![\"Increase](\"https:\/\/www.wellable.co\/blog\/wp-content\/uploads\/2023\/04\/Increases-Productivity-scaled-e1681484507418-1024x558.jpg\")
<\/figure><\/div>\n\n\nDespite the majority of companies offering wellness benefits, many still struggle to help employees lead healthy lives. The obesity rate in the US has been rising over the past three decades, with all states at above 20% in 2018.<\/a> This poses significant health risks, such as heart disease, cancer, stroke, diabetes, and other conditions. Mental health<\/a> is another increasingly significant medical concern, with more than one-in-five adults<\/a> experiencing mental illness each year.<\/p>\n\n\n\n Although corporate wellness programs can effectively improve employee health, these statistics suggest that they should not be solely relied upon as a solution. If companies want to develop and sustain a community of healthy employees, they must go beyond a \u201ccheck-the-box\u201d approach<\/a> by creating a culture of health in the workplace.<\/p>\n\n\n <\/p>\n\n\n\n Every organization has its own unique culture, which encompasses the shared values, beliefs, behaviors, work processes, and practices of its employees. The same definition can be applied to a culture of health.<\/p>\n\n\n\n Building a culture of health in the workplace means creating an environment that prioritizes and encourages healthy behaviors, while demonstrating a deep commitment to improving employee health and well-being. This requires policies, practices, and norms that actively support and promote healthy habits, both at work and beyond.<\/strong><\/p>\n\n\n In some companies, there can be a disconnect between the stated culture and the actual practices and norms. Imagine Company A, which says it is family-friendly<\/a>, has a remote working policy and a wellness program in place, but\u2026<\/p>\n\n\n\n Even if Company A has a formal wellness program, it does not have a culture of health.<\/p>\n\n\n\n Contrast this with Company B, which also has a flexible working policy and a wellness program, and\u2026<\/p>\n\n\n\n The actions of Company B clearly reflect the culture\u2019s focus on well-being, indicating that it has successfully established a culture of health.<\/p>\n\n\n\n A culture of health in the workplace extends beyond the implementation of a wellness program and is broader than any individual wellness program component. It is not the same as providing office perks or paying employees<\/a> to participate in wellness programs. A culture of wellness includes the systems of support (i.e., the technology to work remotely, vacation policies, and leadership by example) to develop a foundation that emphasizes well-being.<\/p>\n\n\n\n A company that does not currently have a culture of health has the power to pivot towards prioritizing employee well-being at any time. Culture is fluid and can always be improved upon.<\/p>\n\n\n\n <\/p>\n\n\n\n Research indicates that well-being closely relates to key health outcomes<\/a> such as reductions in healthcare utilization, obesity status,<\/a> and the occurrence of chronic diseases. By building a culture of health in the workplace, employers can significantly boost workforce well-being, not only serving the health interests of employees but also propelling organizational success. <\/p>\n\n\n\n <\/p>\n\n\n\n Healthy employees are less likely to miss work or perform below their capacity due to illness (presenteeism). This directly translates to improved productivity and performance, ensuring that the organization operates at its full potential. <\/p>\n\n\n\n A focus on health reduces the economic burden on employers caused by unwell employees, who can significantly impact innovation, creativity, and engagement<\/a> due to absenteeism and presenteeism. <\/p>\n\n\n\n <\/p>\n\n\n\n Employee well-being is a predictor of numerous business outcomes, such as employee engagement<\/a>, customer engagement, turnover, and workplace safety<\/a>, which can affect a company\u2019s ability to reach its economic potential. <\/p>\n\n\n <\/p>\n\n\n\n Potential and current employees (particularly millennials) look for companies that <\/span><\/span>care about employee well-being<\/span><\/span><\/a>. Building a culture of health demonstrates that the company <\/span><\/span>authentically cares about its employees<\/span><\/span><\/a>, and the meaningful benefits associated with this culture are a useful <\/span><\/span>retention<\/span><\/span><\/span><\/a> tool.<\/span><\/span><\/p>\n\n\n\n <\/p>\n\n\n\n Establishing culture of health serves as a catalyst for a positive, engaging work environment. Social network theory provides a framework for understanding its impact. This theory examines how environmental factors personal health behaviors, such as following a healthy diet, exercising, and using tobacco. <\/p>\n\n\n\n One pivotal study<\/a> found that obesity can spread through social ties\u2014the chances of becoming obese increased when study participants had family or friends who became obese. Researchers suggest that when those in a social network are obese, it may feel natural and not concerning for others to gain weight. <\/p>\n\n\n\n This theory extends beyond physical health. Another study<\/a> shows that happiness can spread in social networks up to three degrees of separation (i.e., a friend of one\u2019s friend\u2019s friends can affect their level of happiness). <\/p>\n\n\n\n By building a culture of health, organizations can leverage the power of social networks to amplify positive behaviors. This not only encourages employees to lead healthier lives but also cultivates a positive, supportive work culture. <\/p>\n\n\n\n <\/p>\n\n\n\n Companies that normalize a culture of health require fewer financial incentives to encourage participation, saving money on rewards and incentives. These companies also reported higher participation rates in wellness programs<\/a> and increased levels of employee satisfaction and well-being. Most impressively, employees from those companies have a sense of responsibility to take care of their health, which is a prerequisite to making any sustainable change.<\/p>\n\n\n\n For companies already investing in wellness initiatives, building a culture of health is the best way to make the most out of the investment.<\/p>\n\n\n\n <\/p>\n\n\n\n A culture of health must be integrated into the day-to-day operations, practices, and policies of an organization.<\/p>\n\n\n\n <\/p>\n\n\n\n The workspace environment has a profound impact on employee productivity and well-being. Greening the office with indoor plants<\/a>, for example, has been shown to increase productivity by 15%, along with a host of benefits, including boosting mood, elevating creativity, and improving air quality.<\/p>\n\n\n If budgets allow, offer employees the ability to customize their workspace. Different types of chairs, keyboards, standing desks, or treadmill desks can create a healthier workplace environment. Additionally, a diverse environment with different spaces optimized for social interaction, relaxation, collaboration, and concentration will keep employees mentally healthy and happy at work.<\/p>\n\n\n\n Office snacks are a fabulous perk that can provide employees with a boost of energy during the afternoon slump. However, unhealthy snack options often dominate break room cabinets. Try replacing the chips, cookies, and cheesy puffs with healthier options. Many services can deliver fresh fruit<\/a> and other nutritious snacks directly to the office, making it effortless to provide healthy choices.<\/p>\n\n\n\n <\/p>\n\n\n\n Pizza is often the go-to meal choice for a working lunch or a celebration of a team accomplishment. While inexpensive, efficient, and widely liked, it is not the most nutritious food option. Consider ordering wraps, salads, or other healthy meals for work meetings and events.<\/p>\n\n\n A work happy hour is a fun way to de-stress and connect with employees in a casual setting. Don\u2019t do away with happy hours but consider adding a few health- or physical-activity-focused events to the social calendar. Employee team-building<\/a> can take place over smoothies, bowling, or laser tag. Managers can work with their teams to plan group fitness activities like a lunchtime run or sunset hike.<\/p>\n\n\n\n <\/p>\n\n\n\n Overworking employees can lead to burnout and have negative health implications. A summer Friday half-day can go a long way in rejuvenating employees after a busy week. Providing employees with ample vacation time and flexible work arrangements<\/a> can help make a demanding job more manageable. It\u2019s easy for employers to offer vacation days, but it\u2019s more challenging to establish a culture where employees feel comfortable taking advantage of the policy. Encouraging employees to use vacation time is vital; senior leaders must lead by example.<\/p>\n\n\n A more flexible dress code may make it easier for some employees to go for a mid-day walk or attend an exercise class after work. While flexible dress policies aren\u2019t feasible for every organization, they can help some companies promote a healthier work culture.<\/p>\n\n\n\n <\/p>\n\n\n\n Leaders must \u201cwalk the talk\u201d \u2014 in other words, they must participate in developing a culture of health in the workplace. That may mean leaving the office by five o\u2019clock to emphasize work-life balance or establishing a remote work policy for employees. If leaders do not act as role models, the culture cannot be reinforced.<\/p>\n\n\n\n Leaders should also \u201ctalk the talk\u201d by intentionally communicating about their actions, how those actions create a culture of wellness, and why they are essential for the well-being of employees. The influence of leaders can\u2019t be overstated. When leaders of organizations<\/a> with top-scoring wellness programs publicly recognized employees for healthy actions and outcomes, employees had more health improvements (91% vs. 83%) and medical improvements (87% vs. 81%) than in organizations where there was no public leadership recognition.<\/p>\n\n\n\n Leaders are not just the ones in the C-suite. They can be mid-level or front-line managers or anyone who supervises employees and makes decisions that impact an employee\u2019s job, flexibility, and health. In many cases, the mid-level and front-line leaders may have more interaction with employees than the senior leaders, so leaders at every level must support and model wellness for it to become part of the company\u2019s culture.<\/p>\n\n\n\n Leaders can influence employees\u2019 commitment to wellness by recognizing those who exhibit healthy behaviors. An email blast to the company highlighting the employee\u2019s success, inviting program participants to a healthy lunch, and giving monetary and non-monetary awards can help spur participation.<\/p>\n\n\n\n <\/p>\n\n\n\n A culture of health in the workplace should include a tailored wellness program designed for the employees it is meant to serve. Too often, employees do not participate in wellness programs because those offerings do not match their specific needs. Just as a diverse garden requires recognizing the needs of each plant and treating them accordingly, each employee has unique needs that must be addressed in a tailored wellness program.<\/p>\n\n\n\n These needs can differ for employees depending on their geographic locations, job functions, and demographics. This is why a wellness initiative should provide a holistic array of options to make the most impact. Find out what employees want by asking what is working and what isn\u2019t. Use\u00a0surveys<\/a>\u00a0to get feedback and build upon what is already effective.<\/p>\n\n\n <\/p>\n\n\n\n Mental health is an essential dimension of well-being. Leading companies continue to recognize the importance of providing mental health benefits for their employees, with 91% of employers increasing investments in this area this year.<\/a><\/p>\n\n\n\n Mental health has been at the forefront of employee benefits since the pandemic and is a win-win situation for both employees and employers. Not only does it boost employee well-being, job satisfaction, and morale, but it also increases productivity and engagement while reducing absenteeism. Employers prioritizing mental health also demonstrate their commitment to providing quality care and have an edge in attracting and retaining top talent.<\/p>\n\n\n Mental health benefits create a safe and supportive environment for employees to discuss their concerns while reducing the stigma associated with taboo topics. Benefits can range from sessions about parenting skills and budgeting to stress-management workshops and healthy cooking classes.<\/p>\n\n\n\n It is important to note that misguided attempts to foster company culture could produce the opposite effects from the desired outcome. For example, mandatory fun events<\/a> inhibit flexibility and choice, so it is best to make these optional. Educational seminars<\/a> are helpful complementary pieces of a holistic wellness program. However, they are not a replacement for PTO, mental health days, or other policies that give employees time to relax and recharge. Branding a business as a \u201cfamily\u201d is usually an attempt to cultivate bonds between employees. However, the majority of working professionals feel that the family brand is not likely to help an organization run better<\/a>. Workplace \u201cteams\u201d or \u201ccrews\u201d offer suitable alternative frameworks.<\/p>\n\n\n\n <\/p>\n\n\n\nPressed for time? Here\u2019s a quick summary\u2026<\/h3>\n
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What Is A Culture Of Health?<\/h2>\n\n\n\n
![\"The](\"https:\/\/www.wellable.co\/blog\/wp-content\/uploads\/2023\/04\/The-Importance-Of-Implementing-An-Effective-Well-Being-Strategy-1024x341.jpg\")
<\/figure><\/div>\n\n\n\n
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Organizational Benefits Of A Culture Of Health In The Workplace <\/h2>\n\n\n\n
Reduces Absenteeism & Presenteeism <\/h3>\n\n\n
![\"Decreased](\"https:\/\/www.wellable.co\/blog\/wp-content\/uploads\/2023\/04\/Decreased-Performance-Productivity-scaled-e1680803258951-1024x578.jpg\")
<\/figure><\/div>\n\n\nBoosts Bottom Line<\/h3>\n\n\n\n
![\"Annual](\"https:\/\/www.wellable.co\/blog\/wp-content\/uploads\/2022\/08\/Annual-cost-of-poor-health-in-US-1.png\")
Integrated Benefits Institute Research<\/strong><\/a><\/figcaption><\/figure><\/div>\n\n\nIncreases Talent Retention & Attraction <\/h3>\n\n\n
![\"Employee](\"https:\/\/www.wellable.co\/blog\/wp-content\/uploads\/2022\/08\/90-Day-Retention.png\")
<\/figure><\/div>\n\n\nCultivates A <\/span>Positive Workplace Culture<\/span><\/h3>\n\n\n
![\"Wellness](\"https:\/\/www.wellable.co\/blog\/wp-content\/uploads\/2022\/08\/Team-Names-For-Wellness-Challenges-1-e1680642717120-1024x686.png\")
<\/figure><\/div>\n\n\nHeightens Participation Rates & Employee Satisfaction <\/h3>\n\n\n
![\"Normalizing](\"https:\/\/www.wellable.co\/blog\/wp-content\/uploads\/2022\/08\/20%200120%20Team%20Culture-e1681858746711-1024x614.png)
How To Create A Culture Of Health<\/h2>\n\n\n\n
1. Align Business Practices With Well-Being<\/h3>\n\n\n\n
Environment<\/h4>\n\n\n\n
![\"Add](\"https:\/\/www.wellable.co\/blog\/wp-content\/uploads\/2023\/04\/unagi_1_green_eco_office_1-1024x469.jpg\")
<\/figure><\/div>\n\n\nEvents<\/h4>\n\n\n\n
![\"\"](\"https:\/\/www.wellable.co\/blog\/wp-content\/uploads\/2022\/08\/Virtual%20Cooking%20Event.png)
Policies<\/h4>\n\n\n\n
![\"Working](\"https:\/\/www.wellable.co\/blog\/wp-content\/uploads\/2022\/08\/6-29%20Flexible%20Work%20Arrangement.png)
2. Leverage Leadership Involvement<\/h3>\n\n\n\n
<\/p>\n\n\n![\"Bar](\"https:\/\/www.wellable.co\/blog\/wp-content\/uploads\/2022\/08\/Screen%20Shot%202018-03-05%20at%208.08.54%20AM.png\")
A Closer Look: 2018 Workplace Wellness Trends Report<\/strong> by the International Foundation of Employee Benefit Plans (IFEBP)<\/strong><\/figcaption><\/figure><\/div>\n\n\n3. Implement A Tailored Wellness Program<\/h3>\n\n\n\n
![\"Download](\"https:\/\/www.wellable.co\/blog\/wp-content\/uploads\/2023\/04\/Download-Employee-Wellness-Interest-Survey-Here-1024x472.png\")
<\/a><\/figure><\/div>\n\n\n4. Prioritize Mental Health<\/h3>\n\n\n\n
![\"Mental](\"https:\/\/www.wellable.co\/blog\/wp-content\/uploads\/2018\/10\/mental-health-problems.webp\")
<\/figure><\/div>\n\n\n5. Practice Effective Communication<\/h3>\n\n\n\n
![\"Mastering](\"https:\/\/www.wellable.co\/blog\/wp-content\/uploads\/2022\/09\/MicrosoftTeams-image-28.png\")
<\/figure><\/div>\n\n\n![\"culture](\"https:\/\/www.wellable.co\/blog\/wp-content\/uploads\/2023\/04\/37140-1024x766.jpg\")
<\/figure><\/div>\n\n\n