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Yesterday we posted on the Workforce report that companies use workplace wellness to attract top talent.

In part of the Workforce piece, excellent insights into some of the keys to making a well-run workplace wellness program work. This includes:

• Leadership matters: “Companies that want to be perceived as having a wellness-focused culture, they have to do more than simply offering more programs. The leadership team has to champion wellness as a company value, for employees to embrace the programs.”
• Culture matters: “This focus on wellness as a cultural issue is also important because it can be difficult to prove the bottom line impact of wellness.”
• Goals matter: “To ensure companies get the most value from their wellness investments, [Michael Maniccia, specialist leader for Deloitte] encourages HR and the leadership team to define what they expect to get from these programs, and how they will measure that impact. It might be participation rates, increased employee engagement, or just a sense of a healthier workforce. ‘The goals you set today will shape the programs you implement down the line,' he said.”
• New ideas matter: “Companies also need to keep their programs fresh and let people know what’s available, Maniccia said. ‘f you want health and wellness to be part of your culture, you have to drive engagement,' he said. ‘It doesn’t matter how good the program is, if no one uses it won’t add value to the organization.'”

For other ideas on how to make workplace wellness programs work, see previous posts here, here, and here.