Wellness Doesn’t Work. And It Won’t Work. Until It Does.

in Uncategorized, Employee Wellness Programs

Out of OrderNew study findings from the University of Illinois confirm that an employee wellness program doesn’t improve health or healthcare costs.

Here’s what will happen next:

  • Wellness critics will argue that wellness programs must cease at once.
  • Wellness profiteers will, once again, falsely claim that the studied program was atypical and that the researchers failed to report on measures such as mental health, energy levels, quality of life, or job satisfaction.

Here’s what should happen next:

  • We should be prepared to accept, based on a growing body of evidence, that typical wellness programs don’t deliver on their promise.
  • We should collaborate with employees to figure out how we can effectively support their wellbeing.

Research should be leveraged to improve employee wellbeing strategies. Circling the wagons around the status quo or interpreting studies simply as a yay/nay on employee wellbeing are both unproductive.

See the abstract/article:

Effects of a Workplace Wellness Program on Employee Health, Health Beliefs, and Medical Use: A Randomized Trial

 

Organizational Justice (and Psychological Breach), Well Summarized

in industrial organizational psychology

wordcloud-- fair unbiased neutral impartial just nonpartisanScience For Work summarizes research-based evidence that can guide business management decisions, with emphasis on industrial and organizational psychology. Their recent post, Why You Should Consider Fairness When Designing Your Change Management Process, exemplifies the well-researched, practical, and engaging content this non-profit organization provides. The topic, organizational justice, can be difficult to comprehend by well-being professionals for whom organizational behavior is uncharted territory. But Science for Work does a fine job breaking it down. See their infographic (below) followed by my two cents, then head on over to ScienceForWork.com to learn more. Continue reading »