Volume 84
November 3, 2021
Snapshots, For the Better
  • Just Imagine
  • Better Workplaces, Better World™
  • How-To Guide
  • 9 Steps
  • At the Intersection
  • Talking Points
Greetings!
To establish Corporate Wellness Programs with progressive collaborators, as usual, we must walk in the shoes of our strategic allies. Getting in their zone brings us one step closer to achieving mutually beneficial goals.
Similarly, our previous PEAK Performance focus on Senior Living Communities (SLC) articulated an inside view:

“Imagine being an SLC marketing director…

…. have you considered difficulties faced by resident directors at SLCs? With hundreds of older adults revealing countless medical conditions, contrasting capabilities and diverse interests, managing routine needs and nurturing pleasurable lives is arduous. With psychosocial goals in mind, keeping active with engaging activities will improving inhabitants’ quality-of-life.”
In B2B2C settings, particularly with mid-sized to larger companies, we benefit when Human Resource (HR) decision makers are inside coaches. Indeed, talented, motivated and healthy team members are THE most important resources.

Pursuant to their Better Workplaces, Better World™ mission, the Society of Human Resource Management (SHRM) created a Corporate Wellness Program How-To Guide.

Studying this valuable resource pays growing dividends as, by all accounts, understanding our key contact's vantage point directs application of Healthy Hearing, Good Business principles.

To start:

“Designing and managing an employee wellness program is an important step in improving the health and productivity of employees and potentially improving the overall cost of employer-provided health care. Wellness programs can benefit employers by:

  • Lowering health care costs.
  • Achieving higher employee productivity.
  • Improving employee morale and loyalty.

Because of the ever-increasing costs of health insurance and the importance of employee health, employers should consider implementing a well-thought-out wellness program that benefits both the employee's health and the employer's bottom line.”
From their deep experience, 9 steps are detailed and these excerpts are prescient:

STEP 2: OBTAIN MANAGEMENT SUPPORT

“Support from management is essential to building a successful wellness program. Management can provide additional assistance by helping link the health promotion objectives to business outcomes, thereby positioning wellness as a fundamental part of the organization.”
We earn Management Support by proving how communication efficacy will benefit achievement of their business outcomes. While real ear measurements help validate hearing results, better hearing can improve bottom lines.
STEP 6: DESIGN WELLNESS PROGRAM COMPONENTS

“Employers have great latitude in designing the wellness program. There is not one standard program, as each will vary based on organizational needs and resources. It is important to include a variety of components that target risk behaviors and the needs and interests of the employees.”
Healthy hearing merits being an essential Wellness Program Component for multiple reasons, including comorbidity education and prevention of noise-induced hearing loss.
STEP 7: SELECT WELLNESS PROGRAM INCENTIVES OR REWARDS

“Incentives or rewards are an effective tool to change unhealthy behaviors, to adhere to healthy behaviors, to increase participation rates or to help individuals complete a program. People are driven to act by the positive consequences they expect from their actions.”
It is Rewarding when employees rediscover joys of hearing and can do their jobs better.
At the intersection, guided by these precepts and your growth objectives, our Time for Success Introductory Talking Points emphasize:

  • Introducing your practice
  • Educating about hearing health quality of life issues
  • Scheduling a face-to-face discussion on helpful ideas
For easy reference:

These conversational catalysts can be effectively employed and we are delighted to customize useful references. Role playing is a worthy endeavor and I am just a friendly phone call away. Practice makes better.
Next week, our concluding issue on B2B2C initiatives will reveal further insights on HR decision maker mindsets, a novel awareness design and digital methods to promote successful programs. Learning more will be beneficial, just in time.
Bruce Essman
CEO
High Definition Impressions (HDI)



314.276.7392
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