The corporate world is challenging and complicated. In order to remain competitive and relevant, companies are obliged to carry out several tasks, which determine its eventual success and productivity. Apart from conducting CSR activities, they are responsible for conducting employee programs that may involve coaching, performance management and employee wellness programs. This paper focuses on analyzing and comparing three companies that offer coaching, performance management and employee wellness programs.
DuBrin (2008) explains that wellness programs enable employees to stay healthy both physically and mentally thus prevent health problems such as heart diseases or eating disorders (p. 558). It is worth noting that an employee’s ill health directly affects the organizational performance due to interference with normal working hours and absenteeism. Moreover, wellness programs also involve stress management thus keeping the employees in the right state of mind to attend to work.
Performance management is the process in which an organization or company involves its employees as members of the committee or group that is delegated with the task of improving the effectiveness of the organization as they strive towards the achievement of its goals, vision as well as its mission through planning, monitoring and reviewing of work. In this case, the organization aligns its objectives with those of the employees’ agreed measures, skills expertise, development plans and output. It focuses on improving, learning as well as organizational development. This may involve planning work and setting expectations, constant monitoring of employee performance, establishing the necessary capacity to perform, rating the performance and eventually rewarding performance (CIPD, 2014, n.p).
Coaching is the process through which employees are provided with direction, guidance as well as support on the activities and duties. It focuses on addressing concerns as well as issues that are performance related for the purpose of creating a positive contribution to the entire organization. The manager of the company is mandated with the task of coaching which requires him/ her to recognize the strengths and weaknesses of the employees and time working closely with the employees to identify opportunities and methods of maximizing employee strengths and weaknesses.
GlaxoSmithKline Company popularly known as GSK is a pharmaceutical company with its headquarters in Bretford London. It launched a wellness program in June 2009 called Leading an Energized Organization (LEO) which focuses on the senior leaders engaged in the Energy for Performance Program (E4P) for the past six months thus worked on their own personal energy management for some time. The E4P program enables employees to invest their energy, physically, emotionally, mentally and spiritually. The participating teams come together for a one day program whereby they are to consider the company’s data and take a personal analysis on their strengths, values and aspirations for the organization. The leaders then design specific actions, services, interventions modes of working or physical environments of facilities according to the needs of the organization and then set a specific clear direction for the subsequent three months referred to as the ‘90 day mission’. For instance after the LEO in Philippines, the leaders decided to redesign the facilities at the workplace. They also created space for physical activity, reflection, and renewal, focus and fun areas. After the LEO, the leaders embark on implementation of their goals and a follow up is done. Later on the group meets to monitor the progress. Here the program facilitators work with the group to offer support and assist in identifying the next steps in building and sustaining the energy within the organization (MetLife, 2013, p. 18).
According to GSK (2011), the Energy for Performance (E4P) is a two and half day workshop for individuals emphasizing on work/life balance and emotional wellbeing, personal resilience which is a four day workshop for individuals and team resilience; a 4 hour workshop for team building. The company also offers health risks assessment, safety programs to reduce workplace accidents and injuries and flu prevention programs. More over the employees also have access to professional health physicians and nurses (GSK, 2011, p.1).
CEMEX Company based in Mexico with a work force of 47,000 employees offers a two hour online seminar done either once or at intervals. This seminar is geared towards providing comprehensive assessment of the employees stress level with goals as well as monthly follow ups lasting one year. According to MetLife, 2013, the program was also launched in June 2009 which was advancement to their already successful project on Stress Management Program (p. 32). The seminar also makes recommendation on stress management for the employees. The follow up could be done through emails that remind the employees to continue with the stress management dialogue. The information provided during this program is often confidential and employees are granted the opportunity to get additional help or guidance at any given time from the medical director in the facility (MetLife, 2013, p. 32). According to CEMEX (2011), it also offers weight loss and obesity programs that suggest ways to reduce weight as well as vaccination programs against diseases such as tetanus and hepatitis among others (p. 1).
CEMEX is committed to constant and continuous training of its employees enabling them to be prepared for any future development (CEMEX, 2015, n.p). Managers are mandated with the responsibility of ensuring proper management of their employees which is done by ensuring that they are trained and coached in the management of teams thus acquiring diverse skills that enable them to apply in motivational techniques at a local level. They also provide coaching in feedback that ensures that the messages are delivered to the individual employees as an appreciation and recognition of the performance or aid improvements necessary. Moreover, coaching is done through a coach who offers technical knowledge, challenging questions, probing knowledge understanding and identifying ways to improve personal performance. CEMEX (2015) explains that CEMEX also provides the services of a mentor who provides the staff with guidance required to develop an employee’s career and also to provide an opportunity to network across CEMEX, provide advice on a variety of issues and also be their role model. They also offer training programs in order to meet the employee needs and the talents pipeline which is part of their Performance appraisal and Talent review process
Cardinal Health which has its headquarters in Dublin, Ohio has a healthy lifestyles’ program that focuses on the employees’ healthy weight and healthy lifestyles. It incorporates work/life effectiveness initiatives and programs that emphasize on wellness and prevention. This program includes customer driven health plans, education and awareness programs, disease management enhanced life programs, flexible work pilot programs, financial saving plans and employee assistance programs. Moreover the healthy lifestyles program also seeks to promote wellbeing by maintaining health through effective resources, self check guides, web based tools, screening, health assessments and coaching as well as managing health and chronic diseases through condition management, wellness programs and nurse advocates (News Details, 2014, n.p).
In addition, Cardinal Health offers coaching and performance programs using the CliftonStrengthFinder (SFS) which is an online assessment that establishes a user’s top strengths. It uses several strategies such as talent management, inclusion initiatives, manager effectiveness training and strength development program. The development of strengths involves the employees taking the CSF, learning their talent and then coaching on how to implement their talents on the jobs. Managers learn how to coordinate the different talents of their team thus making them more effective. Moreover leaders are taught on how to employ the employee strengths to improve their productivity and profitability (Fernandez & Houle, 2015, 15).
From the above discussion, it is worth noting that all the companies analyzed above have employee programs that are different from each other despite all of them being manufacturing companies. The coaching, wellness and performance management programs differ depending with the company’s mandate, objectives and management. A comparison of the three companies show that wellness programs are more diverse compared to coaching and performance management programs. An improvement to any of these programs would be to involve the employees more than the companies currently are. For example, GSK has the LEO program that focuses more on the senior leaders as compared to the other employees. Involving the employees more will make them have a sense of belonging and commit themselves even more in achieving the company’s objectives.
In addition, CEMEX and Cardinal Health should strive to have fitness centers or recreational facilities that involve physical workouts within the workplaces. The fitness centres go a long way in ensuring that the interested employees have a chance to exercise after work which would be cheaper for them. They should also emulate GSK in providing safety programs for the employees so as to reduce accidents in the line of duty. GSK and Cardinal Health should also have stress management programs besides other wellness programs so as to reduce the stress levels among the employees.
|SUPPORT SERVICES||GSK||CEMEX||CARDINAL HEALTH|
|3. Performance Evaluations||ü||ü||ü|
|1. Fitness centers||ü|
|2.Work/ life balance importance||ü||ü|
|4. Safety programs||ü|
|5. Education and awareness programs||ü|
|5. Vaccinations / prevention||ü||ü||ü|
|6.Access to medical practitioners||ü||ü||ü|
|7. Stress management programs||ü|
|8. Health screening||ü||ü||ü|
|1.Career development programs||ü|
|3.Leadership assessment with managers and employees||ü||ü|
These employee programs make employees more productive and retained to their work places due to fact that they lower health care costs, the rates at which employees become absent from work and also reduce workers’ compensation claims. Poor health affects employee performance and effectiveness. Moreover, these programs reduce stress levels, increase job satisfaction, increase their morale and also aid in the recruitment and retention of employees. The implementation of the performance management programs enable both the management and the staff to establish goals and objectives that are formulated based on consent and joint discussion unlike when these targets are formulated by the management itself. They make the employees gain a sense of belonging, responsibility and ownership in that they strive to give their best.
DuBrin, A. 2008. Essentials of Management. Cengage Learning.
CIPD. 2014. Performance Management: an overview
Met life Multinational Solutions & Met life Mature Market Institute (2013). Metlife study of Global health Wellness: A look at how multinational companies are responding to the need for a healthier workforce. Sloan Center on Aging & Work https://www.metlife.com/assets/institutional/products/benefits-products/MetLifeGlobalHealthWellness_exp0116.pdf
CEMEX heath &wellness initiatives. 2011. Sloan Centre for Aging and Work file:///C:/Documents%20and%20Settings/Administrator/My%20Documents/Downloads/browse_case_study_23475%281%29.pdf
GSK heath &wellness initiatives. 2011. Sloan centre for Aging and Work file:///C:/Documents%20and%20Settings/Administrator/My%20Documents/Downloads/browse_case_study_24078.pdf
News Details. (2014) Cardinal Health honored with the best employers for healthy lifestyles Award by National Business groups on Health. Cardinal Health. http://ir.cardinalhealth.com/news/news-details/2012/Cardinal-Health-Honored-With-Best-Employers-for-Healthy-Lifestyles-Award-by-National-Business-Group-on-Health/default.aspx
Fernandez, B. & Houle, S. (2015). An effective Strengths Program: Cardinal health case. Business journal. http://www.gallup.com/businessjournal/183254/effective-strengths-program-cardinal-health-case-study.aspx
CEMEX. (2015) Employee Development. http://www.cemex.co.uk/employeedevelopment.aspx