5 workplace wellness lessons learned from Johnson & Johnson’s health program.
This is part two of a two part workplace wellnes piece. Part one was called Promoting Small Business Workplace Wellness
Johnson & Johnson is nationally recognized as a business leader on using workplace wellness programs to reduce health care costs.
Harvard Business Review reported in 2010 that Johnson & Johnson achieved a two-thirds drop in the number of employees who smoke since 1995 through their workplace wellness program.
It also reported that the number of Johnson & Johnson work associates reporting high blood pressure has fallen by half. Johnson & Johnson estimates that every $1 spent on their workplace wellness program has generated $2.71 in health cost savings.
The companies estimates $250 million in health cost savings between 2002-2008 achieved through their workplace health program.
The Rand and Slate contrast
This contrasts with research reported by Rand and Slate.
Rand states that its research found no evidence of reduced healthcare costs from employee participation in wellness programs. Slate published an article concluding that workplace wellness programs are a “waste of time and money, they don’t improve health outcomes and they are a front for shifting costs onto employees.”
Johnson & Johnson workplace wellness program best practices
The following five lessons learned are workplace wellness program best practices drawn from Johnson & Johnson’s program:
1. Workplace wellness is part of the company’s DNA.
Work associate wellness is part of this company’s “credo.” The health of work associates defines and evaluates all business decisions. As in any business program, senior officer engagement is critical. If a workplace wellness program is viewed as a HR activity then it is doomed to limited engagement and success.
2. Work associates insights drive program effectiveness.
Engaging work associates in also part of Johnson & Johnson’s culture.
They spent decades seeking and receiving work associate feedback. This includes an annual work associate survey.
This survey is not just about work. It is also about their total lives. Insights from this annual survey drives the company’s wellness focus.
For example, from a recent survey Johnson & Johnson discovered stress was a major issue. They are now designing and implementing programs to help their work associates reduce or better manage stress.
3. Trust, trust, trust!
Johnson & Johnson is heavily focused on winning and maintaining the trust of their work associates. For something as personal as health the issue of trust is a key determinate of whether an initiative engages or repeals a work associate.
Next- Success, Progress and Bottom Line
