How to Write Employee Health Promotion Program Goals and Objectives
John Bates
September 17, 2008
Why have Employee Health Promotion Program goals?
Employee Health Promotion Program goals take your organization´s priorities for employee health improvement and make them specific and measurable. Well-defined Employee Health Promotion Program goals provide direction for deciding on Procedures and a basis for which to measure progress.
Writing Employee Health Promotion Program goals
Writing Employee Health Promotion Program goals is not complicated or difficult. It does require some thought, about your organization´s Employee Health Promotion Program vision for a culture of wellness and they should be:
Specific Employee Health Promotion Program Goals
Measurable Employee Health Promotion Program Goals
Attainable Employee Health Promotion Program Goals
Realistic Employee Health Promotion Program Goals
Timely Employee Health Promotion Program Goals
Specific Employee Health Promotion Program Goals: What is the specific outcome your organization is looking for? "Reduce tobacco use among workers" is more specific than "Improve the health of workers." You may wish to write some goals about specific outcomes (reducing smoking among workers) and other goals about specific progress (implementing a smoke-free campus policy or decreasing the price of fresh fruit in the cafeteria to 25 cents a piece).
Measurable Employee Health Promotion Program Goals: Making your goals measurable provides a means of evaluating your progress and success. There is a saying: "what gets measured, gets done." Measurable goals can be powerful motivators for your organization. "Provide more time for workers to be physically active" is much less measurable than "implement a daily 15-minute walking break into the schedule of all workers." "Increase the number of workers who want to quit smoking" is less measurable than "increase enrollments in the stop-smoking program to 120 workers per year."
Attainable Employee Health Promotion Program Goals: Set goals that challenge your organization to change and that will demonstrate a real commitment to employee health. At the same time, set goals that are achievable. Goals that are set too far out of reach can be overwhelming and may become a barrier rather than a motivator.
Realistic Employee Health Promotion Program Goals: Write goals that are do-able, given the skills, time, finances and overall strategy of the organization. A realistic project may push the skills and knowledge of the people working on it but it shouldn't break them.
Timely Employee Health Promotion Program Goals: When do you hope to achieve the goal? Next week? Next year? Without a timeframe, the goal is still vague and is much less likely to galvanize resources and energy within your organization.
"Reduce the percent of workers who use tobacco from 20% to 10%" is much less of a challenge than "By the end of 2010, reduce the percent of workers who use tobacco from 20% to 15%".
Employee Health Promotion Program goals take your organization´s priorities for employee health improvement and make them specific and measurable. Well-defined Employee Health Promotion Program goals provide direction for deciding on Procedures and a basis for which to measure progress.
Writing Employee Health Promotion Program goals
Writing Employee Health Promotion Program goals is not complicated or difficult. It does require some thought, about your organization´s Employee Health Promotion Program vision for a culture of wellness and they should be:
Specific Employee Health Promotion Program Goals
Measurable Employee Health Promotion Program Goals
Attainable Employee Health Promotion Program Goals
Realistic Employee Health Promotion Program Goals
Timely Employee Health Promotion Program Goals
Specific Employee Health Promotion Program Goals: What is the specific outcome your organization is looking for? "Reduce tobacco use among workers" is more specific than "Improve the health of workers." You may wish to write some goals about specific outcomes (reducing smoking among workers) and other goals about specific progress (implementing a smoke-free campus policy or decreasing the price of fresh fruit in the cafeteria to 25 cents a piece).
Measurable Employee Health Promotion Program Goals: Making your goals measurable provides a means of evaluating your progress and success. There is a saying: "what gets measured, gets done." Measurable goals can be powerful motivators for your organization. "Provide more time for workers to be physically active" is much less measurable than "implement a daily 15-minute walking break into the schedule of all workers." "Increase the number of workers who want to quit smoking" is less measurable than "increase enrollments in the stop-smoking program to 120 workers per year."
Attainable Employee Health Promotion Program Goals: Set goals that challenge your organization to change and that will demonstrate a real commitment to employee health. At the same time, set goals that are achievable. Goals that are set too far out of reach can be overwhelming and may become a barrier rather than a motivator.
Realistic Employee Health Promotion Program Goals: Write goals that are do-able, given the skills, time, finances and overall strategy of the organization. A realistic project may push the skills and knowledge of the people working on it but it shouldn't break them.
Timely Employee Health Promotion Program Goals: When do you hope to achieve the goal? Next week? Next year? Without a timeframe, the goal is still vague and is much less likely to galvanize resources and energy within your organization.
"Reduce the percent of workers who use tobacco from 20% to 10%" is much less of a challenge than "By the end of 2010, reduce the percent of workers who use tobacco from 20% to 15%".