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After 8 years in the “wellness trenches” we’ve learneda lot about what makes a wellness program work,and what doesn’t. Allow us to share…

So, here it is…your very own…Corporate Wellness Manifesto

Why a Wellness Manifesto? What does your organization need with a

Wellness Manifesto? (And no, “wellness” isn’t an evil word.)

A Manifesto makes intention concrete, and it makes it

personal. It turns words into actions and

achievement. It defines the choices you present to

your employees that offer them the opportunity to

be personally responsible for making those lifestyle /

behavioral changes that will have a long-lasting and

positive effect on their own and your organization’s

future. That’s a mouthful (but absolutely critical)!

Stay with us… This is the only long part…

A Manifesto makes intention concrete, and it makes it

personal. It turns words into actions and

achievement. It defines the choices you present to

your employees that offer them the opportunity to

be personally responsible for making those lifestyle /

behavioral changes that will have a long-lasting and

positive effect on their own and your organization’s

future. That’s a mouthful (but absolutely critical)!

So, to turn words into action, here are a few things to beaware of—very aware…

Wellness must be built in, not added on. It’s not a perk

or benefit, but to be effective, it is (or should be) a part

of your comprehensive business plan.

❶

Many wellness “vendors” as well as many organizations

themselves are clueless about behavior change and what

it takes to motivate an individual to make fundamental

changes in lifestyle choices.

❷

You can’t mandate a change of heart and youcan’t drag people kicking and screaming intowellness.

Companies (your organization

included) are in business to make a

profit. Where does paying for wellness

fit in? We know one size does not fit

all. Throwing quinoa, carrots and

broccoli, gym memberships and cute

T-shirts at employees will not engage

those most at-risk employees in

wellness. (In the long-run, it won’t

engage your other employees either.)

❸ Companies (your organization

included) are in business to make a

profit. Where does paying for wellness

fit in? We know one size does not fit

all. Throwing quinoa, carrots and

broccoli, gym memberships and cute

T-shirts at employees will not engage

those most at-risk employees in

wellness. (In the long-run, it won’t

engage your other employees either.)

There are definitely “should’s and should not’s” to consider…

❹ Total pounds lost, biggest

loser, total miles walked,

annual health fairs—are all

means to an end, not the

end in itself. These are

activities, not programs. By

themselves they will not

change long-term behavior.

Total pounds lost, biggest

loser, total miles walked,

annual health fairs—are all

means to an end, not the

end in itself. These are

activities, not programs. By

themselves they will not

change long-term behavior.

There is true, sustainable workplace wellness—and then there is“wellness in name only.” Do you know which is which?

❺It’s not about incentives (or those

proverbial carrots and sticks). It’s not

about winning the prize for most

weight lost. It’s not about filling out

the HRA for reduced insurance

premiums—or not submitting to

biometric and intrusive screenings

and facing higher premiums. It

doesn’t work that way. This is the

wrong way to engage employees.

It’s not about incentives (or those

proverbial carrots and sticks). It’s not

about winning the prize for most

weight lost. It’s not about filling out

the HRA for reduced insurance

premiums—or not submitting to

biometric and intrusive screenings

and facing higher premiums. It

doesn’t work that way. This is the

wrong way to engage employees.

Sure, you want the outcome, but it’s the process that leads to a long-term,sustainable culture of wellness. You can’t skip the Process step.

❻ Today, even relatively healthy

companies can face unknown and

unfamiliar headwinds—employee

engagement doesn’t have to be one

of them. To effectively engage your

employees in a wellness offering,

they must see it as something done

for them, not to them.

Today, even relatively healthy

companies can face unknown and

unfamiliar headwinds—employee

engagement doesn’t have to be one

of them. To effectively engage your

employees in a wellness offering,

they must see it as something done

for them, not to them.

Engagement is “job one” and this means providing opportunity andencouragement while avoiding those “sticks” that make people feel worse thanthey already do.

❼No company is bigger than its culture. None. And, if the

C-Suite isn’t engaged in a culture of wellness, employees

won’t be engaged either. Leadership must be visible and

at the start, must come from the top-down.

When your employees begin to embrace the programand make it “theirs” they have truly bought-in. That isthe key to sustainability and, Ta-da! Success!

❽ Looking for ROI? Don’t get caught in the “ROI

Trap.” You can't begin by thinking statistically. You

have to build your statistics by compiling

individual successes.

Trust us, with the right initiative, there will becompelling success stories. Together, thosestories will have a positive impact on yourbottom line.

Believe it—most of your employees want to be healthy.

Does your organization’s wellness messaging (verbal and

non-verbal) actively encourage their participation—or

does it inadvertently discourage it?

❾

You also, absolutely, must have, voluntary participation—this intrinsic motivation is essential to true behaviorchange and sustainable involvement.

❿ Improved communication, morale, engagement and

productivity, as well as reduced healthcare costs, absenteeism,

presenteeism and turnover—Sound good? This is what a truly

effective wellness initiative can help you accomplish.

During the past 8 years, we’ve seen a lot of money spent ontraditional diet and exercise programs designed with lots of bellsand whistles. Most are expensive, a burden to administer, andthey lack the nuts and bolts necessary to change behavior. Byusing the right language and messaging, and a clearly definedstrategy, we can point you in the right direction.

By reframing the conversation, incorporating

principles of behavioral economics and social

neuroscience to achieve behavior change,

and through careful messaging of all program

content and presentations, we can help you

overcome “wellness resistance” and

“wellness fatigue.”

The Takeaway…By reframing the conversation, incorporating

principles of behavioral economics and social

neuroscience to achieve behavior change,

and through careful messaging of all program

content and presentations, we can help you

overcome “wellness resistance” and

“wellness fatigue.”

If you already have a wellness program in place, and if that program is not meeting yourexpectations, think of us as the wellness program for sick wellness programs. Our behavioralengagement strategy is equally effective as a stand-alone initiative or as a jumpstart forunderperforming, existing programs.

Contact us:

LoneStartNow

512-894-3440

www.lonestartnow.com

information@lonestartnow.com

LoneStartNow

512-894-3440

www.lonestartnow.com

information@lonestartnow.com