How to create and implement your corporate wellness program?

Have you ever pulled out a piece of paper and wrote how to implement the company’s wellness program but it has never been successful? If yes, continue read for this article. This article will discuss about the ways to implement corporate wellness program Malaysia. 


First of first,

An essential step toward enhancing employee productivity and health, as well as potentially reducing the overall cost of employer-provided health care, is developing and managing an employee wellness programme. Employers can gain from corporate wellness program Malaysia by:



Employers should consider creating a well-thought-out wellness programme that helps both the employee’s health and the employer’s bottom line due to the rising costs of health insurance and the significance of employee health.




A crucial first step in creating a workforce wellness programme is learning about the health of the workforce and the organization’s willingness to make changes in response to this information. The employer will be able to use this information to create programmes and services that will be most advantageous to both the employer and the employee. The following list of methods and resources can be use to gather this data:



Evaluate the risks to your health.







Building a successful corporate wellness program Malaysia requires the support of management. As with any effort, getting management support is essential for gaining funds, winning over the company, and establishing the program’s policies and procedures. By assisting in the connection between the goals of health promotion and business outcomes, management can further aid in establishing wellness as an integral part of the company.


It might be difficult to convince management of the potential benefits of a wellness programme to the company’s bottom line. For information on creating a business case for wellness programmes, see Business Case for Employees.


In order to get the necessary backing from senior management, it may be helpful to respond to the three questions listed below:





An employer can establish an internal, employee-driven committee that aids in establishing and sustaining a wellness culture in the company after performing a needs assessment and getting management support. This group will contribute to increasing the wellness program’s organisational support and effectiveness. The wellness committee may be in charge of the following duties:



Employers should invite committee members or ask for volunteers, making sure there is cross-sectional representation. Examples of people who should be on the committee include representatives from top management, human resources, information technology, communications/marketing, and health and safety, as well as union officials and staff who are interesting in wellness.


The following points should also be address by employers for the wellness committee:





Employers can set goals and objectives for the programme using the data from the workforce evaluation. An important objective for many firms is to raise employee wellness and, as a result, lower health care expenditures. Other objectives can be to lower absenteeism, increase productivity, and improve employee retention. The broad, long-term results expect from the wellness programme are stating in the aims and objectives of the programme. Every goal has one or more targets to make sure that it will be completed. Clear, time-bound, and succinctly stated objectives make it simple to assess if they have been met. Several examples of aims and objectives are shown below:




A crucial first step in developing the health programme is setting up a budget. Without money, the programme will come to a halt.


Organizations should include in the cost of incentives, promotion, and programme design when establishing a wellness budget. Fees for the screening vendor or other supplier, participant incentives, advertising materials, meeting expenses, pedometers or other fitness trackers, HR representative and committee member time, etc. are examples of typical budget items.


Employers may also wish to think about doing the following to hunt for untapped financing sources:


1.Surveys should be conduct to find out if staff members are willing to pay for yoga or fitness sessions as part of the wellness programme.

2.Work together to identify the wellness components that the health insurance provider offers. These programme expenses are frequently already cover by health insurance premiums.

3.Look into the possibility of taking part in clinical trials being conduct at colleges or hospitals to examine the effects of workplace wellness initiatives.

4.To complement the wellness programme, look into free community resources or programmes.

5.Consider introducing free or inexpensive internal activities, like a lunchtime walking group.




Employers can be flexible when designing corporate wellness program Malaysia. Each programme varies based on the organization’s needs and resources. Wellness programmes can be simple or sophisticated. It’s important to focus on risky behaviours and employee needs and interests. Organizations can develop wellness programmes using resources from prior organisational assessment procedures, wellness committee data, budgetary constraints, and goals and objectives. Refer to “Actions Employers Can Take” in From Evidence to Practice: Workplace Wellness that Works for suggestions and instructions on specific programme kinds. Step 1’s organisational assessment will be a crucial role in selecting the programmes to include. Common programmes include:


-programmes for reducing stress.

-Education in nutrition

-programmes to stop smoking.

-health risk evaluations.

-health examinations

-Activities and programmes for exercise.

-clinics for vaccination.


Employers must take into account the legal implications and compliance requirements provided by the ADA, GINA even though they have considerable creative freedom in designing wellness programmes, similar to the health risk assessments previously discussed.


Some examples of these requirements include:





To alter bad behaviours, maintain healthy behaviours, boost participation rates, or assist participants in finishing a programme, incentives or prizes are helpful tools. The case for rewarding employees for taking part in a wellness programme is based on one of the fundamental tenets of behavioural psychology: people act because they expect good outcomes from their activities. An excellent motivator is incorporating a rewards system into a wellness programme. Rewards can come in a variety of shapes, such as points that can be redeem for goods, tokens of appreciation for achievements, or monetary awards. The motive for receiving rewards gradually changes from an external incentive to an internal reinforcement.


Effective rewards will correspond to the effort necessary to engage in the desired behaviour. For instance, rewards for quitting smoking or losing weight should be bigger than rewards for attending a lunch and learn session.


Employers should stay up to date on any applicable compliance requirements because federal and state restrictions may limit incentives.




The organization’s wellness policy has to be written and distributing as a next step. The organization’s goals, level of involvement, and system of rewards and incentives with regard to employee health should all be outline in this policy statement. Employees may understand the reward system better if a John Doe example is using when explaining it to them.


Marketing the programme and encouraging participation both depend on effective communication. To foster a social culture where being healthy is value, communication is crucial. This can be accomplish in a variety of ways using tried-and-true methods for marketing and behaviour modification, such the ones listed below:


-a launch of a programme that attracts notice.

-A motto for the wellness programme as well as a logo, such as “Every Body Walk Now,” “Wellness Wednesday,” “Recess,” or “Time Out for Tai Chi,” are provided.

-Visible support and involvement from senior management.

-research-based wellness instruction

-multiple channels of communication, including presentations, flyers, and email.

-maintaining the message current with new data.


Maintaining participation in the wellness programme requires ongoing marketing and communication.




Evaluating the corporate wellness program Malaysia’s success is vital for sustaining management and staff support, as well as adjusting or introducing new programmes. Any investment or project is affecting. Employers should have KPIs and baselines for any wellness endeavour, which vary every programme. Employers may track attendance, programme completion, health care cost reductions, and the percentage of employees who quit smoking or lost weight. Employers may also consider ROI (ROI). Regardless of the methods or measurements used, evaluating the wellness program’s efficacy is vital to its ongoing administration.


Last but not least, if you found this article useful, please share this article to your friends who worked as entrepreneur and they may needed this information. You may check out other interesting articles at Emu Articles. Thanks for reading !

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