At MBGH we are dedicated to helping Memphis employers build
a culture of health within their own organization. Through our CEO Culture of
Health Initiative we provide the knowledge, tools, and resources for employers,
human resource staff, and wellness coordinators to use in developing their own
programs and initiatives.Below are 5 Elements of a Healthy Culture, outlined
by Allen Judd, President of the Human Resources Institute, LLC and found at http://welcoa.org/freeresources/pdf/judd_allen_healthy_cultures.pdf
Shared
Values: Within any organization shared values or priorities are important. In
regards to prioritizing wellness his is an idea often missed in the corporate world.
To create a healthy culture the company must first make wellness one of their
top priorities.
Cultural
Norms: Norms are established expectations in the work environment. Employees
don’t realize that certain behaviors, such as going out to eat for lunch
everyday or having sugary snacks at every meeting are just part of the company
norms. Getting employees to realize that these decisions are not usually made
from personal interest or by habit is the first step to changing the norm.
Touch
Points:
Touch Points are social mechanisms
similar to policies and procedures that influence norms. There are 10 touch points
including modeling, rewards, pushback, training, communication, traditions,
relationships, orientation, recruitment/selection, and resource commitment. Each
of these touch points provide opportunities to reinforce the company ideals of
employee wellness.
Peer
Support:
Employees can be involved in helping one another achieve optimal wellness
through peer support. The peer support mechanism has been found to be a very
powerful influence on behavior. Encourage employees to help one another achieve
their health goals and identify champions within the organization who can share
their stories, progress, and set backs with others.
Climate:
Climate is the equivalent to
morale and teamwork and
is measured by three different aspects. One, is a sense of community? Two, is
there a shared vision? And three, is there a positive outlook within the
organization? These three factors seem to make it easier for people to make
positive changes both individually and as groups. Knowing that these climate
aspects work to help people make changes wellness programs and initiative’s
goals and objectives should be set to achieve them.
If you are interested in
learning more about creating a culture of health or about how MBGH is working
with employers like you please contact Tara Hill at [email protected]