Worksite wellness initiatives are becoming increasingly commonplace for working Americans. Employers are finding it necessary to take measures to contain the cost of the health care they offer to their employees. Premiums continue to rise due to the aging population and medical healthcare inflation.

Implementing a worksite wellness initiative, for some, feels like another mandate from upper management. If implemented with the proper support in place, it can be mutually beneficial for both employee and employer.

Worksite health promotion is a new concept to company leadership and without proper guidance can be costly and ineffective. Leadership support, according to a study published by the American Journal of Health Promotion, is a necessary element in implementing an impactful wellness program. A study was done that compared companies that made environmental changes to the workplace like increasing employee access to healthy food choices and physical activity opportunities. Another group was offered the same environmental supports but also received extra elements of management support such as formal communications from upper management about the program and resources being established to support its success. Middle management also got involved in setting goals at the worksite level related to the wellness initiative. They set goals related to participation levels for these initiatives and then reported them to corporate. They also actively recognized and rewarded those who encouraged participation. In addition, management was involved in training about the program and its link to heightened productivity in the workplace. 1

The research concludes that companies with high intensity upper and middle management support yield the strongest and most robust programs. Employees need to feel part of a greater good. When management is seen participating along side the employees, as well as taking an active roll in setting goals and offering rewards and recognition, participation is high. Even more important, quantifiable health improvements were noted in the population as the culture slowly changed. According to statistics released by The Health Enhancement Research Organization (HERO), higher participation leads to better program outcomes. This is particularly true of 66% of organizations with strong leadership and cultural support reporting improvements in health risks, compared to 26% of those with little or no support. Most striking is the fact that companies with strong leadership and cultural support were ten times more likely to a positive impact on their medical plan cost trend. 2

1Della,LJ. et.al Management support of workplace health promotion: field test of the leading by example tool. (2010) American Journal of Health Promotion, The Science of Health Promotion, Volume 25. No. 2

2 The Health Enhancement Research Organization. Employee participation in health and wellness programs soars with senior management's commitment. Retrieved 3/15/2011 from http://www.the-hero.org/scorecard_folder/Press_release_scorecard_annual_report.pdf