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5 Elements of a Healthy Culture

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 

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]

Posted by Tara Hill at 9:00 AM

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