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multiple key locations; stocking vending machines
with healthy snacks as opposed to the typical chips
and sweets; providing a healthy, smoke-free environment; negotiating a discounted membership to a local
gym; or starting a running club.
Many mortgage professionals use online tech tools
to make their jobs easier while allowing them to
stay connected, so consider encouraging the use of
online platforms to allow employees to access health
information at all times. Popular activity devices
such as Fitbit or the Apple Watch give employees
up-to-the-minute fitness goals, including calories
burned, a daily step tracker and overall active minutes.
As the wellness program evolves and the budget
allows, consider offering more advanced on-site
amenities and programs, such as a fully-equipped gym
with fitness programs, workstation improvements,
health seminars, a wellness pantry stocked with
healthy snacks and drinks, or a break room that fosters
employee interaction — complete with a foosball or
ping pong table. Social health also plays an important
employees. Find out what they want, what they need,
what their frustrations and concerns are, and how they
feel you as an employer can help them achieve better
balance in their lives.
While it may not be feasible to implement a long
list of health and wellness amenities and initiatives,
start small by offering a few of the most suggested,
and build on your offering as the program evolves.
Throughout the process, it’s important to encourage
employees to become keenly self-aware of their own
needs and tendencies because no two employees are
All employees have their own work and stress threshold and limitations based on their specific responsibilities within the company as well as outside influences
and challenges employees face in their lives.
Once senior-level management is on board, the needs
of employees are identified and the objectives of the
wellness program are laid out on the table, it’s important to initiate a companywide communiqué to keep
employees in the loop and encourage engagement.
Begin with initiatives that target employees’ physical
and mental health, nutrition, stress management and
even financial well-being. Create incentive programs
to encourage involvement and participation.
Simple, easy-to-initiate ideas that work and don’t
break the bank include installing water coolers in
role in employees’ overall health and well-being.
Studies have shown that employees who are engaged
with and have camaraderie among their co-workers
are less stressed and are less likely to experience
When it comes to employee health and wellness, it’s all
about creating a customized program that works for
your organization and employees. Whether large or
small, simple or complex, every wellness program contributes to the strides being made toward a healthier
Be creative, find what works, measure employee
engagement and fine tune it as it progresses. Regardless of what you do, make it fun. The ultimate goal is to
create a mortgage-company culture where employees
choose to live a healthier lifestyle rather than feeling
forced to do so. ■
“When it comes to employee health
and wellness, it’s all about creating a
customized program that works for
your organization and employees.”