In an exceptionally healthy workplace  in the 90′s,  an on-site gym, cleaner organic food in the company cafeteria, and the occasional chair massage might have been the norm. These days, since workers are more concerned with keeping their jobs than putting on a few extra pounds, it’s a different story. One could argue it ‘s just as important to feel good – as to look good – mentally and physically.

Progressive companies, fully aware of our 24/7 stressful work environment, understand burnout is not sustainable for workers or their careers. In fact, some have found that Employee Assistance Programs that support policies such as flexible working arrangements, skills training, leadership development and programs that promote healthy lifestyle and behavior choices – will lead to more productive and mentally healthier talent. 

This week the American Psychological Association honored five companies for “their comprehensive efforts to promote employee health and well-being while enhancing organizational performance.”

According to the American Psychological Association, psychologically healthy workplace practices fall into five categories: employee involvement; health and safety; employee growth and development; work-life balance and employee recognition. Chosen for the APA’s 2009 Psychologically Healthy Workplace Award:

1. W R Systems, Ltd. – Engineering Services Division (Virginia), 
2. Replacements, Ltd. (North Carolina), 
3. Teledyne Brown Engineering – Huntsville Headquarters (Alabama), 
4. WorldatWork (Arizona) 
5. Sandia Preparatory School (New Mexico)

These companies were not targeted for their feel-good approach to mental health, but instead on the return on investment. When big business can look at the numbers or concretely understand the philosophy behind what makes these companies tick, it makes for a better case to keep funneling money toward EPA’s.

Let’s deconstruct:

1. These 5 organizations reported an average turnover rate of just 11% in 2008, compared to the national average of 39% (Dept. of Labor)
2. Employee surveys from these companies showed 25 % experienced chronic work stress, compared to 39% nationally.
3. 85% of employees reported being satisfied with their jobs, compared to only 61% nationally.

Efforts to promote employee well-being cannot simply fall under the auspices of physical health. You can’t measure how happy someone is, or their mental stability, by taking their blood. If you’re going to do that, you may as well test for cholesterol. It’s a better indicator of an impending stress attack from burnout.

Workers are human beings, but they are also human capital thus industry has no choice but to pony up and liven up the workplace. An article, in the January 1st issue of Industry Week by Andrew Sykes The Secrets to Success in Wellness Programs: Leadership, Incentives, Healthy Workplace, suggests as much.

Sykes cites the federal Centers for Disease Control claim that, "preventable illnesses and medical conditions comprise approximately 99% of this nation’s $1.4 trillion dollar medical care costs." He then goes on to give data on a case study indicating a direct correlation between one companies wellness program, and medical savings.

This particular case is likely the exception, rather than the rule. Even as change might be on the horizon across the board, there seems to be a disconnect as to whether a company can see tangible financial benefits from it’s wellness programs.

Sykes says there are some secrets to success – to change the perception that wellness programs are just frothy perks. Leadership, incentives and a workplace where healthy behavior is encouraged he says, are important ingredients. And there are multi-national companies which have boarded the train to that end. But it seems we need some big billboards to capture the attention of most companies.

Perhaps the incentive of an aging workforce and tightening job market might help establish the tipping point for big business to look into the return-on-investment of wellness programs. It seems the systemic implementation of such initiatives has a long way to go, until the tangibles of the bottom-line are seen in the company spread sheets.