payroll inserts – works as well anymore now that direct deposit is the norm in most businesses. These types of communication methods also tend to feel impersonal, and may not receive much attention even by those that read them.
Because these types of paper/impersonal methods don’t always receive the response that wellness promoters like, another traditional avenue that you may decide to take as a corporate wellness coach is some variation of an in-person method. There are plenty of ways that you (or someone you appoint) can speak to employees directly.
Their pros and cons are as follows:
Individual Face-to-Face (Personal) – The most effective method available for getting your wellness message and ideas across would be for you to arrange a face-to-face meeting with each employee. The meeting doesn’t have to be long, but a quick discussion with the employee about the merits of the program, as well as allowing for questions, comments, concerns, etc., is likely the most effective way to both ensure that the individual listens to the message and help to change company culture. The only downside to this method is that it becomes more and more difficult as a company becomes larger.
Individual Face-to-Face (Wellness Team) – The next best method would be arranging face time with individual employees and allowing your wellness team to help you reach all the employees in a large company. This allows you to greatly increase your reach while still taking advantage of the face-to-face benefits. The downside of this method, however, is that not all your wellness team may know how to carry the message correctly, and many may not be equipped to answer questions or provide the type of active support you were hoping for.
- Individual Face-to-Face (Supervisors) – Another option is to have supervisors and department heads visit the individuals for you, to increase your reach even further. One of the extra benefits of this is that when the employees see someone in a position of strength telling them about the program, they are more likely to listen. The problem is that not all department heads or managers may be behind your programs as much as you like, and you will not know if someone is incorrectly or poorly disseminating information.
- Meeting Announcements – Another option for you to consider is the idea of scheduling informational sessions or announcements during company meetings. This allows you to make sure that all the employees are in one place, and that you can provide the message yourself (or through your wellness committee), without the time constraints of meeting with everyone individually. Group meetings are less personal than in person meetings, so the retention level will be weaker, but they can still be quite beneficial.
- Large Company Meetings – Companies that have large meeting halls that are large enough for the entire company to attend may also be beneficial. It can be difficult to get participants out of work all at the same time, and even harder keeping their attention, but these large meetings do a good job of affecting company culture as it relates to wellness and may be more cost efficient depending on the company.
- Multimedia – MP3s, Apps, YouTube videos – there are many ways you can try to use multimedia to get your message out there if you are unable to be there in person. Like with emails and traditional paper methods, there is an issue of distribution or adaptation, but the presentations themselves will feel more personal and can give you a greater reach to the employees.
Any time you can present something in person (or through a knowledgeable wellness supporter) to the employees you are going to get a greater response. Company size, satellite companies, and other issues may arise that make that more difficult, but ideally if you can speak to employees on a more personal level, you should try to take advantage of it.
Non-Traditional Awareness Methods
As the coach, you will find that traditional communication methods are effective, and depending on the company and its culture, it may be enough to get your message across. However, while traditional methods may be easier, non-traditional methods can have more of an impact. Non-traditional methods will allow your program and its marketing campaign to stand out, and if you do a good job getting the message across you will find that retention is much better.
Non-traditional methods are tricky, however, because although the newer the method, the less well known its outcome. But if you can hit on the right new and interesting method, you will find that the impact is considerably greater. Some examples of non-traditional methods include:
Health Fair
Creating a large, interactive health fair may be difficult to organize, but it can have a lot of benefits. You have the potential to reach a lot of employees and help associate your programs with a fun and inviting time, involving games, contests, and whatever else you can dream up. Health fairs can also last all day so that employees with fixed schedules will have more time to come, and at these fairs you can answer questions and create signup sheets for some of the programs you offer.
Games/Puzzles
WELCOA suggests that logic puzzles may be a great way to capture attention as a corporate wellness coach. People love puzzles, games, and interactive things they can solve. You can also find some logic puzzles that relate to wellness, so that they serve as an informational tool as well as a fun awareness activity. You can also see if an inexpensive game can be programmed to give the employees a fun break from work while increasing their desire to learn more about wellness.
Social Media
Social media has taken off online and can be a great way to disseminate information in a fun and interesting way. For example, employees can subscribe to a wellness Twitter account that updates with thoughts, ideas, updates, etc., and can also pose questions to all the employees in order to get feedback and increase involvement. Facebook Groups are also a new feature for employees that use the website, and if the company has its own social media, you can utilize that as well.
YouTube Channel
A YouTube channel is a great way to give an “in person” update to what’s going on in wellness, information on wellness programs, how to utilize the wellness programs and much more. Registering to YouTube is free, and it’s possible to create relatively high-quality videos with something as simple as the latest cell phone or digital video device. YouTube channels give you an opportunity to give employees a more interactive way to learn about your programs. Here’s NESTA’s YouTube Channel.
Start a Blog
You can also start a blog, which will allow you to disseminate not only your thoughts and updates, but also any pamphlets, links to interesting information, YouTube videos and more. Blogs are easy to run, and it’s possible to get all (or most) employees to subscribe to various feeds so that they can receive and check out each blog post when you update it.
Electronic Message Boards
Although these have been around for a while, they still exist and can even take the form of a Facebook group. Setting up an electronic message board or forum is relatively easy, and many websites provide either free or low-cost forums that are available to use within the company. This will create discussion, a buzz, and the ability to gain constant insight into what the company is thinking and feeling about what you have decided to offer them.
E-Learning Tools
E-Learning can act as both a wellness tool and a wellness awareness method. There are several “online classes” that are available to learn about how to stay healthy, keep fit, stop smoking, etc. These E- Learning classes can be a part of your wellness campaign but will also play a role in helping employees understand the purpose of wellness and educate them so that they choose to use what has been made available to them. You will learn how to develop these program within this part of your training.
Contests
Contests, with prizes, are another way to create a buzz about wellness in the workplace. People love contests, and if the prizes are beneficial, you will find a lot of employees participating with the hopes of winning – and likely allow them to learn about wellness in the process.
When you work as a corporate wellness coach, feel free and use your imagination, especially if the tool you are using is low cost and easy to implement. There are several different non-traditional options that may help you create and maintain awareness, and exploring these avenues can go a long way toward helping you create programs that the employees will enjoy participating in.
Health Risk Assessments, Employee Surveys, etc.
Finally, your health risks assessments (and any other surveys you conduct) in general will help you market your wellness campaigns. With the risk assessments, employees will start to learn that you have wellness programs in place, and while you may not have the data yet to give them complete details, you can use the surveys as an opportunity to create a buzz about what the workplace might offer in the future.
Creating a Strong Corporate Wellness Culture and Support
Finding ways to market and create awareness of your programs is only the first step. You will also need to change the corporate culture to one that supports wellness throughout. The more the employees talk about and encourage wellness, even in their body language, the more your programs will become something they remain interested in.
You must also have the company behind everything you enact, including putting into place policies that allow you to support your wellness message.
Supportive environments for wellness occur in two ways:
- The company itself ensures that what they offer is targeted to encourage wellness.
- The employees are sufficiently excited about the idea of wellness to use what’s provided to them.
Unless you can create both, you are going to have a hard time achieving success with your programs, no matter how well they are tailored to the company.
Company Support and Policies
Your first step is to work with the company to create policies that support your wellness programs. Wellness campaigns that do not change the policies within the company are going to be accidentally undermining the programs simply in their behaviors. For example, if the company is encouraging people to bike to work, but do not have any place available for employees to put their bikes, they will have a hard time encouraging employees to bike. Similarly, if the company is trying to support anti-smoking campaigns, but allows constant smoking breaks, or allows smoking inside of the company’s walls, then it is going to be hard to encourage employees to learn to stop smoking.
Policies do not have to be limited to banning specific behaviors either. You can also create a reimbursement policy for various activities. One example is that you encourage employees to join a gym and tell them that they will be reimbursed for their gym costs on a per visit basis – meaning that if they attend a gym say 8 times a month, their entire cost will be paid in full by the company. If they only go 4 times, half of the gym membership will be paid, and so on.
Policy changes are the easiest to implement, cost the least to the company, and have the potential to bring in major changes. Here are some of policy examples of changes that you can make as a corporate wellness coach:
Fitness Policies
You cannot force employees to exercise. What you can do is create policies that strongly encourage them to exercise. You have the option of adding on-site fitness equipment and having the company cover the cost of protein drinks or some other type of reward for exercising. You can also support cyclists, by changing your policies to reward those that bike, run, or walk to work. If the company pays for a parking space, anyone that bikes to work can get that money added to their paycheck. Many fitness policies can be put in place to promote healthy fitness.
Smoking Policies
It is hard to convince people to quit smoking if there are a lot of policies in place that reward individuals for smoking. So, you can start by banning smoking from the building – possibly banning it from the site of the company as well. You can also ban smoke breaks for those that are addicted, so that non-smokers are not being punished for staying indoors and getting the job done.
Of course, you should also provide plenty of options to help people quit, possibly reimbursing programs that are designed to get smokers off tobacco. There are some companies that have put policies in place that don’t hire employees that smoke, but some states have outlawed this practice. Regardless of state laws, changing your policies to discourage smoking is an important first step towards ensuring you can help people quit and see more noticeable results.
Nutrition and Obesity
Obesity is about physical fitness and nutrition combined, so in many ways you will attack both with the same policies but teaching healthy eating habits is only one step in proper nutrition. You also need to change company policies to promote a wellness environment. If the company has a cafeteria they need to switch to healthier foods. If the company has vending machines, healthier food options should be made available. You can also take company meetings to healthier restaurants and even put into place the option to have only healthy, nutritionally sound food at all work functions (37).
Occupational Safety
Ideally the company already has occupational safety hazards in place, especially for manual labor jobs. Ensuring that all employees lift properly, for example, is so important that few companies allow their employees that level of recklessness.
But what about occupational safety in the digital age? Companies can initiate policies that change all keyboards, computer mice, and even company changes to be ergonomically friendly, reducing the risk of things like carpel tunnel syndrome (a major problem in computerized workplaces that drastically cuts down on productivity). As the coach, you can also make sure that the safety checks of all equipment, heating, etc., are all completed and receive regular checkups.
Substance Abuse
If the company doesn’t already have a “no substance abuse” policy in the workplace, it is easy to implement and can easily be put into place. You do not necessarily want the company to be seen as “in charge” of what employees do in their spare time, but a no tolerance policy for drugs and alcohol at work combined with considerable amounts of information and counseling can go a long way towards helping any production drops due to recreational drug use/abuse.
Stress Management
It often gets lost in the shuffle, but stress management is arguably one of the most important investments you can make. While it may not always create as much ROI for the company, a low stress workplace is a low turnover, more excited workplace that may have intangible benefits in the long run.
Policies that help with stress management are often based on company specific needs. Sometimes the employees need more structure, so re-organizing the company’s management structure so that each employee has one clear supervisor may be useful. Other times the policies may need to be more environmental. Finding new ways to allow employees to feel more relaxed in the workplace is important.
Policies may be of a more relaxed nature as well. If the company is strictly digital, perhaps easing off of workplace dress code rules may be useful. If employees are struggling in the morning, it is possible to allow a more relaxed work schedule provided the work gets done.
Also, policies can include stress management training to all supervisors and managers to ensure that they understand how to properly handle each employee. The company may also require management to attend yearly classes to ensure that they are handling stress management correctly. Stress management policies can be tricky, but they are absolutely beneficial and will help create a more harmonious, healthier workplace.
Other Policy Changes
It is okay to be creative when you come up with policies as a corporate wellness coach. For example, WELCOA discusses the idea of a stairwell program that encourages people to take the stairs and supports that policy by changing the stairs to make them a more enjoyable experience by adding music, signs, and so on.
These types of creative policy changes can make improving corporate wellness much easier, as the policies generally take little to implement, make a big difference, and help change the overall culture within the workplace.
As a corporate wellness coach, changes in policy will be some of your greatest weapons. Good policy changes that aren’t met with resistance within the company can help change its culture as well.
Changing (Improving) Company Culture
When you work as a corporate wellness coach, changing the policies and placing wellness programs in place is only one step of the process. The other step is to make the culture one that encourages, rather than discourages, healthy living.
The difficulties you will experience as you try to change the culture are primarily based on how wellness is currently viewed in the workplace. The more resistance there is to the idea of engaging in wellness activities, the more of an intervention you will need to create a healthy wellness culture.
Changing the company culture is something that will take place gradually. Here are just a few examples of the steps you can take to start to introduce a more wellness-oriented culture to the workplace.
Get Executive and Management Participation
It is vital to get support from management if you hope to have your programs implemented in the workplace. It is even more important for company wellness, however, if management is also participating. Some of the management team may be putting on a supportive face but actively avoiding wellness behind the scenes.
How management feels about participating in the programs will rub off onto other employees. Similarly, employees will be more likely to go to some of the programs and take advantage of them if they know management is there. It will allow wellness activities to become both a way of getting healthier as well to try to gain more support from the management staff.
Work hard to try to promote activities within management and make sure that the company is actively finding new ways to engage all employees, regardless of rank within the company.
Use Creative Incentives
Incentives themselves are important for driving up participation within the company, but interesting incentives will also create a buzz about exercises. Finding new and interesting ways to reward employees that take advantage of the program will get these same employees talking to each other about what is on the table and what they can receive. The more employees are talking about wellness, the more the culture will be one that encourages it.
Use Signs and Positive Marketing Messages
The CD once did a research study about whether signs can improve activity within the workplace. They found that adding signs to stairs increased participation and excitement about using wellness services.
The signs themselves could be inspirational, funny, health related or factual. All of them were shown to have an effect when properly placed around the stairs. Signs may be subtle, and while not all employees are going to actively read each sign and feel uplifted by their message, putting them around the workplace will go a long way towards showing the company is dedicated to wellness culture.
Provide Knowledge Factsheets
Another option to consider is the idea of changing culture through a “scared straight” philosophy. By improving knowledge of wellness within the organization, employees will likely shy away from behaviors that don’t promote wellness.
For example, if you distribute pamphlets that warn about the danger of eating fast food regularly, then the entire company will know how bad eating fast food can be for them and will be less likely to go get fast food together as a group. If you warn employees about the danger of taking the elevator every day and the benefits of taking the stairs, then employees will shy away from the idea of taking the elevator simply because they know that everyone in the company is also aware of how much more stairs can be beneficial.
Knowledge itself will change your company culture. As a corporate wellness coach, a lot of your programs are going to be focused on activities. Yet any opportunity you must change the basic knowledge of the employees will help you also change the culture within the company.
Gain Family Involvement
Improving the company culture of wellness can start at home as well. Family involvement is already an important part of wellness, The more a family participates in wellness themselves, the more the employee is going to be actively taking advantage of the programs.
Try to find ways to involve spouses and family members of employees. Allow them to take advantage of the programs as well so that employees have partners, they can share the experiences with. An employee may be supporting wellness programs at work, but if they are not bringing wellness home with them, they may get burned out of the wellness process. Involving the whole family will keep wellness on the minds of each employee.
Keeping Wellness Programs On-Site
Another way to change the culture is to keep as many of your wellness programs on site as possible. The visual image of what you are doing to promote wellness will, in turn, keep the employees motivated about making these wellness changes.
On-site programs also allow businesses to get creative. Imagine how effective it will be promoting wellness if all employee evaluations took place while walking on a treadmill. Anything that can be done to show employees that awareness is being promoted will continue to build a culture that supports and engages in wellness activities.
Partner Off
One of the best ways to motivate people to make wellness changes is to keep them accountable for what they do (41). One way to keep them accountable is to allow employees to have wellness partners, and then create incentives that require them to come together to reach their goals. Employees will have to motivate each other to take advantage of wellness programs, because if one falters, the other loses out on the incentive. You can also do this in larger teams or groups.
Competitions
Finally, competitions are always a good way to create a wellness centered environment. In some cases, these can be competitions that are designed to motivate (37), and are being used as an incentive to improve participation. But competitions may also be inherent. For example, starting a company-wide softball team is not only a wellness program, but also allows employees to discuss the sports they are participating in (another effective way to improve company culture).
Creating and managing programs as a corporate wellness coach is important. Without good programs, the company is going to be unlikely to receive any return on their investment, and the employees will not actively engage in enough of your work to see any noticeable results. Yet the programs themselves may not be as important as creating a culture that approves, appreciates, and uses these programs. Wellness culture needs to be a part of these employee’s daily lives, and changing the culture is one of the only ways to do that.
Starting a Pilot Program
As a corporate wellness coach, some workplaces are going to give you a lot of resistance. No matter how much you try to convince them that wellness should be a part of their culture, employees would often rather live their own lives without any intervention – especially by the place that they work.
If you find you are working with a company that appears to be putting up a lot of resistance towards your programs, you will need to find ways to make them accept the programs more easily. One idea is to start a pilot program before launching into actual worksite wellness.
Why a Pilot Program?
Pilot programs are a great way to address concerns – especially if these concerns are among management, whose support you need the most if you hope to continue your work. Pilot programs should be a type of intensive health management program – not a QWL program, and likely not a traditional program – that is designed to show how the tools that you are putting into place are going to create not only healthier employees, but also ROI for the company.
Pilot programs should take elements of your other programs so that it can be pointed to as an example for how wellness is going to improve your success. Pilot programs do need to be extremely intensive – and they need to be the types of programs from which you can generate real, concrete data. You can then use your data to prove why you deserve funding and support for your programs, so that you can help to rally management behind your ideas as a corporate wellness coach.
Who Should Participate?
You have the option of choosing how you want to run your pilot programs. One option is to do a pilot program that involves detractors as well as supporters, so that you can show detractors how these programs can benefit them. Another idea is to find a mix of employees that creates a representative sample of the worksite population, so that you can show how the benefits affect the employees from the top down.
Finding participants is not quite as important as being able to achieve measurable results, but you should search for participants that will take the idea of wellness seriously and be willing to commit to the program for at least 18 months.
Pilot programs are also beneficial for improving company wellness culture; because participants in the program are going to be spreading the word about its benefits, and the employees will start to get excited about the idea that wellness is going to become a part of their company. You should also see if you can take on a budget that allows employees to continue to volunteer after starting the program, and if you get enough support, you may be able to convince management to allow you to continue with your programs even if your results are not as noticeable as you had hoped to achieve.
Keeping Communication Open After Launch
Once you have launched your worksite wellness program, your job marketing the benefits as a corporate wellness coach is not over. You will need to continue to market the benefits of wellness to keep employees motivated to make major life changes.
You should stay in constant contact with employees and your wellness committee from several reasons, including:
- Receiving company and employee feedback regarding your program choices
- Finding subjective assessments about company wellness culture and what can be done to fix it
- Sending out news about new programs, changes to old programs, etc
- Keeping everyone talking about and thinking about wellness in their work life
- Encouraging employees to continue to continue to use the programs available to them
You can choose how you want to communicate. You can use traditional methods like memos, signs, etc., to keep in touch with employees about wellness, or you can consider taking advantage of more new age methods, like creating a Facebook group, starting a Twitter Account, or using YouTube. You can also see about creating company events that you market, and at these events stage rollouts of new ideas or get feedback about old ones.
Remaining in contact with employees is going to be an important part of marketing your wellness. Once the programs are launched you should continue to make the presence of both you and your wellness committee known so that employees never put wellness on the back burner as you continue your work.
Final Thoughts on Promotion and Launching Your Worksite Wellness Program
In an ideal world, employees would already be motivated to take advantage of any wellness program their company offers, regardless of current life habits and company culture. But this is not an ideal world, and wellness itself has been pushed to the back of people’s minds in favor of instant gratification.
Part of your mission as a corporate wellness coach is as much about creating effective programs as it is about marketing these programs to individual employees. The more employees, managers, and executives you can convince to use these programs, the more success the programs are going to have.
Take the time to make a quality marketing campaign. Choose a good tagline for the company and do your best to market the campaign to the employees not only before you start your wellness campaigns, but during the transition to wellness culture as well.
Marketing wellness with give you greater results, which in turn will improve the health of the workplace, increase ROI, and help you continue to get funding to develop greater levels of wellness in the workplace.
Here are your education courses which are most relevant to this topic:
Corporate Wellness Coach Certification
Integrative Health Coach Certification
Wellness Coach Certification
Master Health and Wellness Coach Certification
