Finally, developing a business case for the wellbeing initiative is an important part of the process. According to a literature review mentioned earlier, this is a good solution from a business perspective. On average, employees with healthy behaviors are more productive at work and incur lower medical costs than workers with less healthy behaviors. When writing a wellness operational plan, several business aspects need to be addressed, such as the overall goal of the program, specific objectives, implementation strategies with a timeline, communication methods to be used and a detailed budget (Goetzel et. al., 2004). Design programs to drive engagement. How to maintain strength? As noted earlier, determining employee expectations and promoting programs can help create a more positive perception of the organization, which is important. Therefore, once assessments have been completed to provide the baseline data, employee needs and wants have been determined, and the necessary management support is where it should be, one can almost “go for it.” » in the activity, with the exception of one final point – assessment of employees' readiness for change. If assessments used in the design of wellness initiatives included questions on this topic, this information will be at your fingertips. However, it is important to note that employees may move back and forth during the preparation stages. The employee must be “met where they are” and even small steps towards a healthier lifestyle must be encouraged (Kotter, 1996; Lowe, 2004). Additionally, communication is very important and it will be described a little later in this article under its own title. Additionally, maintaining interest is an important factor. It is not surprising that equally ba...... middle of paper ......cts interest. Each step mentioned above is very important for the success of the overall communication plan. In order to have maximum impact on employee knowledge, perception and behavior, communications must be well planned and executed throughout the implementation of the wellness initiative as well as afterwards to maintain the employees aware of what is happening. Again, consistency of messaging is key to driving participation and engagement around wellbeing. The aim is to ensure that wellbeing communications convey a consistent message, style and tone to employees (Hunnicutt et al., 1999). Research shows that consistency in benefits communication increases employee knowledge and helps change their perceptions of benefits, which ultimately impacts their benefits behaviors (Lowe , 2004). See Appendix B for consistency checklist template..