Many of the Wellness Coordinator programs offered at work aren’t health programs because they’re healthcare management programs. Is it essential to understand the difference, you think?
Wellness Coordinator and health could be described in a continuum, with health being at one end and wellness on the other. The middle point of a health-wellbeing continuum can be thought of as that neutral area.
In a workplace setting in a health-related setting, which is the other side of the scale, emphasis is on employees’ health. This typically focuses on the employee’s chronic illness and health-related risk elements.
In the final health section, the focus should be on things like chronic illness or management of conditions such as treatment adherence and adherence to medication. On this side of the continuum, it could be a good idea to inform employees about the health benefits associated with their illness and best practice treatment guidelines and procedures. To help them better manage their health issues, those on the continuum may benefit from chronic illness self-management or self-management programs. Dr jay feldman
While remaining on the health side of the continuum, however, as we move closer to the neutral point of the continuum, The main focus of the Wellness Coordinator program is the management of risk for employees and disease prevention. Based on the work site, risk identification is usually made using the health risk assessment (HRA) tool, with or without biometrics. Utilizing these tools allows employers to assess their employee group’s risk profile globally.
Risks of employees, as well as employees’ interests and the interests of management, are the foundation of risk strategies and strategies used in the program for wellness. Standard risk management and prevention strategies include:
- Increased employee knowledge and awareness.
- Lifestyle or behavior change initiatives.
- The creation of a positive workplace.
It is crucial to note that the goal of risk reduction and prevention will, at the very least, help the individual employee reach the neutral end of the continuum of health and wellness. Zero risk and prevention do not guarantee health and wellness. They create risks, and there is no disease. The study here is evident across various areas of research. Eliminating negatives does not make the positive. Positives can only be achieved through an intentional, positive outcome action. Dr jay feldman
Wellness and its many wellness models can be considered positive. This is why health is on the opposite side of the health continuum. Wellness is situated to the north of the continuum’s neutral line. Wellness is also referred to as wellbeing, flourishing, wellbeing, optimal living, and other similar terms.
It is an interdisciplinary concept or concept that has the dimensions changing depending on the model you’re looking at. The most popular wellness model frequently featured in the literature as a model is the National Wellness Institute. Their model has six dimensions:
* Physical
* Emotional
* Social
* Intellectual
* Spiritual
* Occupational
Dr jay feldman: To address employee wellbeing, employers must focus on more than physical health, which is usually the main focus of workplace wellness programs today. Wellness and wellness programs can be a powerful method for employers to hire that aim to improve the level of engagement among employees.
There are numerous reasons your wellness program at work should be a simple wellness program that operates in the north of neutral.
Going North of Neutral
Dr jay feldman: Happy and healthy employees and workplaces that are great for employees need wellness strategies that go beyond only employee health management. I encourage you to allow me to assist you in creating your own successful, effective, and long-lasting program. I am a specialist in assisting worksite coordinators and creating Done with You worksite employee wellness and health programs. You can contact me at. Dr jay feldman
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