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The Game Plan - Strategic Planning in Wellness

Written by Toni Sperlbaum


“Wellness” is defined in many ways, and when an organization is faced with implementing a new wellness program, the sky really is the limit. But there are many things that need to be considered when making your program the most budget-friendly and effective it can be.

Year one should be an assessment year:

  • Measure the current health of your employees through biometric screenings and Health Risk Assessments.

  • What are employees not only needing as far as education and encouragement, but what are they actually interested in learning about?

  • Is your facility set up to provide structural and cultural support for a wellness program?

  • Do your policies truly support the wellbeing of your employees? (Flextime, healthy meeting options, nicotine free campuses, and more).

  • What are your goals for the program?

Goals – that is where the planning comes in. After year one measurements, come up with a strategic plan that is at least 3 years in length. Design this plan with the following in mind:

  • Develop a mission of the program with a mission statement.

  • Connect the dots on all of your plans for the year. For example: focus on Nutrition in year 1 with all of your programs/education. This will create a focus for employees instead of being overwhelmed with exercise, nutrition, smoking cessation, mental health, sleep, work-life balance, and everything all at the same time.

  • Each program you deliver must lead back to your mission. “Does what we are trying to do here directly support the mission?” If not, don’t do it.

  • Is our program simple to understand? Is it achievable?

Too many wellness programs, while very well-intended, implement activities that do not make sense together in the grand scheme of things. Creating a 3 year calendar of events and strategic plan will help your planning team know what’s coming, be able to budget effectively, and make the biggest impact on your population.

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