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How to Write a Wellness Plan

July 10, 2014 by  

Your body is your temple.  You only have one body.  There are so many different phrases and sayings, but they all focus on one thing; take care of your body by making healthy decisions today for tomorrow.

In order to guide your choices and to reach your goals for a healthier you, it is important to establish and follow a personal wellness plan.  If you are currently experiencing health issues, this is even more essential to implement into your daily activities.

It isn’t difficult to put a personal wellness plan together.  It’ll take some calculating and a little research and can be put together using Microsoft Excel quite easily.

How to Write a Wellness Plan

The purpose in creating a wellness plan and “putting it to paper” is to identify your health goals and provide a plan to follow to reach these goals.  Even the best intentions can quickly be forgotten when not written down due to the day-to-day, but when you take the time to research and put a plan in writing, it is easier to hold oneself accountable.

  1. Decide whether you will be focusing on the short-term or the long-term.  A short-term wellness plan is used to target and correct specific health problems.  For instance, high cholesterol would be something a short-term wellness plan would focus on and the goal of this plan would be to identify ways to lower your cholesterol.  A long-term wellness plan focuses on your daily health for 6 months or more.  Included in this would be weight control, muscle build, heart rates/pulse, etc.
  2. What are your goals?  Does cancer run in the family?  Do you plan to get pregnant in the near future?  These are reasons for having a health and wellness plan.  Develop a plan to help prevent cancer.  Develop a plan to provide for a healthy pregnancy.  And so on.  Do you get colds every winter?  Be proactive and put together a short-term plan to reduce your chances of getting a cold this coming winter.  Identify your goals and then put together the wellness plan to help you achieve these goals.
  3. Identify the steps that will help you reach and achieve your goals.  Examples of steps to help would be:
  • Recipes for healthy meals
  • Consumption of known herbs or medicines for your symptoms or for prevention
  • Exercise regimen
  • Rewards that you give yourself for staying on the plan or reaching identified milestones within your plan

The rewards step is important because it provides a way to identify milestones within your plan that once reached and the reward is made it helps to reinforce the overall goal of the plan and the greater reward down the road.  It is hard to stick to a plan when you don’t see any immediate results, often with a wellness plan you won’t see immediate results, but by rewarding yourself along the way, in a sense, you are seeing results.

No two wellness plans will be the same.  You need to take into consideration your health goal, your daily activities, your diet, and what motivators you can identify to help reward you an keep you on track to reaching the overall goal of your short-term or long-term wellness plan.

Managers are Key for Successful Employee Recognition

July 8, 2014 by  

If you have a job in today’s economy you’re quite thankful, but that doesn’t mean that you aren’t thinking about or looking for a position at another company.  No, it is still important to keep employees engaged and to show that they are appreciated.  Just because the economic environment of today is brutal does not mean that employees aren’t interviewing or considering changing employers.

An Employment Confidence Survey by Glassdoor.com found that 42 percent of respondents stated that they expect to leave their current job within 24 months.  This should cause alarm to all companies and human resource professionals as this is a sign of what could cause a difficult employee retention challenge in the future.

A wise man once said that a company is only as strong as its weakest employee…I actually just said that and I borrowed and revised it from the old adage, “a chain is only as strong as its weakest link.”  This is so true!  As an employer, your greatest asset and competitive weapon is in your employees and the talent (natural and learned) that they bring to your organization.  As such, recognition programs must first focus on managers and their ownership of recognition and retention practices.

With the goal of retaining talent now and as the economy recovers and more and more job opportunities become available, managers can help with company’s employee retention success by the following the 3 P’s of Employee Recognition Tactics.

PUNCTUALITY

This is important.  Simply put, be punctual when recognizing.  The most effective recognition is when the recognition is timely.  Although managers should strive to be physically present when giving recognition, business travel and remote locations can make this difficult.  Given these situations, a timely follow-up phone call or video conference should occur…email as the last resort (let’s face it…its impersonal).

PREPARATION

All good intentions can be lost with one simple misspelling or mispronunciation.  When publicly recognizing employees from a manager who doesn’t work with the employees on a day-to-day basis it is imperative for that manager to review and practice of first and last names, job titles, descriptions, purpose of recognition, etc.  A botched presentation as a result to an employee means one thing – you didn’t take the time to get to know me, so how can you possibly care what I did.  This will kill morale and motivation fast and create employee disengagement.  As a manager, be sure to know who made a difference and whey and recognize!

PERSONALIZATION

The purpose of recognition is to recognize an individual for an achievement.  Thus, recognize that employee and personalize the recognition to him/her.  This can be done through the presentation materials as well as in the recognition presentation.  If presenting to a group of people this can prove to be a bit more difficult, but when you have an opportunity to recognize individually, spend the time to put some thought into how the presentation will be made.  Doing this can go a long way at building a great bond between a manager and employee and the bond of that employee with their employer.

In closing, when acknowledging look nice, offer a firm handshake, don’t just speak…praise the employee for their contributions!  As a manager, you set the standards and provide the example for others to follow.

Additional resources and articles for recognition presentations can be found at:  RecognitionPresentation.com