Driving Results with Wellness Programs

Common Industry Challenges Raise Risks

The construction industry is known for complex logistics, safety risks, and tight deadlines. Many workers deservedly feel a sense of pride in their work because of the difficult working conditions. As a result, the mentality of “work hard, play hard” is widespread and may be doing more harm than good. Sub-cultures exist that brag about working long hours or going 20+ consecutive days without a day off.

These work demands, compounded with personal life issues, increase health risks for employees. Over time this can lead to stress, fatigue, weight gain, poor health, reduced focus, substance abuse, and mental health issues. Employees experiencing setbacks and struggles bring those issues with them to work every day.

If challenges are not addressed, companies face certain risks and consequences:

• Higher company costs for personal medical insurance and claims.
• Project delays due to low morale and absenteeism.
• Lost time and rising insurance premiums from preventable workplace injuries.
• Higher employee turnover, rising recruitment and training costs.
• Damage to brand reputation, reducing future bid opportunities

Improving company wellness programs and culture is a proactive approach. Being active in addressing these challenges will provide the workforce and company positive future results.

Tips for Starting Employee Wellness Programs

Consider these steps during the initial planning process:

Step 1: Assess workforce pain points using available safety and human resources data.

Step 2: Identify high-risk job roles that would benefit from targeted support.

Step 3: Partner with providers who understand the construction industry.

Step 4: Build leadership buy-in to increase chances of program success.

Build the program with these foundational elements:

• Annual plan and goals: Strategy and measurables.
• Communication strategy: Use multiple channels like site signage, all-hands meetings, toolbox talks, email or text channels, and a wellness committee.
• Program design: Address different dimensions of wellness including physical, emotional, financial, social, and community health.

Focus on high-impact initiatives: Injury prevention, physical and mental health services, fatigue management programs, and culture-building initiatives.

Examples from the Field

When I was at a large commercial construction project, I had the opportunity to lead a wellness program. During certain project phases there were up to 1,500 workers and we strived to deliver the program to every trade partner. We found ways to embed wellness into the job site through communications and consistent offerings.

While collaborating with the safety teams, we encouraged and led pre-shift stretching on a regular basis using dynamic movements like squats, lunges, and torso rotations. I’d walk the site and share suggestions on how to improve ergonomic positioning to decrease injury risk. For a specific initiative, workers received a hard hat sticker that said “I Move Safely” after passing a brief ergonomic training and assessment.

Another primary focus was creating a mental health champion network. We hosted regular Mental Health First Aid training opportunities for any worker on the job site who wished to participate. They learned life-saving principles and became part of our champion network. After completing the training, they were given a green vest patch so that other workers could identify them as a mental health resource. This network grew to over 100 employees from different job levels, departments, and trade partners. Workers knew about the training, and they saw peers with the green vest patch every day. This team saved lives because they were part of the job site’s culture.

On an employee engagement survey, one worker reported: “When I was having a crisis, a mental health first aider sat down and talked to me. They encouraged me to get the help I needed. I’m honestly grateful.” Those struggling with mental health crises sought help because they felt like they had someone they could talk to about their struggles. They felt psychologically safe to speak up without the risk of being humiliated. That is the power of connection and fostering wellness on a job site. Other wellness program offerings included health screenings, health fairs, wearing red on heart health day, fresh fruit, personal finance BINGO, family days, blood drives, and community volunteering. One of the most memorable testimonials came from a worker during a summer hydration event: “Thanks for caring enough to do this. I’ve been working on this project for two years, and stuff like this has made it special.”

Measurable Stability

Building a strong health and wellness culture can reduce disruptions from safety incidents, absenteeism, employee turnover, rework, and project delays. These outcomes result in predictable labor, safer job sites, stronger project stability, and better margins. Offering a consistent strategic wellness program is a proactive approach that takes care of every company’s most important asset: its employees. A well-designed wellness program leads to healthy and focused employees who want to stay steadily engaged.

Zach Harris is an Employee Wellness Consultant for HealthSource Solutions. His exercise science and personal training background led him to building healthier and safer workforces. He has worked with companies in challenging industries like manufacturing and construction. He can be reached at zachharris@healthsource-solutions.com and on LinkedIn.