5 “quick fix” workplace wellness program pitfalls to avoid
Behavior support Weight loss Workplace Engagement
By Dr. Tim Church, MD, MPH, PhD
Workplace wellness has seen a long-standing tug-of-war between initiatives that address a specific problem – such as programs that focus on employee burnout or offer weight-loss medications – and offerings more rooted in preventive care. Finding the balance between the two is key to supporting employee health and productivity. Here are five common pitfalls to avoid in your wellness plan, and what to watch out for when it comes to quick-fix measures.
Workplace wellness ‘red flag’ 1: Offering GLP-1s or medical intervention without addressing behavior
True wellness is about supporting people – not just addressing symptoms or changing outcomes. A proven behavior-change program can profoundly impact someone’s long-term health and quality of life. The right support is crucial, especially for individuals considering life-changing medical interventions like GLP-1s. Sustainable management is more than tracking the scale, it’s a complex process that involves fostering behaviors and habits that improve both physical and mental well-being.
Workplace wellness ‘red flag’ 2: Relying on self-proclaimed “experts”
There’s a lot of health and fitness noise out there, and there are a lot of inaccuracies mixed in with legitimate advise. It’s often hard to tell truth from fiction. Many “health” influencers, coaches, “fitness gurus” have a primary goal to build their own brand. Inaccurate advice can be potentially (at best) a waste of time and resources, and (at worst) downright harmful. Employers need vetted, evidence-based experts that can provide safe and effective care for their people.
Workplace wellness ‘red flag’ 3: Letting diet fads sneak into your offerings
Diet culture, Restrictive diets have been proven time and time again to be ineffective, is very ingrained into well-being solutions. Not only are shame and blame ineffective measures for weight loss, but any well-being program that has dietary restrictions or food group exclusions is impractical and downright exclusive. Instead, look to flexible solutions that can be personalized to all lifestyles, work schedules, cultures and food preferences. By starting with behavior change, not food restrictions, employers can offer a more effective and sustainable approach to employee well-being.
Workplace wellness ‘red flag’ 4: Siloing mental and physical health
Mental and physical health are two sides to the same coin. When mental health suffers, physical health will too (and vice versa). Not only do they impact each other, but there’s a compounding, snowball effect, so that when someone experiences one mental or physical health issue, such stress, blood pressure, weight, blood sugar, anxiety, depression, blood sugar, etc., it can bleed over into another. Because of this interconnection between mental and physical well-being, siloed approaches can fall short. Instead, identify solutions that take a whole-health approach to address emotional well-being, stress, and sleep alongside physical activity and nutrition.
Workplace wellness ‘red flag’ 5: Relying on one-size-fits-all solutions
The era of “one-size-fits-all” solutions is coming to an end. Rigid wellness programs that fail to mold to each person’s unique needs will fail to meet them where they are. There are millions of combinations of unique factors – such as medical history, chronic disease risk, life stages (such as menopause), work schedules, personal preferences, and more. Technology has made tailoring foundational to any qualified wellness solution. To engage, and therefore achieve meaningful clinical outcomes, solutions must be flexible and tailored to each person’s unique health needs.
To prevent these issues, sustainable behavior change—not shortcuts—should be the cornerstone for your employee health initiatives. By keeping an eye out for these red flags, you can find lasting solutions that will improve the well-being of your people while reducing their risk of chronic conditions.
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