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Does having a culture of health improve employee engagement/job satisfaction/morale/retention?
Background Information:
The Health Enhancement Resource Organization (HERO), together with the Robert Wood Johnson Foundation, defines a culture of health as “one in which individuals and social entities (eg, households, organizations, etc) are able to make healthy life choices within a larger social environment that values, provides, and promotes options that are capable of producing health and well-being for everyone regardless of background or environment. In short, the healthy choice becomes the valued and easy choice.”
Cathryn E. Gunther, Virginia Peddicord, Joseph Kozlowski, Yi Li, Danielle Menture, Raymond Fabius, Sharon Glave Frazee, and Peter J. Nigro.Population Health Management.Oct 2019.449-456. http://doi.org/10.1089/pop.2018.0116 (Links to an external site.)

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-   Mindset and Expectations:

o   Views on health

o   Recognize influence of physical and social factors

-   Civic engagement:

o   Volunteer participation

o   Voter participation

-  Sense of Community:

o   Community Connection

o   Valued investment in Community Health

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This tool is a great resource for my topic, following the steps can help build culture within the workplace.

Live Well At Work, Worksite Wellness Toolkit:
(LIVE WELL SAN DIEGO)
1. PLAN
2. DO
3. ACT
4. ASSESS

Healthy Business Workplace Wellness Toolkit:
1.      Get upper management on board

2.      Assemble Your wellness Team

3.      Assess your workplace and your employees needs

4.      Develop and communicate your wellness plan

5.      Plan and implement

6.      Create a culture of health

7.      Evaluate and improve the program

https://www.livewellsd.org/content/livewell/home/Topics/worksite-wellness/LWatW-toolkit.html

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Engagement recipe for Culture of Health
1. First add company leadership and mix it with culture of health.
2. Add in effective employee wellness programs and stir until smooth.
3. In separate bowl combine company values, goals, and mission and mix until well blended.
4. Add work-life balance, current and new employees, stir slowly until all ingredients are thick and lump free.

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•       Pre-contemplation: There is no intention of taking action.

•       Contemplation: There are intentions to take action and a plan to do so in the near future.

•       Preparation: There is intention to take action and some steps have been taken.

•       Action: Behavior has been changed for a short period of time.

•       Maintenance: Behavior has been changed and continues to be maintained for the long-term.

•       Termination: There is no desire to return to prior negative behaviors.

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Employees who work in strong cultures of health were more likely to say they have control over their health than those who work at companies where it is less of a priority (75% versus 63%, respectively).

Employees who working in strong cultures of health were less likely to report that stress has a negative impact on their work (25% versus 49%).

Sixty-six percent (66%) of employees in strong health cultures say they are extremely or very happy with their lives compared to just 32% of those employees in weak health cultures.

Merhar, C. (2014, February 26). Want Healthy Employees? Build a Company Culture of Health. Retrieved from https://www.peoplekeep.com/blog/want-healthy-employees-build-a-company-culture-of-health