Health and Wellness

“When ‘I’ is replaced by “we” even ‘illness’ becomes ‘wellness’.”

– Scharf​
Who doesn’t want happy, healthy and engaged employees, right?! Guessing you feel the same way because you are still reading this (thanks by the way!) . . . ENCOMPASS will be a great partner in your company wellness program!
The wellness of your employees has a direct correlation to your bottom-line; healthy, well-balanced employees reduce the negative impact of absenteeism, presenteeism, short term and long term disability costs, and associated benefit claims. Healthy employees are more vibrant, want to and are able to positively contribute to their environments; while at work and at home.

We’re good at what we do and we care a great deal about your company’s greatest asset – your employees! We would love to understand your company’s desired wellness outcome and give you the support you need to make it a reality. Let’s talk about what a wellness evaluation/risk assessment would look like for you.

Life can throw us a curveball when we least expect it. Old habits can become new problems if we don’t deal well with them. Life changes can be challenging for your employees to overcome, and a personal issue can quickly become a work issue unless your employee can get timely, appropriate, and confidential help. Does this sound like something your staff could use?

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Employee and Family Assistance Programs provide free, confidential access to professional counselors offering support for family, legal, child/elder care, career and health coaching. Counselling can be done in person, by phone or on your computer.

Browse Our Featured Employee Assistance Plans:

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As an employer, how do you know your wellness initiative is working? Can you expect that this will make a positive impact on your bottom line? If so, how do you measure it accurately? There is an objective measurement to satisfy those who invest in wellness. Tailoring it to your organization is the key.
There are many factors to consider to fully understand your ROI and VOI. They include the subjective factors which tend to be felt and seen in the attitude, engagement, and overall success of your employees and organization.
According to the Canadian Mental Health Association, in any given year, 1 in 5 people in Canada will personally experience a mental health problem or illness. Wellness initiatives will not abate mental illness or other occurrences we as a society or individual face. However, it is a corporate strategy that can, and does, address these challenges by directing individuals and corporations toward a healthy outcome, removing the stigma and encouraging peer support. Community helps maintain good mental health and prevents the isolation that worsens it.
Commitment on both the employer and employee’s part is paramount. Our question to you is what would your organization look and feel like if there was a lift of 5% employee engagement/happiness/healthiness through your wellness program? How differently would they interact with co-workers, clients, and home life? Are you there yet?
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Some of the metrics commonly used to evaluate
a corporate wellness program are:

Evaluate Hard Costs
As you receive reports on your benefit program utilization, use them to evaluate claims savings and the monetized impact of wellness on hospital claims and health outcomes. Rather than generating revenue, wellness programs work on the other end of the spectrum in saving you money. Savings on your benefit costs is an ROI you shouldn’t ignore.
Evaluate Satisfaction
You probably do this anyway, but gathering subjective opinion on the effectiveness of your program from the employee perspective while also looking for improvement recommendation can really help your analysis. Just talking about it can bring up your participation numbers, so this evaluation serves a few purposes!
Evaluate the Health Impact
This requires rallying the troops to ascertain the effect of wellness programs on the physical health, mental/emotional health, health behaviors, health status, and overall risk status of your staff.
Evaluate Engagement
Participation, from overall program participation down to more finite measures, is all a part of this number. It’s not just about how many enroll, but about the degree to which they participate and carry on the lifestyle changes you were aiming at.
Evaluate Productivity and Performance
Evaluation including measuring the impact of health on factors like time away from work and employee performance.
Evaluate Culture
While management might be fully supportive of the wellness direction, is it actually changing your company culture for the good? Engagement to the point of actual change takes a little bit from everyone—management and across the board. Take a snapshot of current culture and compare it to what was prevalent at the time you began your program to see the difference.
Evaluate your VOI (value on investment)
Including all the above factors in the financial analysis better reflects the broader savings potential of wellness programs, rather than an ROI measure designed to calculate revenue rather than savings.
Below are sites we encourage you to explore and utilize with the goal of understanding your ROI and VOI of your Wellness Program.

If you are still skeptical about the value of wellness programs in the workplace, take a look at some of these stats:

  • Disability benefits now make up nearly one-half of insurance costs for your employees
  • Stress and mental disorders make up 35% of all disability claims
  • Canadian workers lost an average of 9.1 work days due to disability claims
  • BC employers had the highest absenteeism at 10.5 days

Troubled, distracted, or emotionally unwell employees (personally and/or work-related) have difficulty focusing, being productive, showing up to work, being present at work, and can make more errors, all of which costs the company money.

An effective corporate wellness program addresses all dimensions of employee health matters, which include stress, proper nutrition, physical activity, disease, and illnesses. We all know “you can lead a horse to water …”. Most employees are “thirsty” and will “drink” the wellness water if you lead, encourage, and create a culture that just doesn’t have a plan, but also has a corporate wellness culture that lives it.

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