Evaluation of a Corporate Wellness Program

Evaluation of a Corporate Wellness Program
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Evaluation of a Corporate Wellness Program
Dr. Ron Goetzel from Johns Hopkins University describes ten ways that workplace wellness programs can be effective. The first strategy is creating a culture of health where the wellness program becomes a way of life that is ingrained in every facet of the company. The second strategy is achieving leadership commitment from the executive level to middle management and empowering workers. The third strategy is setting specific, realistic goals and holding leaders as well as employees accountable (Goetzel, 2016). The fourth strategy is setting open, strategic communications with consistent, engaging, and targeted wellness messages.
The fifth strategy is seeking employee engagement through focus groups, employee feedback surveys, etc. The sixth strategy is applying best practice interventions that aid organization and employee behavioral change. The seventh strategy is effective screening and triage through health risk assessments and biometric screenings. The eighth strategy involves smart incentives like tiered incentive programs and non-monetary incentives. The ninth strategy is effective implementation by aligning the wellness program to company culture and making it fun (Goetzel, 2016). Finally, the tenth strategy is measurement and evaluation, where the program is assessed based on engagement, medical claims cost, healthy habits, etc.
Microsoft Corporation is one of the leading companies in employee wellness programs. The organization goes the extra mile to ensure that staff is happy and healthy to be productive. Microsoft offers education and resources on fitness training, weight management, and smoking cessation. This essay will evaluate the company’s wellness program using the ten criteria outlined by Dr. Ron Goetzel. Microsoft has created a culture of health where its wellness program has become a way of life that is ingrained in every facet of the company. Microsoft has cultivated a culture of wellness in its workplace by spending on wellness programs and financially investing in the well-being of its employees (Finnegan, 2021). For instance, Microsoft funds gym memberships and other fitness-related activities as well as equipment purchases. The company provides its staff with Zumba classes, basketball, baseball, and volleyball courts, and walking and running tracks.
From top executives to middle management, leaders lead by example and take care of themselves, thereby modeling the importance of living a balanced life. By showing that health and work-life balance are key priorities, employees have taken up the healthy lifestyle behaviors that the company endorses through its organizational programs. Moreover, top executives at the company continue to show that they genuinely care about their subordinates’ well-being (Martis, 2011). This concern is shown by constantly communicating the organization’s commitment to help staff attain better well-being and aligning workplace policies to improve well-being. Microsoft’s wellness programs are designed to achieve the following objectives: promote physical activ...