Increase Your Energy for Work, Home and Life

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Common sense about employee health and wellness programs prevails through hard dollar savings in three fundamental areas: savings on health care costs, reduction of lost work days and lower voluntary attrition. H-E-B estimated that moving 10 percent of its employees from high and medium-risk to low-risk status yields a return on investment (ROI) of six to one. Over 20 years, Rosen Hotels has saved $200 million. Over 10 years, Johnson & Johnson saved $250 million, and from 2002 to 2008, the return was $2.71 for every dollar spent.

In 2001, MD Anderson Cancer Center created a workers’ compensation and injury care unit. Within six years, lost workdays declined by 80 percent. Cost savings, calculated by multiplying the reduction in lost workdays by average pay rates, totaled $1.5 million. Voluntary turnover at the software firm SAS Institute is just four percent. At Biltmore tourism enterprise, the rate was nine percent in 2009, down from 19 percent in 2005.

Leaders demonstrate their commitment to wellness programs by walking the talk, which is a typical leader–follower model. It’s time for a “leader–leader” model to flourish, meaning employees at the top, middle and so-called bottom lead their own good habits. If you haven’t already, build good wellness lifestyle habits at work. In addition to the cost savings stated above, health and wellness programs at work increase your personal energy for work, home and life.

Let SuperSlow Zone be the exercise battery for your healthy habit. For more information, visit www.SSZsugarland.com or call 281-201-2287.