Employee privacy can be a very common barrier to corporate wellness participation. Many employees worry their health data won’t be safe when collected at the workplace. They also might worry that their health data could end up in their employers’ hands.

At most wellness events, the concerns employees have about privacy are addressed and the risk is minimized. If you work with a vendor for things like biometric screenings, there are probably certain safeguards in place to keep your employees’ health information safe.

As their employer, privacy is definitely something you need to focus on. It’s true at any wellness event. Any time health data is involved, privacy is important. Employee health data is very sensitive information. Different employees might value that information differently. So a high level of focus on privacy across the board is vital.

We throw a lot of wellness advice and information at you every single week. Sometimes it can be overwhelming and tough to take all of that information and apply it to your workplace. It can be difficult to figure out exactly how things work in the real world.

We want to give you a peek at something we know works in wellness—the program we use at TotalWellness! We really try to practice what we preach to all of you. Our program is simple. It’s focused on positivity and inclusivity. We try our very best to include all elements of health.

And, it’s really fun because our employees invest in it! In fact, last year we had almost 100% participation in our employee wellness program. So here’s how it works…

Creating a brand for your corporate wellness program has the same types of benefits as your corporate brand. Your wellness program brand ensures your program is recognizable. It helps you create something with which your employees can relate. Good branding can also make your program more attractive to employees because it helps you to maintain consistency and cohesiveness.

There are a few traditional brand elements that are predetermined when it comes to your wellness program. Your audience, for example, is already defined. The same is true of your position and your goals. These things are a given due to the nature of working in wellness.

Wearable fitness trackers can be a great tool for employee wellness. Many employers have begun to use wearables as tools for tracking physical activity, measuring sticks for challenge participation and even as incentives.

All of those things make wearables work in wellness—for some companies. Unfortunately using wearable fitness trackers isn’t always a feasible option for many companies. In some cases, the tech trend doesn’t even fit the company culture.

March madness is in full swing, and we’re hopping on the bandwagon.

Maybe you’re making money in an office bracket pool.

Maybe your bracket is already busted.

Or maybe you’re just getting back to work after that three day weekend you took to catch all the first round games.

No matter what the NCAA tournament has you feeling, we’ve got a brand new challenge you’re going to love!

Making healthy change where you work requires setting goals. In fact, any change requires a goal. Goals provide a sense of direction when you’re hoping to make changes. They can also motivate you to develop good habits. Goals are even used to determine whether or not you’ve been successful in your quest for change.

Setting goals as part of your employee wellness program is one way to make sure the program is efficient. Monitoring your progress as it relates to your goals shows you if you’ve been using your resources well.

A lot of people use the words “wellness” and “well-being” interchangeably. Others define them as two separate concepts. We’ve decided to take a closer look at these two words to figure out just what they mean for you and your corporate wellness program.

Let’s start with the basics. Is there a difference between wellness and well-being? Yes, we definitely think there is.

Does that mean one is better than the other? No way!

As a wellness coordinator, you’re probably one of the people employees reach out to with questions. In corporate wellness, many employees have similar questions. This is especially true with corporate wellness programs that are just getting started.

It’s incredibly important to be able to answer employee questions smoothly and correctly. We don’t want to put any extra pressure on you, but your answers really can sway employees to or from your wellness program!

This infographic lists some common questions you might get as a wellness coordinator. Each company might want to offer slightly different answers. There’s really no “right answer.” What’s important is being prepared to discuss these things with your employees to help them feel good about being part of your wellness program.

Depending on who you’ve talked to, you might have heard of anywhere from six to nine different dimensions of wellness. This just goes to show that health really isn't one size fits all. There are many different lifestyle aspects involved! And they’re all important for developing a healthy lifestyle.

We’ve gone through the different dimensions of wellness and picked the six that we think directly apply to employee wellness. Be sure to include activities in your wellness program that draw on each of these six dimensions. That way you can really focus on your employees’ overall health and wellbeing without getting tunnel vision on just one dimension. 

You probably have a corporate mission statement where you work, but have you ever thought of creating a wellness mission statement?

This type of mission statement is just like any corporate statement in that it’s meant to guide your wellness program. Your wellness mission statement should drive your goals and clarify what you’re doing in employee wellness.