By {{Article.AuthorName}} | {{Article.PublicationDate.slice(6, -2) | date:'EEEE, MMMM d, y'}}
{{TotalFavorites}} Favorite{{TotalFavorites>1? 's' : ''}}
While construction owners and suppliers face many strategic decisions to lead a growing business, one to keep top of mind is the health and wellness of their people. The construction industry demands a skilled workforce with high mental and physical engagement. Making an investment in a wellness plan for employees can contribute to good health on and off the job, increase productivity and reduce common jobsite errors that may lead to injury.

Following are key components of an effective health and wellness plan.

1. Create a Wellness Approach

Crafting a wellness approach and strategy is an active first step in developing a health and wellness plan. Keeping the workforce in mind, what areas of wellness directly connect to employees in their everyday life? Dixon Hughes Goodman (DHG), a U.S. top 20 public accounting firm that serves clients in the construction industry, approaches wellness in a holistic manner that includes physical, mental, emotional and financial wellness.

This multidisciplinary wellness approach helps professionals be physically energized, emotionally connected, mentally focused and completely aligned with the goal of equipping everyone to live their best lives—professionally and personally.

2. Secure Leadership Buy-In

Commitment, participation and strong leadership communication is essential for any successful health and wellness program. Secure leadership buy-in ahead of the program launch date and schedule consistent communication from executive level leadership to employees. DHG's leadership team is driving employee participation in its new program, Energy for Life.

"DHG Energy for Life was transformational for me in terms of how I manage my career and my broader life,” says CEO Matt Snow. “I wish I had completed the program 20 to 25 years ago, so I want to make sure all of our people benefit today from what these teachings have to offer.”

3. Incorporate an Energy Focused Plan at Home and Work

When creating a health and wellness plan, incorporate tools and resources that will provide energy to perform at a high level both at work and also at home. DHG Energy for Life emphasizes a connection between personal purpose and daily behaviors, ultimately impacting employee engagement. Aligning an employee’s energy with their deepest values, beliefs and purpose strengthens that energy across all four dimensions: body, heart, mind and spirit.

DHG has noticed that people who pay attention to all aspects of their health have more energy and are more able to tackle personal and professional challenges.

“By increasing my focus and energy capacity, I could do more good work in less time, and still have energy and time to spend on my personal relationships,” says Chief People Officer Effin Logue. “When I’m 100 percent focused, I’m significantly more productive and energetic. I don’t spend as much time at work now because I get more done in less time.”

4. Offer Wellness Tools that Connect with the Workforce

When a company is assessing its workforce, it should think about what is important to employees in everyday life. DHG offers employees resources such as a fitness reimbursement program, healthy snacks during busy times of year, annual biometric screenings and onsite flu shot clinics, child and elder backup care, and an employee assistance program with 24/7 phone access to licensed professionals for counseling services.

If employees face a high level of stress, obesity, or smoking or alcohol addiction, companies should consider offering programs that will aid them in overcoming these health challenges with tools such as nutrition and health training and education.

5. Motivate and Inspire Employees to Make Smarter Lifestyle Choices

Participation typically increases when incentives, fun challenges and rewards are a part of any wellness program. Inspire employees to live life with healthier choices with interactive wellness campaigns.

DHG's Energy for Life program also educates participants on proper nutrition and a movement to reinforce the importance of physical movement to maximize energy. Via a secure website and third-party provider, DHG provides employees participate in exciting challenges, health coaching, webinars and education to help improve health. To motivate employees to reach personal wellbeing goals, DHG incentives include redeemable points for exciting rewards such as merchandise, charitable giving or gift cards.

Retaining and attracting skilled talent is one of many top-of-mind concerns for construction executives. Make a strategic investment in employees and a commitment to creating a health and wellness program. The planning and launch of the program will positively impact your people and your business.

 Comments ({{Comments.length}})

  • {{comment.Name}}


    {{comment.DateCreated.slice(6, -2) | date: 'MMM d, y h:mm:ss a'}}

Leave a comment

Required! Not valid email!