Wellness Assessments

Creating a Workplace Wellness Program need not be expensive, but will require the commitment of some financial resources. If possible, include the Workplace Wellness Program in your organization’s annual business plan and budget as you do for other efforts important to your organization’s success. 

How much to budget for the Workplace Wellness Program? 

There is no one-size-fits-all formula for beginning a Workplace Wellness Program that results in improved employee health. Organizations differ in how much money they need and how much they can make available for the Workplace Wellness Program. Consider the following common expenses in developing an adequate Workplace Wellness Program budget:

 

      • Workplace Wellness Program staffing costs (either internal salaries or consultant fees)

      • Workplace Wellness Program data collection costs (including health risk assessment costs, if relevant)

      • Workplace Wellness Program incentives for healthy behaviors (such as discounts on premiums for non-smokers)

      • Costs of Workplace Wellness Program Strategies to be started (such as costs of covering tobacco quit medications or costs of subsidizing healthy foods in the cafeteria or vending machines)

      • Workplace Wellness Program administrative and communications expenses 

In times of tight finances, be prepared to justify your requested Workplace Wellness Program budget. Arm yourself with data on potential short- and long-term outcomes of the proposed Workplace Wellness Program Strategies. Itemize the Workplace Wellness Program expenses of past initiatives and share projected expenses for initiatives planned for the upcoming year. 

Sustaining Workplace Wellness Program Funding 

A dedicated Workplace Wellness Program line item in your organization’s budget makes it more likely to be regarded as a need, rather than as a “nice-to-have” amenity that could be cut when funds run low. 

One of the best Strategies for ensuring continued financial support for the Workplace Wellness Program is frequent communication to upper management, including: 

      • How many staff members have you reached through the Workplace Wellness Program? Has morale increased? Have health risks decreased, e.g., fewer staff members using tobacco, more staff members active?

      • How well are you managing the Workplace Wellness Program resources you’ve been given? Where and how has your budget been spent? Keep track of the staff time required for each initiative and be able to present the numbers at any time.

      • Anecdotal Workplace Wellness Program success stories from staff members. Don’t underestimate the power of a good story to put a human face on your success. 

Additional sources of Workplace Wellness Program Funding 

If required, have the individuals responsible for beginning a Workplace Wellness Program look for ways to supplement available internal funds. Are there grants or other funding available that can help support your Workplace Wellness Program ? What community Workplace Wellness Program resources could you use to meet some of your needs?