Wellness Assessments

• clearly communicated vision and mission

• clear and accurate job descriptions

• supportive appraisal system

• staff member empowerment through decision-making, pace of work and connection to corporate goals, (on-line tools that connect to goals such as Baxter Healthcare)

• two-way communication training

• ‘no lunch hour’ meeting rules unless it is a lunch ‘n’ learn

• rates of absence and attendance program

• career tracking, (on-line tools like Pfizer)

• continuing education

• job rotation, special project assignments

• time management and interruption management

• innovative ideas program

• change and complaint process

• email guidelines

• technology courses and assistance

• vacation useage

• shift work rotations and breaks

• conflict management skills

• handling negative attitudes workshops 

Occupational Wellness Strategies: Management Training 

• scheduling

• incentive and recognition Initiatives

• workload impact

• communication and feedback skills

• conflict management skills and support skills

• priority setting

• all of which are apart of the four employment relationship factors (trust, commitment, influence, and communication – from Canadian Policy Research Network) 

Occupational Wellness Strategies: Contributions and Benefits 

• massage – try an worksite massage therapist or seated massage breaks

• orthotics

• orthodontics

• fitness subsidies

• education subsidies

• cessation and weight control partial reimbursement incentives

• safety shoe reimbursement

• out-of-country coverage

• vision care

• alternative therapy coverage   

 

Occupational Wellness Strategies: Building Support

• fitness breaks and stretches

• team challenges

• corporate sport teams such as soccer, volleyball, and hockey

• use employees who are in-house experts e.g., gardening, yoga, construction

• celebrate birthdays, anniversaries – other significant dates and achievements

• 5 minute catch-up at beginning of work week

• pot lucks and food for meetings

• green room for time outs and regrouping self

• encouraging face to face communications

• learn names 

**The creation of health or harm within an company depends on how work is managed.  Workplace Culture Strategies must address high demand/low control, high effort/low reward, fairness, purpose and trust.