Healthier employees mean lower health-care costs—but that’s not all.
Healthier employees also tend to be happier and more productive, and perform at a higher level, according to “Credit Union Wellness Programs: Good Health is Good Business,” a CUNA Human Resources/Training & Development Council white paper.
Plus, if employees help their families improve their health, this further decreases costs. And as an added bonus, offering high-quality programs can enhance your credit union’s image in the community and as an employer.
When designing a wellness program, CUNA’s white paper advises credit unions to take three steps:
1. Evaluate your staff’s health. Using employee health assessments and biometric screenings, you can determine your staff’s primary health risks and needs.
This will help you develop your program’s strategy and will provide data you can use as a reference point when determining future improvements.
2. Remember that your credit union is unique. Use the information you gained from initial evaluations, as well as demographic information, when designing your program.
“Decisions on program types should take into consideration the health risks present in the population along with other factors such as organizational structure and culture, and demographics,” says Hina Vaidya, vice president of business and product development at Summit Health Inc., Novi, Mich.
“Also, simple but critical considerations will be necessary at the outset,” she adds, “such as establishing the best method for the delivery of programs, the type of communications that will be effective, and so on.”
3. Work closely with employees from the outset. Knowing what health initiatives staff consider important and how employees see wellness efforts as a benefit can help determine your program’s strategy.
Visit cunahrcouncil.org for information.