DSM Personalized Nutrition Webinar Examines Ways to Build Engagement in Wellness Programs
Discusses key issues in wellness program efficacy
Parsippany, NJ (PRWEB) April 21, 2010
Engagement in wellness programs (http://www. dsm. com/le/en_US/pnut/html/home_pnut. htm) depends not only on motivating employees, but also on how supportive companies are of the program, according to DSM Personalized Nutrition.
In an upcoming webinar, Seven Ways to Build a High-Engagement Wellness Program (https://www1.gotomeeting. com/register/190891209), scheduled for Thursday, April 22 at 3:00 pm EST, Fiona Gathright, president of Wellness Corporate Solutions, William McGill, Ph. D. and expert in technology and behavior change, and Ginger Hodulik, a Certified Nutrition Specialist and nutrition and wellness program manager at DSM Personalized Nutrition (http://www. dsm. com/le/en_US/pnut/html/dsm_personalizednutrition. htm), will discuss key drivers of engagement involving the entire organization and moving employees beyond mere participation to ongoing, active commitment.
"Companies adopting wellness programs can't focus simply on comparing vendor program features," said Gathright, who's spent 25 years in corporate business management, marketing and wellness program strategy and development. "Program success depends, to a large degree, on their organizational commitment to wellness."
Companies must be dedicated to wellness programs in their strategies to recruit employees, manage the launch and the ongoing program, and support behavior change among the workforce during and after the program. Communications programs must address the normal waxing and waning of interest in the wellness initiatives. It is essential to integrate the worksite program into the overall organizational culture.
For instance, healthful snacks in the company cafeteria and vending machines can support weight loss and improved nutrition among participants and all employees. Flexible work schedules that support exercise programs or mini - breaks also demonstrate company commitment. Company leaders must also "walk the walk" in their personal choices. Healthy eating and participating in walking or fitness programs are among the demonstrable ways to model wellness to their workforce.
Other ways to increase engagement include providing thoughtful incentives – not just financial but tied to participation-based goals and tailored to the target audience. Reaching employees where they are – including virtual and non-office workers – is also vital. Extending the program to spouses and dependents leads to improved compliance.
Those interested in additional strategies can register for the webinar at https://www1.gotomeeting. com/register/190891209 (https://www1.gotomeeting. com/register/190891209).
About DSM Personalized Nutrition
DSM Personalized Nutrition is a U. S. based subsidiary of DSM (Euronext:DSM), a global leader in nutrition. Its GPNS™, Global Personal Nutrition System™, is an employee wellness program (http://www. dsm. com/le/en_US/pnut/html/our_strategy. htm) marketed to employers that mirrors a car's global positioning system. GPNS is designed specifically to help employees achieve personal health goals by implementing small, yet meaningful dietary adjustments and complementary behavior changes; www. DSMPersonalizedNutrition. com
DSM – the Life Sciences and Materials Sciences Company
Royal DSM N. V., www. dsm. com, creates solutions that nourish, protect and improve performance. Its end markets include human and animal nutrition and health, personal care, pharmaceuticals, automotive, coatings and paint, electrical and electronics, life protection and housing. DSM manages its business with a focus on the triple bottom line of economic prosperity, environmental quality and social equity, which it pursues simultaneously and in parallel. DSM has annual net sales of about €8 billion and employs some 22,700 people worldwide. The company is headquartered in the Netherlands, with locations on five continents. DSM is listed on Euronext Amsterdam.
Forward-looking statements
Any forward-looking statements contained in this press release that involve inherent risks and uncertainties are based on current expectations, estimates and projections of the management of DSM and information currently available. DSM has no obligation to update any statements contained in this press release.
This press release was distributed through PR Web by Human Resources Marketer (HR Marketer: www. HRmarketer. com) on behalf of the company listed above.
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