What Contributes To A Well Workplace?

In each issue of WELL we feature one company or organization that has a strong wellness orientation, and includes wellness as a factor in many of its major decisions. A number of things can influence the workplace culture and I thought it might be useful to list 10 features that I consider in looking at a workplace wellness climate.

1. Communication & Involvement
   Communication is the immune system of an organization. In a wellness environment, employees will feel well informed about decisions relating to salary, promotion, performance expectations, and health related issues. Communication can take many forms including - newsletters, intranet, Internet, bulletin boards, pay cheque inserts, and administrators who practice what Tom Peters calls MBWA (management by walking about).
   

1. They're lazy. It takes effort to spread the word, pick up the phone, or write a newsletter. Laziness accounts for a lot of problems in this world.
   

   "Did you get tired?
   Or did you just get lazy?" – Eagles
   
   

2. Too busy – overworked. People are so busy reacting and putting out fires that they never get around to something as proactive as communication.
   
   
3. They haven't got things clear in their own mind. If you're unclear about a concept this will quickly become evident when you start talking about it. So insecurity keeps you silent.
   
   
4. Cynicism. It's a waste of time. Nobody takes notice anyway.
   
   
5. Knowledge is power. By keeping information to themselves, people feel 'in the know' and superior to their colleagues. This is usually just another manifestation of insecurity.

2. Management & Administrative Support for Wellness Initiatives
   It is not easy to sustain a grassroots wellness activity if it is opposed or ignored by the leaders in the organization.

3. A Proactive E.F.A.P. (Employee & Family Assistance Program)
   I look for an E.F.A.P. provider that is proactive and visible in the workplace. People typically access our healthcare system when they have a problem, and a number of E.F.A.P.'s operate on the same principle. Some questions I would ask include:
   • How does your E.F.A.P. measure its performance?
   • Does it have a variety of professionals on its staff?
   • What proactive programs do they offer?
   • Do they use any surveys to monitor the workplace climate and the perceived needs of employees?

4. Does the company provide or facilitate access to health & fitness screening?
   • Cardiovascular fitness
   • Blood Pressure
   • Body composition
   • Blood lipids
   • Strength
   • Stress Profile
   • Flexibility

5. Is the workplace conducive to an active lifestyle?
   For instance, activity can be encouraged by providing showers, lockers, and cycle storage. Flexible scheduling can allow people to exercise and eat at lunchtime.

6. Are there incentive schemes for lifestyle enhancement?

7. Is there a wellness library with books, tapes, CD-ROMs and other wellness information?

8. Are there social activities so that people can bond together and see each other in a different setting?

9. Does the organization support charitable causes and see themselves as a part of rather than apart from the community?

10. Is any form of survey conducted to discover employee interests and needs?