Employees are flexing their green thumbs, and it's a growing trend that is gaining attention. While promoting local farmers' markets are a great option for boosting employee nutrition, as it supports well-being — a holistic view of employee health that includes social, emotional, financial and environmental aspects.

In recent years, gardening has emerged as a scientifically proven stress reliever (https://www.psychologytoday.com/blog/minding-the-body/201304/nine-ways-relieve-stress-gardening). Add in the nutritional benefits and it cultivates support for the social and environmental elements of well-being.

It is no secret that most workplaces are technology-driven and overly attentive to the next email, text or social media post, yet studies point to how we have a limited capacity for this "always on" mentality. Once that capacity is capped, "technology fatigue" sets in, making us more prone to stress (http://www.huffingtonpost.com/david-volpi-md-pc-facs/technology-depression_b_1723625.html). Thankfully, this type of fatigue is reversible. Engaging in an effortless form of attention that we use to enjoy nature—such as gardening—is a way to replenish and combat stress and fatigue.

Here are some steps to consider to get started:
•Send out a questionnaire to employees to see if there is an interest in creating a company garden.
•Create a garden committee to oversee installation and maintenance of garden.
•Find a location on the property that is sunny most of the day with access to water.
•Receive approval to use that space for a garden.
•Design your garden site (garden beds, pathways, watering system, signage, etc.)
•Develop your garden budget and fundraising plan (make a list of supplies and materials)
•Build and maintain your garden site.
•Grow your team (employee volunteers.)

In the past couple of years, the worksite wellness industry has talked a lot about having the right “culture”. A positive wellness culture in the workplace contributes to the physical, mental, and emotional well-being of workers. It takes an integrated approach to wellbeing that includes not only our physical health, but our emotional health, our sense of purpose, our connections to our community and our overall quality of life.

One area to consider when expanding your wellness offerings is volunteering. One aspect of wellbeing is that tends to be overlooked is community wellbeing – engagement and involvement in one’s community. More and more employers are realizing that volunteering can help a person’s overall wellbeing. According to a UnitedHealth Group study, 76% of people who volunteered in the last 12 months say volunteering has made them feel healthier, and 94% say that it improves their mood. Companies are giving their employees opportunities to give back to their communities through any number of initiatives and they are reaping the benefits of happier, healthier workers.

Volunteering stands out as an activity that has all the right stuff.   We’ve known for a long time that the hours and resources that individuals contribute through volunteer efforts make our communities better places. What this research from the UnitedHealth Group affirms is that there is a lot more: volunteering makes people feel better. Individuals who volunteer tend to be more active and engaged in their communities and in their health. Additionally, employers can play a significant role in allowing volunteering (see “Time Off for Volunteering”), and enjoy real benefits as a result.

According to an Aon Hewitt study, 79% of consumers view making smart choices every day as the number one factor that leads to good health. At the same time, 85% of consumers also say obstacles such as lack of time and affordability often get in the way of them making smart choices. As a provider of worksite wellness programs, we often hear these same obstacles from our participants.

Your organization has been tossing around the idea of implementing an employee wellness program for months….or possibly even years.   We are well aware that Americans spend a lot of time at work—more than the hours they devote to sleep, leisure or sports.   It’s no wonder then that so many of workers suffer from chronic diseases - health and wellness usually take a back seat to earning a living. According to the Centers for Disease Control and Prevention (CDC), 117 million people in the U.S. had one or more chronic health conditions as of 2012 (“Chronic Diseases and Health Promotion,” Centers for Disease Control and Prevention, May 9, 2014).

"In the workplace, happiness is not found in a bigger paycheck, more flexibility or the perfect boss; it starts with the individual employee."

When you consider a workplace wellness program, I tend to think of the prevalence of health risks, absenteeism, stress levels, culture, promoting physical activity/healthy eating, quality sleep, etc. But happiness at work? According to the book “The How of Happiness” (http://thehowofhappiness.com/) by Sonja Lyubomirsky, happiness is a crucial factor in the productivity of employees.

Incorporating Mental Health into Workplace Wellness Mental health issues such as stress, anxiety and depression are routinely listed as top concerns in employee health surveys, and are the second leading cause of workplace absenteeism. Even moderate depressive or anxiety symptoms can affect work performance and productivity. Most employees agree that their mental and personal problems spill over into their professional lives and have a direct impact on their job performance. As you can see, it's in the employer’s best interest to address mental health as part of their wellness program.

When looking for a solution for any type of initiative, I can’t imagine an organization wanting a “one-size-fits-all” strategy.  Every organization is different….with unique goals and objectives.  In worksite wellness, we need to keep that in mind when it comes to participants.

When implementing workplace wellness programs with incentives, organizations typically have the right intentions – to encourage their employees to live a healthier life. However, too many organizations are sabotaging the effectiveness of the wellness incentives without even knowing it. Designing an effective incentive strategy can be confusing and overwhelming. Below are 3 common pitfalls in wellness incentive designs – their consequences and how to dodge them.

1. Overcomplicated programs

2. Unattainable goals

3. The incentive IS the goal