Using research involving more than 1,400 workers who participated in employee wellness programs, scientists at Henry Ford Hospital (HFH) in Detroit found that the interventions were successful in alleviating a host of stress-related conditions.

Authors of the study noted that chronic neck, back and head pain – often linked to anxiety – is estimated to cost U.S. employers $61 billion annually due to poor productivity.

The researchers began following the workers in 2007. Since then, the scientists observed that the wellness initiatives resulted in an improvement in chronic pain for 76 percent of the study group and a complete elimination of such discomforts for 39 percent of the individuals.

“Chronic pain and stress are intricately related and the importance of stress as a causal and/or aggravating factor in most chronic illnesses cannot be underestimated,” says Alba Rodriguez, Ph.D., of HFH. “These group programs have proven to be more effective than other approaches, and are more efficient and less expensive than most one-on-one care, whether conventional or alternative.”

Additional findings included a 74 percent reduction in workplace stress, a 50 percent alleviation in stress-related illnesses, such as high blood pressure and gastrointestinal conditions. Moreover, 70 percent of the employees reported that they were able to eliminate their use of pain medications.

The UK-based Chartered Institute of Personnel and Development (CIPD) recently released a report evaluating several programs aimed at reducing workplace stress. The findings concluded that management personnel had to work toward the right levels of involvement to successfully reduce job-related stress.

Specifically, the CIPD concluded that managers at various levels needed to understand, agree with and support the aims of a stress intervention program in order to serve as effective role models and convince employees of the project’s value.

In order to secure that kind of managerial involvement and commitment, the report concluded that selecting and effectively communicating a stress-reduction program’s message to both managers and employees is necessary.

The report notes that organizations may need to select tools to fit their particular culture, for example using statistics to underscore the need for a stress management program or naming it in a way that is consistent with the organization’s past programs.

To establish your own corporate wellness initiative, consider HeartMath’s Revitalize You! e-learning program, which may help employees learn techniques to reduce stress. It also makes a number of tools available.

Employees can benefit from the emWave2 handheld interactive device, which gives immediate feedback, allowing users to align their breathing and heart rhythms and reducing the negative effects of stress.

A recent study by Sovereign Health Care revealed that 90 percent of British workers in the marketing and advertising business were unwell due to workplace stress, The Drum reports.

“The message from the research is clear. Organizations need to review their softer benefits and provide more health and wellbeing support,” said Sovereign Health Care chief executive Russ Piper, quoted by the news source. “This will help counteract the increased pressure of the workplace and could result in more productive, higher motivated and happier employees.”

The employees’ largest concerns were limited personal progress and uncertainty about the future of the business. A total of 88 percent of employees surveyed across all industries thought their employers should provide more health and wellness support.

According to the Centers for Disease Control and Prevention (CDC), nearly half of all large companies in the United States have some kind of employee wellness program. Stress management training, employee assistance programs and similar measures may reduce sleep disturbances, anxiety and other stress symptoms.

Clearly defining a worker’s role and responsibilities while ensuring that the workload matches their capabilities and resources can reduce stress. Workers who can participate in decisions that impact their jobs may find work less stressful and be more engaged, according to the CDC.

Good mental and physical health is known to be influenced by three factors: diet, exercise and low stress levels. Research has shown that when one aspect is lacking, it may affect overall wellness.

The Canadian Centre for Occupational Health and Safety has reported that organizations should be concerned about their staff’s eating habits because a healthy diet may cut risk of serious illnesses like cardiovascular disease or diabetes.

Additionally, good nutrition can provide individuals with a more positive mood, higher self-esteem and lower anxiety and stress, the CCOH stated.

This may be the reason why a recent survey found that 40 percent of U.S. businesses have policies or practices in place to encourage healthy eating in the workplace, according to the Society for Human Resource Management.

Of the organizations that made efforts to provide and encourage healthier foods, 97 percent reported that their staff responded favorably or with great enthusiasm to the effort.

Achieving optimal employee wellness requires a multi-faced strategy that addresses all of the factors that affect well-being. Employee wellness programs that provide tools and resources for stress management as well as tips for healthy living may help companies achieve their goals of reduced workplace stress and strong employee performance.

In order for an employee to become fully immersed in their responsibilities, it’s essential that they have proper resources from their employer as well as personal resources, such as wellness, according to psychologist and researcher Arnold Bakker.

Bakker, from Erasmus University Rotterdam in the Netherlands, created a model that organizations can reference in order to improve employee engagement. His research is published in the journal Current Directions in Psychological Science.

Job resources that can lead to better employee performance include social support, feedback and the opportunity for advancement. Additionally, Bakker recommends that organizations allow their workers to have some autonomy in the workplace so employees can design their day to suit their needs and preferences.

Personal resources include self-esteem, optimism and good mental and physical well-being. Bakker said that a happy and healthy employee is likely to be a productive worker.

Employee wellness programs may be considered a job resource that also strengthens an individual’s personal resources by providing tools for stress management and advice for healthy living.