Including Health Accountability in Performance Reviews

Companies who feel strongly about employee wellness may want to consider what a manufacturing company in Nebraska has done to promote health accountability.  In 2004, they added the following statement to its list of corporate beliefs: “Wellness and healthy lifestyles are important to our success.”

Now wellness goals are self-defined annually and are included as part of employees’ performance reviews.  Senior managers are encouraged to lead by example, so as much as 25% of their reviews are dependent on meeting their wellness goals, including leadership response-ability.  Directors have between 10% to 15% of their review based on wellness objectives, and lower management can have up to 5% reviewed in light of meeting wellness goals.  While the goals are designed by each individual, they are worked on with, and supported by, their supervisor.

The matrix they developed “is not based on physical fitness levels and personal appearance, but rather on employee’s engagement level, understanding and support of wellness and their leadership.”

Masters Expectations (5) - Former wellness champion, committee member, leads wellness programs/initiatives, mentors others to seek improvement and provide support.

Exceeds Expectations (4) - Wellness champion for others; behaviors reflect an ongoing commitment to personal wellness and engaging others.

Meets Expectations (3) - Actively participates in the company wellness program, takes personal responsibility for continuous improvement of personal wellness.

Can Meet Expectations; Development Needed (2) - Personal behaviors do not reflect personal accountability for wellness and there are cited inconsistencies in the support for the company’s wellness initiatives.

Does Not Meet Expectations (1) - There is clearly no engagement in the company’s wellness initiatives and the person takes little or no accountability for their personal wellness.

 From Employee Benefit News, February 2011 issue, p. 54.