Of course there are the usual physical problems that people deal with in their working lives but more and more companies are finding that these health problems can often be curbed be eliminating things like smoking and encouraging exercise programs that help to curb high blood pressure. The most forward thinking are looking to the benefits of stress management.
As well as combating these physical problems these employee stress management programs that are often called wellness plans cater to the employee’s interests too. Some of the larger companies that have adopted these programs generally adopt a model that has six basic points. These are,
To promote employee ownership in the program and promote the kind of self responsibility that forwards productivity
To motivate employees to obtain and then look after their health.
To reduce coronary heath risks by promoting knowledge of the kind of positive health habits that reduce coronary risk factors
To increase the overall cardiovascular fitness of the employee
To further develop adherence to the program by involving the families and other supporting members
To further develop the interests of the company outside their immediate area.
This type of employee stress management program became popular in the 1970s and the 1980s and the increasing numbers are due at least partially to the fact that the a recent report states that a full 84% of the employees offered such a program took full advantage. As well, the interest in these programs seems to vary by age.
Younger workers that were in the 18 to 34 year old
bracket were more likely than their older colleagues to take advantage of a fitness club membership when it was offered through the company.
Regardless, there are several things that you need to look at if you’re planning on implementing any kind of employee stress management program. One of the first things that you’ll want to do is involve top management in the process.
In order for these programs to be effective, top management must be involved in the operations of these programs. A company must designate adequate money and other resources to ensure that these are successful.
As well the company must determine the need for such a program. One of the best ways to do that is to conduct a survey to determine the employee interest. This is a simple survey that can be made up by the planning committee and distributed through inter office mail or some other method.
Next, you’ll need to determine the company resources that you’ve got at your disposal. Many places will have access to local community organizations like the American Heart Association that works with corporations to promote healthy lifestyles that are low in stress.
Finally, you’ll need to ascertain your objectives. As with any other kind of endeavor, it’s important to have specific goals to work toward as a group. One good way to keep the programs moving forward is to offer incentives for goal achievements as the programs unfold.
Richard Reid of
Pinnacle Proactive, Specialists in the
Employee
Assistance Program,
Stress Management,
Staff Retention & Absenteeism. Take a Proactive Approach in Growing Your
Organisation