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Internal Proposal Report – Workplace/Employee Wellness Program
MEMORANDUM
TO: Michelle Marie
FROM: Human Resources Assistant
DATE: November 7, 2022
SUBJECT: Proposal for a Workplace Wellness Program
This message is intended to solicit support for a plan to create and implement a workplace wellness program at Admir Ltd. Recently, the CEO solicited suggestions for increasing morale in the workplace. Both the memo and the statement called for non-monetary incentives to be implemented in an effort to increase staff enthusiasm and productivity. In response to this request, I have prepared a plan for a corporate wellness program that will increase both employee health and productivity.
Purpose Statement
The goal of this proposal is to introduce a plan to Admir Ltd. that will promote staff health and morale. This proposal outlines the various aspects of the program that are under consideration as well as how the organization ought to address these aspects. Additionally, a review of the perceived benefits, as well as expenditures associated with the program, is presented here. This is the preliminary plan for the suggested adjustment, and the advice it contains ought to be taken into consideration for a more comprehensive report on the introduction of a wellness program at the workplace.
Problem Statement and Qualifications
Over the past five years, Admir Ltd. has seen a significant amount of employee turnover. Even though they were offered competitive wage packages, many employees were unmotivated to show up for work, as noted in the message sent out by the CEO. Further analysis of the personnel at the organization revealed that the vast majority of workers suffer from burnout and do not have a healthy balance between their personal and professional lives. Considering that Admir is a technological firm, the vast majority of its employees spend their days seated at their computers. This behaviour, which has been linked in the past with high obesity rates both within the company and abroad, is a concern at Admir (Yarborough III et al., 2018). Employees have also mentioned that there are not enough reasonably priced food options for lunch, which is why the vast majority of them have decided to bring their own meals from home. This has been largely due to the fact that the location of the company offers very few options for food that is both healthy and economical.
The current approach addresses the aforementioned concerns that affect the well-being and motivation of staff members. As the assistant of human resources, I have experience in the administration of programs to motivate employees; thus, I am prepared to design the program that is being offered. In addition to this, I have had lengthy conversations with members of our employees and conducted polls to gather feedback on ways in which the working environment might be enhanced. As a result of the fact that the topic of my research for the graduate project was the workplace of millennials and how to increase motivation, I did a great deal of research on the issue as well as the potential remedies. Due to my expertise, I have the qualifications necessary to design the wellness program that is outlined in the following paragraphs.
The Employee Wellness Program
The promotion of a healthy way of life among workers for the purpose of increasing productivity is the objective of corporate wellness programs in the workplace. It is essential to have a solid understanding of the facets of corporate wellness that are associated with the numerous components, such mental health, physical fitness, and healthy feeding. The employees are more likely to be motivated by wellness initiatives since they encourage positive behavior among staff members (Song & Baicker, 2019). Our company has an obligation to have an understanding of this essential faction. The workers need to be aware that this is a culture that they are expected to participate in, but they shouldn't be under the impression that they would be coerced into doing so. It is a disposition that is linked to the accomplishment of one's goals in terms of effectiveness and production.
Employers often implement employee wellness programs in an effort to not only improve the overall health of their workforce but also to assist specific workers in resolving issues that are related to their own personal health. The business may choose to implement mandatory employee training, organize staff seminars, or even collaborate with a third-party supplier who provides a wide range of health programs. Employees are extremely important assets for any organization, and ensuring that they are in good mental and physical health enables the company to get the most out of those employees (Dailey et al., 2018). In most cases, a firm's productivity and earnings are directly proportional to the degree to which its personnel enjoy good health and well-being. The majority of businesses are aware of this, and they are willing to invest money in training programs of this kind.
According research, wellness programs have some special advantages attached to them. For example, stress is likely to decrease at work (Lowensteyn et al., 2018). Employers are responsible for ensuring that workers are in a structured environment that fosters productivity and effectiveness. Employees who work in a relaxed environment are more likely to be creative and innovative because they have more time to experiment both inside and outside of the company. Such skills can influence the organization's worldview to address societal issues and make it helpful. Effective delivery is linked to an environment where people may work in large numbers without feeling under strain. It is a tendency toward critical thinking that lowers absenteeism.
Establishing and Designing a Wellness Program
The wellness program that is being considered will offer solutions for maintaining mental health, physical exercise, and healthy eating. In order to keep employees motivated and to support their overall wellness, I feel it is necessary to address all three of these dimensions.
Creating and administering a program to promote health and well-being among workers is an important step. When launching and shaping a health and fitness initiative, it's important to keep the following in mind. To begin with, it is fruitful to perform an evaluation. A venture of this nature tends to deliver data based on the optimal wellness program that the company should implement. An employee poll will be used to gauge the level of interest in and need for wellness programs among staff (Biffi et al., 2018). The creation of the wellness program needs to be supported by management. Establishing the program's aims and objectives will be crucial after it is adopted. The beginning of financial measures for the project's implementation will come next. The program must operate without interfering with other activities and within the constraints of the organizational budget.
Employee Assistance Program
The majority of Admir Ltd. workers cited work as well as non-work-related stress and anxiety as primary sources of discontent. The staff assistance program is a mental health initiative that will provide all employees with confidential psychological services. The counseling initiative will recruit a licensed mental health professional to offer free consultations and basic therapy services to employees. Whenever an employee seeks her support, the therapist will be available for telemedicine services and in-person visits. She will also give staff with referral services based on their mental health requirements. Employees who are experiencing stress due to their employment can benefit from participating in structured support groups away from the workplace. Programs like these allow workers to relax and do their best work. They improve the atmosphere of trust and contentment between the company and its staff.
The primary steps that need to be followed by the firm are to initiate a search for an experienced mental health expert and to draft a contract for the provision of subsidized therapies to the staff of the company. This position will be publicized, and applicants will be screened to establish whether or not their qualifications and experience meet the requirements of the organization. One of the anticipated benefits is a reduction in the staff's overall levels of stress, which should lead to an increase in productivity (Nunes et al., 2018). Both employees and the organization as a whole will reap the benefits of a healthier workforce and increased levels of sustained production. It is anticipated that enhanced mental health for staff members, which will be made possible by the program, will lead to increased employee morale and motivation, as well as a potential reduction in attrition rates.
Fitness Program
The second element of this proposal is an employee-accessible exercise program. There are presently no gym or exercise facilities at Admir. Costs associated with constructing a training center are quite substantial. Therefore, in order to implement this program, the corporation will pay off-site fitness programs for staff after work. This program is designed to promote worker physical health and potentially reduce long-term absence and medical costs (Esguerra et al., 2017). It is anticipated that employees who utilize the workout facilities will improve their health and, as a result, lower their likelihood of becoming ill and absenteeism.
To deploy this option, Admir must form a partnership with a fitness group whose facility is available to its employees. The corporation can grant gym memberships to employees who voluntarily participate in the program. The required task for the organization is to find an accessible fitness center and arrange a membership deal. The corporation may want to think about the price of constructing an on-site exercise center in the long run so that they may avoid the ongoing expenditures of paying for gym memberships for this program. In the meanwhile, they can use the off-site program to evaluate whether or not the employees are committed to maintaining a healthy lifestyle, as well as the desirability and practicality of constructing our own facility. The rate of growth of gym memberships and patterns of usage for the currently proposed element will be used to decide whether or not an Admir gym and fitness center should be created.
Cafeteria
The lunch break is an important time for employee productivity, and in order for them to be productive, they need access to meal alternatives that are both healthy and economical. The development of a company cafeteria that provides employees with subsidized food items is the answer that has been presented as a remedy. This café will provide a selection of dishes, including light snacks and complete meals, for patrons to choose from. These food substances will be sold to employees at discounted prices, and the business justification for such prices is the ready market that is provided by staff members working for the organization. It is possible to set up this cafeteria within the walls of the main building of the organization, and it will be available to everyone who works there. The solution has been effectively implemented in a variety of workplaces, one of which is Google, the industry leader in our field (Rothfeld, 2015). In light of this component, the corporation will need to make purchases for the cafeteria and hire outside caterers to provide food for the employees.
Cost of the Program
The budget needs to be as efficient as possible and take into account all the options to ensure that all workers are satisfied (Lowensteyn et al., 2018). Technically, it is crucial to realize that HR must set out the wants and needs of employees under such expenditures. This growth necessitates an approach to the creation of wellness program elements that takes into account the company's requirements and resources. Depending on the budget constraints of the company and the desires of the employees, these programs might be either simple or quite elaborate. In order to determine whether or not it is possible to carry out each element of the plan one at a time, each of the three program components has its own budget. The anticipated costs of running the program for the first year are broken down into the following categories:
|
1. Employee Assistance Program Recurring counsellor expenses |
$50,000 |
|
Total |
$50,000 |
|
2. Fitness Program Annual membership payments |
$15,000 |
|
Total |
$15,000 |
|
3. Cafeteria Equipment Design & Construction Labour Stock Salaries |
$15,000 $25,000 $5,000 $70,000 |
|
Total |
$115,000 |
|
Program Total |
$200,000 |
Benefits of the Employees Wellness Program
The incorporation of fitness program options will result in an overall improvement in the employees' health. According to the many health regulations, physical activity is an essential component that contributes to the development of an individual. In addition to this, it is a proliferation that is geared toward enhancing activity. The expectation that workers will have higher morale when they are healthy makes physical activity an essential component in the process of fostering efficiency. The provision of lunch as well as snacks might be an essential step in the direction of disrupting the routine that prevails within an office setting.
The employers need to be aware that the workers use their breaks to socialize with one another and to divert their attention away from their work. It is significant that lunch and refreshments help give the workers a degree of compassion and consideration from the business while also taking into consideration the already limited funds that they have. It is a component that can range from taking naps to having an improved morale (Lowensteyn et al., 2018). After these activities have been installed, it is essential to have the understanding that the organization will eventually be able to install further activities. It is an approach that is geared on the achievement of improvements.
Recommendations
The Staff Wellness program that is being presented has three significant components with the purpose of enhancing the wellness of employees, as well as raising motivation and efficiency. Admir can roll out all three features simultaneously or in stages. It is advised that employee support be given top priority because it addresses the obvious and serious issue of workplace stress. Based on a quick survey of corporate employees, a location with a swimming pool and fitness trainers is suggested for gym selection. Setting up an affordable healthy food alternative in the cafeteria is strongly advised to assist staff in following a healthy diet. It is strongly advised that all three program elements be used together to boost staff engagement and productivity.
Conclusion
Over the past five years, Admir Ltd. has seen a significant amount of employee turnover. Further analysis of the personnel at the organization revealed that the vast majority of workers suffer from burnout and do not have a healthy balance between their personal and professional lives. Therefore this project has proposed that the company should adopt an employee wellness program to help solve these issues. When it comes to increasing productivity, wellness programs are invaluable tools for both businesses and workers. The project's goal is to improve workers' health. Additionally, this facilitates stress management among employees. Strictly speaking, this is a way that helps employees deal with stress better, which boosts morale. A team that encourages positive actions in the pursuit of the company's wellness program goals stands to reap benefits for the business.
I am convinced that the suggested program will enhance staff well-being and motivation, resulting in increased output. Please share your comments and considerations regarding this proposal. I would like feedback and suggestions for future conversation on this topic
Regards
References
Biffi, A., Fernando, F., Adami, P. E., Messina, M., Sirico, F., Di Paolo, F., & Volpe, M. (2018). Ferrari Corporate Wellness Program: results of a pilot analysis and the "Drag" impact in the workplace. High Blood Pressure & Cardiovascular Prevention, 25(3), 261-266.
Dailey, S. L., Burke, T. J., & Carberry, E. G. (2018). For better or for work: Dual discourses in a workplace wellness program. Management Communication Quarterly, 32(4), 612-626.
Esguerra, V. B., Ampoyas-Hernani, M. R., & Esguerra, A. L. F. (2017). Physical fitness habits as a strategy to reduce absenteeism. International Journal of Health, Physical Education & Computer Science in Sports, 37(1), 63.
Lowensteyn, I., Berberian, V., Belisle, P., DaCosta, D., Joseph, L., & Grover, S. A. (2018). The measurable benefits of a workplace wellness program in Canada. Journal of occupational and environmental medicine, 60(3), 211-216.
Nunes, A. P., Richmond, M. K., Pampel, F. C., & Wood, R. C. (2018). The effect of employee assistance services on reductions in employee absenteeism. Journal of Business and Psychology, 33(6), 699-709. https://doi.org/10.1007/s10869-017-9518-5
Rothfeld, L (2015). Companies with amazing unique wellness programs. Retrieved from https://mashable.com/2015/05/15/unique-corporate-wellness-programs/
Song, Z., & Baicker, K. (2019). Effect of a workplace wellness program on employee health and economic outcomes: a randomized clinical trial. Jama, 321(15), 1491-1501.
Yarborough III, C. M., Brethauer, S., Burton, W. N., Fabius, R. J., Hymel, P., Kothari, S., & Ording, J. (2018). ACOEM Guidance Statement: Obesity in the Workplace: Impact, outcomes, and recommendations. Journal of Occupational and Environmental Medicine, 60(1), 97. https://doi.org/10.1097/JOM.0000000000001220