Corporate Wellness Programs in Non-Profits
Nonprofit organizations may often lack wellness programs as part of their benefits packages often because leadership believes they have no merit related to possible costs. Additionally, nonprofit leaders may often not recognize wellness programs as an important component of an organization’s total benefits package. Leaders may have little to no interest in such programs especially when there are costs involved. The success of every nonprofit organization is based on its mission and the skills of the employees that the organization is able to attract and retain. Effective nonprofit leaders realize the importance of providing quality employee benefits programs in order to attract staff who will be committed to fulfilling the organization’s mission and vision. These leaders approach benefit programs strategically by reducing the costs associated with health care, retirement income and balance between work and life. However, nonprofit leaders often don’t recognize wellness programs as an important component of the total benefits package. Wellness programs add value to both organizations and staff by providing resources to assist employees with living a healthy lifestyle. A culture that clearly supports employee wellness shows the organization’s commitment to the overall well-being of its employees.
Wellness programs can be implemented easily, with little expense and can be seen by staff as a major employee benefit. These programs can say a lot about an organization’s commitment to the overall well-being of its employees. Small and mid-sized companies are the most likely to have an unmet need for employee financial wellness programs. Companies that employ between 50 and 250 people are less likely than larger companies to have a financial wellness program in place, while a significant percentage of their corporate leaders think it is a very good idea to offer such training.
The most effective approach implementing corporate wellness programs in not-for-profit organizations is to appeal to employers’ desire to improve their workers’ lives through a small, low-cost benefit that makes a big difference. Both employers and employees are persuaded by the idea that these programs can benefit everyone and are effective.
Baicker, Katherine, David Cutler, and Zirui Song. “Workplace Wellness Programs Can Generate Savings.” Health Affairs 29, no. 2 (February 2010): 304-311.