Conduct an interest survey and establish a health and wellness committee before launching a program. This will help you gauge interest and find out which initiatives and activities employees are likely to participate in. Consider building a culture of health and wellness in stages. When employers offer too much programming all at once, it usually has trouble getting off the ground; interest and participation wane, and the program is thought to have failed. To ensure this doesn’t happen, consider implementing one or two targeted programs in the first year—it’s a much more focused and reasonable approach, which can be very successful in terms of interest and participation.

How do you make a business case for financial resources to pay for a health and wellness program? Employing a strategy that helps you fund a health and wellness program with premium contributions from non-compliers is a good place to start. Leveraging your health plan’s health and wellness resources is another option. Most health plans offer and support health and wellness programs. Speak to your employee benefits consultant about identifying health and wellness resources, maximizing assistance, and minimizing cost. If you still have doubts about the financial investment required to implement a health and wellness program, consider the long-term benefits. A healthier workforce means fewer sick days, higher productivity, and a happier work environment.

CDHPCoach’s Storage Facility, where the Coach has organized and compiled a vast amount of tools and resources for you to access.

Housed here are key components and information within the book, Bend the Healthcare Trend which was the impetus behind the CDHPCoach.