Employer WellnessEmployer wellness programs and employer wellness consulting services

Why have Employer Wellness Program goals?

Employer Wellness Program goals take your employer’s priorities for employee health improvement and make them specific and measurable. Well-defined Employer Wellness Program goals provide direction for deciding on Procedures and a basis for which to measure progress.

Writing Employer Wellness Program goals

Writing Employer Wellness Program goals is not complicated or difficult. It does require some thought, about your employer’s Employer Wellness Program vision for a culture of health and they should be:

Specific Employer Wellness Program Goals
Measurable Employer Wellness Program Goals
Attainable Employer Wellness Program Goals
Realistic Employer Wellness Program Goals
Timely Employer Wellness Program Goals

Specific Employer Wellness Program Goals: What is the specific outcome your employer is looking for? “Reduce smoking among staff members” is more specific than “Improve the health of staff members.” You may wish to write some goals about specific outcomes (reducing smoking among staff members) and other goals about specific progress (implementing a smoke-free campus policy or lowering the price of fresh fruit in the cafeteria to 25 cents a piece).

Measurable Employer Wellness Program Goals: Making your goals measurable provides a means of evaluating your progress and success. There is a saying: “what gets measured, gets done.” Measurable goals can be powerful motivators for your employer. “Provide more time for staff members to be physically active” is much less measurable than “implement a daily 15-minute walking break into the schedule of all staff members.” “Increase the number of staff members who want to quit smoking” is less measurable than “increase enrollments in the stop-using tobacco program to 120 staff members per year.”

Attainable Employer Wellness Program Goals: Determine goals that challenge your employer to change and that will demonstrate a real commitment to the health of the employees. At the same time, set goals that are achievable. Goals that are set too far out of reach can be overwhelming and may become a barrier rather than a motivator.

Realistic Employer Wellness Program Goals: Write goals that are do-able, given the skills, time, finances and overall strategy of the employer. A realistic project may push the skills and knowledge of the people working on it but it shouldn’t break them.

Timely Employer Wellness Program Goals: When do you hope to achieve the goal? Next week? Next year? Without a timeframe, the goal is still not clear and is much less likely to galvanize resources and energy within your employer.

“Reduce the percent of staff members who use tobacco from 20 percent to 10 percent” is much less of a challenge than “By the end of 2010, reduce the percent of staff members who use tobacco from 20 percent to 15 percent”.