Category — Employee Wellness

Gaining senior level management support is vital to the success of a exercise program.

Whether or not the changes you would like to make involve the work environment, overall policies or specific programs, successfully starting your ideas depends on upper-level management support.

Support from upper management is crucial for three reasons -

o  You need their agreement to involve workers in a worksite initiative.

o  When upper-level management compensates attention to and supports an program, employees also see the program as worthwhile.

o  Management has the power to give work time and money to support the health promotion program.

It’s crucial to keep senior level management involved throughout a exercise program, but at three points you will need support for -

o  An overall concept, including a go-ahead to assess what workforce want to do within the limitations of your worksite environment.

o  A detailed plan (based on the assessment above) coupled with resources to carry out the plan.

o  Evaluating the initiative to improve it along the way or to advocate for continuing or expanding the initiative.

Approaching Management

Before approaching upper-level management to gain initial support for promoting physical activity during the workday, do your homework.

o  Prepare a corporation case clearly outlining how the corporation will benefit by promoting physical activity during the workday.

o  List the individual, social and corporate benefits of exercise and the benefits of being active during the workday.

o  Give some general ideas about what the health promotion program might include.

Expect questions such as the following from senior level management -

o  Just how this help our business?

o  How can we motivate workers to participate?

o  Exactly how much will it cost to run this health promotion program or make this change?

o  Just how are we going to know a year from now if this was a good use of time and resources?

Ask managers about the range of activities they’d support. Quite often managers have ideas of their own they’d like to see acted on to increase the worksite.

Do not forget to include middle managers when gaining support for your health promotion program. They could be very helpful when you need volunteers to lead teams in corporate exercise challenges.

In today’s organization environment, the health of staff members is usually related to the health of the organization. Better job satisfaction, improved morale, decreased illness and injuries, and increased productivity are just some of the benefits of having healthful staff members.

Marketing health in your worksite doesn’t have to be complicated, expensive or time-consuming. Any company, big or small, can promote healthful eating and active living in the worksite. Here are some suggestions -

Healthful Eating

o  For breakfast meetings, instead of serving donuts, big muffins, cookies, tea and coffee with cream and sugar, offer healthier alternatives such as bagels, small muffins, fresh fruit, water, 100 percent fruit juice and milk with coffee and tea.

o  For lunch meetings, avoid serving chips, fried foods, rich pastas, and salads loaded with dressing. Instead, offer sandwiches, bagels, whole grain low fat crackers and cheese, 100 % fruit juice, water, salads with dressing on the side, vegetable and fruit trays.

o  Reimburse workers for items purchased to improve their health (e.g. healthy consuming cookbooks, consultation with a Registered Dietitian).

o  Arrange for the cafeteria or food providers to offer healthful food choices.

o  Arrange to have healthful options like bottled water, 100 percent fruit juice, fruit bars, and raisins available in vending machines.

o  Provide a means for people  to share healthful recipes with each other (for example, posting recipes on the Intranet, on posters or by e-mail).

Active Living

o  Plan events and group activities to encourage personnel to become active, such as walking programs, contests and challenge events, stretch breaks, team sports or participation in local or provincial events.

o  Provide on-site health experts (e.g. fitness trainers, fitness instructors) or incorporate this service in staff member assistance programs to help staff work towards physical activity objectives.

o  Give a supportive environment in the workplace that makes healthy choices easy – bike racks, shower facilities, clean, safe and accessible stairwells, walking or running routes about the workplace, and health and fitness center facilities.

o  Allow for flex time so that staff have more opportunities to take part in fitness plans as part of their working day.

o  Reimburse workers for full or partial club membership fees, fitness class registrations, and fitness equipment buys.

o  Give corporate fitness club memberships to reduce costs of individual memberships.

Keeping It Fresh!

Find a champion to -

o  Organize lunch “n learn sessions to provide information and motivation for healthful consuming and active living.

o  Invite demonstrators to provide cooking lessons or tips for making healthful foods.

o  Post a rotating list in a common room of local restaurants that offer healthful food choices on their menus.

o  Distribute information to educate personnel on portion sizes.

o  Include physical activity and nutrition information in newsletters, pay check inserts, bulletin boards or e-mails.

o  Plan activities that promote healthy eating and exercise. for example, start a year-round lunch-time walking club, and special activities

Can a small organization support company health promotion? Absolutely! In truth, in some ways it is easier to develop a healthy worksite in a small organization than in a large business.

Limited resources, especially in small companies, can prevent an employer from establishing up a wellness program. Reasons can include -

o  lack of budget resources;

o  lack of staff;

o  lack of senior-level support;

o  little knowledge of the wellness theory and;

o  concern about making wellness available to all workforce.

According to the Health Promotion Councils of America, some small business owners might have the wrong idea of what is involved in having a wellness program.

Some companys are not sure a wellness program would really work and others feel that attempting to change personal lifestyle behaviours is intruding and “none of their business”.

Perhaps they do not understand that it does not need to be costly and that they do not need special staff. They could not realize that some staff would like to see some healthy changes and would help make things happen in their worksite.

It can be Done

A lot of small businesses have found ways to have a health promotion program that works for them. They keep the cost and effort to a minimum and still have results that are positive for everyone.

In 2006, Graham Lowe wrote a report on the best places to work in Calgary. He said that healthful workplaces often have a “positive workplace culture”.  In a workplace with a positive culture, individuals  feel appreciated, valued, and trusted.

Dr. Lowe says it’s easier for a small workplace to have a positive workplace culture than for a large workplace. A lot of workforce prefer to work for a small business, he says, because it provides more opportunities to work closely with others and create a sense of community.

In his report, Dr. Lowe says the most successful corporations with fewer than 100 workers have -

o  excellent employee benefits;

o  policies that promote a balance between work and personal life;

o  flexible schedules;

o  competitive salaries;

o  excellent leadership with an emphasis on teamwork;

o  environmentally responsible business policies;

o  procedures for seeking staff member input; and

o  A focus on placing employees’ personal well-being ahead of the personal gain of organization leaders.

All or most of these elements are also components of a good wellness program.

Tips and Ideas

There are many ways to include wellness in a small corporation. You don’t necessarily need a wellness professional or a fancy health and fitness center.

What you do need is support from senior level management and a committee of a few committed individuals . Here are some ideas that your worksite can consider.

Communications and Promotion

o  Send out a regular “wellness” newsletter in hard copy or online. Or send out a simple message like the weekly Healthful U Hot Tip.

o  Use promotions that are already designed like Healthy Worksite Week.

Active Living and Healthy Eating

o  Be certain to encourage staff to sign up for the Stairway to Health stair climbing competition.

o  Get pedometers for workers and track their steps.

o  Rent a nearby school or community gym and offer exercise classes.

o  Hire a local fitness instructor to give classes or lead stretch breaks. Costs can be shared with workers.

o  Install secure bike parking.

o  Serve healthful alternatives at corporation meetings and lunches.

Policy and Organizational Programs

o  Hire an ergonomics expert to assess workstations.

o  Create policies to support work-life balance (for example, mandatory vacations, flextime, limits to work and e-mail on personal time).

o  Give a wellness subsidy for a selection of health and leadership activities and courses.

o  Provide financial incentives to be healthful.

o  Make available wellness incentives as rewards and recognition for a job well done.

o  Conduct an organizational health audit (NQI Healthy Workplace Week).

o  Become a partner with the community (for example, daycare, fitness clubs, festivals, parks, restaurants).

o  Spread the workload. Be sure to set up a wellness committee.

Small corporations might not have a lot of time, money, or human resources (HR) available for a health promotion program. But they often have a immense advantage over big companiesâ.”a positive workplace culture.

That is a excellent foundation for a health promotion program. When employees are satisfied, enjoy their work environment, they are more productive, and tend to be healthier.  With a little creativity and passion, small organizations can develop successful health promotion programs.

Get support from management, form a committee of two or more and discover the possibilities!

Corporate health promotion is evolving.

Early efforts to develop healthy worksites focused on safety at the worksite and injury prevention for staff members.

More lately, wellness programs are designed to assist staff to pick healthier behaviours like being more physically active or quitting tobacco use.

Campaigns to raise awareness, educational sessions to raise knowledge, opportunities to learn new skills, and changes to policies to make it easier for staff members to make healthy options are often included.

This approach is taken because the worksite is a good way to reach individuals , since most adult American Citizens spend a large part of their day at work.

While safety and lifestyle programs are two aspects that contribute to the health of staff members, corporate health promotion is more effective when a third factor is brought into the equationâ.”the environment at work.

Exactly how the workplace affects health.

Increasingly, it’s recognized that the worksite itself has a powerful affect on people ’s health. When people  are satisfied with their job, they are more productive and tend to be healthier. When workforce feel that the environment at work is negative, they feel stressed.

Stress has a big impact on employee mental and physical health, and in turn, on productivity.

Consultant Graham Lowe has identified five components of workplace culture that directly affect employees’ health and the health of the company overallâ.”credibility, respect, fairness, pride, and camaraderie.

The underlying idea is that corporations must genuinely care about the well-being of their staff.

Businesses today who want to attract and keep good workforce have leaders who understand the connection between staff member satisfaction and staff member health and believe that corporate wellness is a organization strategy.

Their upper-level management practices include making reasonable demands on time and energy, involving personnel in decision making, rewarding work well done, openly communicating, and providing support to balance work and home life.

Corporations know that workforce are looking for jobs that pay well, have good benefits, are fascinating, and include excellent health and safety programs. So in today’s competitive hiring market, it is become more important than ever for corporations to enhance job satisfaction and ensure that workforce enjoy being on the job.

Company wellness benefits both corporations and personnel.

How does employee wellness benefit the corporation?

A health promotion program can help a organization to -

o  Attract and keep employees;

o  reduce the costs of disability, drugs, and absenteeism;

o  reduce the effects of a stressful worksite;

o  reduce healthcare costs or keep them contained; and

o  improve morale by creating a happy, supportive environment.

Precisely how does company wellness benefit employees?

Staff Members of corporations that have a wellness program are likely to have -

o  increased awareness and knowledge of ways to improve their health;

o  A better (less stressful) worksite;

o  increased protection from injury;

o  improved health and wellness;

o  higher morale and greater job satisfaction;

o  increased productivity and effectiveness at work;

o  decreased personal health care costs; and

o  A more relaxed/flexible approach to health issues.

Both companys and staff have a responsibility for creating a healthful workplace. Staff Members are expected to arrive at work in good health, and the company is expected to provide an environment that authorizes staff to maintain good health, enjoy their work, and contribute to the corporation’s success.

Company wellness is more than a “lunch and learn” program. It is about developing a “individuals  first” approach to doing company.

It’s about taking care of employees, establishing a positive work environment, and paying attention to the factors that keep employees healthful and happy at work.

A good health promotion program has an impact on employees’ mental, physical, emotional, social, and spiritual well-being.

Ideally, you will create an overall plan for a health promotion program before beginning to plan specific health promotion programs. for  instance, you can start by getting the following elements in place -

o  support from upper-level management

o  A wellness committee or team

o  information about the wellness needs and interests of employees

o  A budget

o  wellness program objectives

o  An analysis plan

Even if you have few financial and/or human resources (HR), you can still take a “micro” approach. for example, you could focus on only one specific issue or problem. Creativity, enthusiasm and planning can help you overcome limitations.

This article will give you some ideas for establishing up wellness programs. Even the smallest steps can have an impact.

Whether or not you select to start with a single health promotion program or create something larger, planning is essential. First think about the big picture and then look after the details.

Ask yourself these questions -

o  Identify an action. What health-related wellness program will fit the bill and best suit the staff and organization?

o  Promote. Just how can you most effectively get the word out to employees? What are the opportunities for promotion? Consider everything, because staff have access to and pay attention to different types of messages.

In a average worksite, workers get information from e-mail, newsletters, bulletins, flyers, meeting announcements and fellow workers.

o  Deliver. Who is the best person or group to put the wellness program into action? Ask other corporations about approaches they have used. Decide on your budget before making a decision.

o  Evaluate. What should you evaluate to determine success? Do you need hard data and/or testimonials from individual participants?

We recommend the following when planning your wellness program -

o  building and communicating clear health promotion program objectives

o  Targeting your audience

o  determining on the type of health promotion program or campaign

The Elements of Wellness Programming

Programs to promote wellness in the worksite don’t need to be restricted to a single area. You may think corporate wellness only involves promoting positive personal health, e.g., blood pressure clinics, brochures on heart disease, “lunch and learn” workshops on eating habits and short-term exercise programs.

These activities are important, but company health promotion should also be part of a corporation’s organization strategy and go beyond traditional health promotion programming.

Taking a broader approach, the National Quality Institute recently identified three key elements of a healthful worksite -

o  physical environment

o  social environment and personal resources

o  health practices

Specific Program Ideas

Physical Environment

Look after workers’ safety and health and establish regulations to support their safety and health. Consider providing the following -

o  Safe bike storage and shower and/or change facilities for cyclists and other commuters.

o  Fridges for staff to keep snacks and meals fresh and/or healthful snacks in vending machines and cafeterias.

o  Ergonomic assessments.

o  Subsidies to help staff members join local recreation centers.

o  Classrooms/conference rooms available for booking activities like yoga, pilates, tai chi, meditation and aerobics.

o  Safe and pleasant stairwells that invite employees to use them.

o  Investigating the potential for violence at work with plans to deal with such risks.

o  Good lighting and sound and air quality.

Social Environment

Human relationships and communication, in addition to ways of doing organization, can affect an worker’s mental and physical health. Organizations should consider the following -

o  respectful workplace policies that provide safe workplaces

o  policies on flex time

o  policies on working from home

o  worker satisfaction surveys

o  leadership coaching

o  resiliency training

o  worker assistance programs

To foster a positive social culture or climate, consider employees’ needs, which include -

o  being respected

o  A sense of belonging, purpose and mission

o  freedom of expression

o  protection from harassment and discrimination

What you’ve “always done” might not address current worker needs. Ensuring that people  enjoy being at work is not an easy task, but making the right changes can have a immense impact.

Health Practices

Offer wellness programs and set policies that help employees remain healthful or improve their health while at work. Consider offering the following -

o  ”Lunch and learn sessions” on healthful habits such as sleeping better, consuming on the run, healthful snacks, using a pedometer, pole walking, work-life balance, time management, stress management, resiliency, parenting and reading nutrition labels.

o  Stop smoking clinics or subsidies to help workforce quit.

o  Health risk appraisals, including fitness assessments.

o  Programs to address the issues raised in the health risk appraisals.

o  Healthy snacks served at meetings and conferences.

Personal Employee Health Promotion Tips

If there is no wellness program at your workplace, do not let that stop you from keeping healthy. Perhaps your example will spark a movement toward a healthier workplace.

Here are several ideas to think about -

o  be active at work. There are lots of ways to bring activity into your workday. Walk to work, even when it is just one way. Hold walking meetings. Bicycle to work. Use the stairs. Walk to a workmate’s office instead of sending an e-mail.

o  Eat well at work. Pack a healthful snack and meal. Place a bottle of water at your desk or workstation. Eat breakfast and eat regularly during the day. Take turns bringing a basket of fruit for colleagues’ snacks. Order healthful snacks for meetings.

o  Maintain work-life balance. Make certain to work efficiently so you can leave on time. Conduct short, effective meetings. Leave your work at work and don’t take it home.

Minimize social chit-chat. Be certain to set up your office to enhance your work. Avoid clutter. Plan and prioritize to ensure that the most essential things get done first.

There’s no limit to the number or variety of wellness programs. A key to success is planning well and ensuring that you can evaluate the results so that you can sustain momentum.

Talk to other wellness practitioners to figure out what works well for them. Listen to your coworkers to determine their needs and interests.  And do not forget to promote, promote, promote.

A lot of businesses recognize the need for a robust strategy to help their workforce be the best they can be.

They also know that successful and sustainable wellness programs are much more than a few “lunch and learn” programs.

Your health promotion program should include a broad range of key elements, including -

o  A clear agenda or statement of objectives.

o  A plan characterized by passion.

o  An effective leader who is creative and organized.

o  A focus on short-term outcomes combined with an overall vision.

o  A measurable strategy (what’s important gets measured!).

o  A policy of celebrating and communicating success.

Planning Your Health Promotion Program

Plan carefully to ensure that your wellness program is seen as part of a broad commitment to maintaining the health and safety of all personnel. Yes, creating a good plan takes a lot of effort and time (and sometimes resources).

But planning is essential and well worth the investment required.  As the saying goes, “failing to plan is planning to fail.”

You could begin by conducting a recent survey of worker needs and interests. If you take this route, pay attention to the results and plan consequently. If you don’t, the employees will not support the wellness program.

Gathering information about what you are already offering is also a good idea. for example, you might be surprised by your corporation or company’s current wellness and health policies.

Another important step is to establish an agenda and/or measurable goals to help you determine priorities, timelines and the resources required to launch the wellness program. be bold and creative in your planning, but also realistic.

Leadership

The leader of your wellness program must be able to wear many hats.  The leader’s duties include -

o  Creating a vision of the wellness program after receiving input from all interested workforce.

o  Communicating ideas and a rationale throughout the company (to upper managers and fellow personnel alike).

o  Keeping others enthusiastic about and committed to a wellness program.

o  Serving as a role model and wellness coach.

o  Developing and maintaining leadership skills like giving effective presentations and being well-organized.

Good leaders avoid becoming overwhelmed by overly ambitious and complex plans. You could want to stick to short-term objectives at the beginning so that you get immediate and visible results.

These first steps are the basis for a successful health promotion program.

Good leaders involve as many people  as possible in the wellness program. for example, you’ll want to form a committee made up of a diverse group of employees to provide advice during the planning phase. This approach will -

o  Be sure to help you to obtain valuable information from all parts of the business.

o  Create ambassadors who’ll help you implement the health promotion program.

Keeping Score and Celebrating

Always keep in mindhow you’ll monitor progress and evaluate the success of your wellness program. Investigation authorizes you to -

o  Identify areas of excellence.

o  Identify factors that affect participation in your wellness programs.

o  Gain management’s support for your efforts (and maintain that support).

o  Better understand issues that need attention.

o  Learn from mistakes and change the health promotion program to keep it on the right track.

When you evaluate your wellness program, you are able to measure such things as -

o  Employee absences.

o  Staff Member turnover rates.

o  The cost of your worker assistance program.

o  The price of benefits, including short-term and long-term disability payments.

o  The fee of your drug plan.

o  Accident rates and safety records.

o  Employees’ participation in health promotion programs (and whether they are staying in the health promotion programs).

o  Changes in employees’ health habits.

o  Level of employees’ awareness of healthy lifestyle issues.

o  Results of your environmental wellness audit.

o  Other noticeable changes in areas like morale and job satisfaction.

A good communications plan provides ongoing information to workers (including senior managers) and fosters excitement about the wellness program.

Positive reinforcement is part of an effective communications plan. for  instance, you could recognize individuals who’ve helped set up the health promotion program or offer tangible rewards for achieving objectives.

Everyone needs to know whether employees are getting involved, enjoying the activities and getting some benefit from them. Showing that a wellness program has financial benefits is usually an important factor to maintain strong support from the top.

If you pay attention to the key elements of your health promotion program and communicate openly and continuously while planning and delivering it, you will lay a solid foundation and leave a legacy that lasts.

Just how does exercise fit into a full-time worker’s busy schedule? Often, it doesn’t.

One possible solution to this challenge is to make exercise a part of the work day. Obviously, being active at work is advantageous for employees.

But companys also benefit from having fit, energetic and healthy staff members who are more productive.

The challenges

Your job takes up a lot of your time. In addition to the hours you spend actually working, there is the time required to get to and from work and take lunch and rest breaks during the work day.

In the end, there are a not many hours left over for the rest of your life. This work life imbalance is particularly true for Alberta, where statistics show that we work exceptionally hard.

Many jobs today are sedentary, and many American Citizens drive to work.  The pressures of work might also cause us to eat lunch at our desks and skip breaks.

Then, after work or on the weekends we juggle household chores, family responsibilities and social engagements.

Health Promotion Programs –  Get began on a workplace fitness program

Management plays a key role in creating a culture that promotes health.  The leaders at your workplace influence the various policies and the informal or formal practices, and these policies and practices affect your attitude towards healthful active living.

Start by talking to your boss about the advantages of a healthful active workplace.  The best way to ensure the success of a workplace fitness program is to have the senior level management on side and cheering you on.

Ask your boss to consider taking these actions -

o  Send a memo or message about the importance of health and healthful living that encourages staff to take an active break each day.

o  Give for flexible work hours that help staff to be more physically active. for example, they could need to take a longer lunch break to attend an exercise class, making up the time by coming to work early or staying late.

o  Make available a meeting room or other suitable office space for noon-hour yoga or exercise classes, and hire a teacher to lead them, or use videos.

If your boss agrees to support a worksite fitness program, don’t forget to say thanks.

You do not need an onsite gym

Only very big corporations can afford on-site fitness facilities such as exercise equipment or squash courts. Still, most businesss can take other cheap steps to support staff who wish to become more active.

For example -

o  Arrange for discounted fees for workforce at a fitness club, recreation centeror YMCA facility.

o  Install showers and a place to hang a towel. (Be sure the showers are cleaned regularly and that women who use them will feel secure.)

o  Install bicycle racks or a locked enclosure that is safe, conveniently located and well lighted.

o  Hold walking meetings and set up lunch-hour walking groups

o  Make workers cognizant of safe and pleasant walking routes near the workplace, in addition to nearby facilities that offer exercise plans (like walking, swimming, running, yoga, stretching).

o  Hire a certified instructor to teach staff about health, fitness and how to become more active.

Any size and type of worksite can support workers who wish to be physically active. It is highly desirable to get senior level management on side.

Even if your boss isn’t supportive, you can still find ways to get moving more. Make certain to set up activities for groups and person, and encourage your coworkers to join in.

We all know that physical activity is an important part of health and wellness. But sometimes it’s hard to find time for physical activity.

Lack of time is the number one barrier that individuals  say avoids them from participating in physical activity on a regular basis.

The good news is that even short sessions of physical activity help your health. Research has shown that 10-minute sessions that add up to between 30 and 60 minutes a day can produce significant health benefits.

Moreover, there are numerous ways busy people  can use to be more active. These strategies include -

o  multi-tasking

o  being active at work

o  being active with loved ones

o  scheduling activity into daily life

Different strategies work for different individuals . Being familiar with the different strategies is key to adopting and maintaining an active lifestyle.

Read on to check out strategies you can try. With enough commitment, some of them are sure to work for you.

Strategy #1 –  Multi-tasking

The first strategy you can attempt is multi-tasking. This means doing things you already do, but in a more physically active way.

This way you get done what you need to get done and you get physical activity at the same time.

For example, you are already travelling to work and other places. Instead of taking the car or the bus every time, try using active methods of transportation like biking, rollerblading, walking and skateboarding.

When you can’t use active transportation for a whole trip, attempt to be active for at least part of the trip. When you are riding the bus, for example, get off a few blocks early and walk the rest of the way.

Active transportation benefits your body by increasing your activity level, and it also benefits your neighbourhood and the environment by decreasing the number of cars on the road.

You can also get exercise while doing housework and chores.

When you’re working around home, attempt to be creative and look for the active option. for  instance, when you’re cleaning the crack between the fridge and the counter, why not move the fridge so you can clean the area better and build your strength at the same time?

For outdoor work, opt for the old-fashioned way of doing things, as they’re ordinarily more active. for  instance, use a snow shovel rather than a snow blower.

Strategy #2 –  be Active at Work

Many American Citizens spend eight hours a day or more working at a sedentary job. Here are several simple ways to keep your body moving during the workday.

The exercise will revitalize you and help you be more productive.

When you are working at your desk, try sitting on a stability ball or disk for part of your day (30 minutes to an hour). This gives your back and abs a workout.

Take active breaks at least once a day. During your coffee break, try doing some yoga, stretching or taking a quick walk.

You may find that walking up and down the stairs several times does a better job of rejuvenating you than the java jolt.

Speaking of the stairs, take them instead of the elevator whenever you can.  The stairs in your building are an opportunity to get your heart pumping.

Organize walking meetings at work. Getting outside and having meetings in a less formal establishing is a great way to be active, makes the workday more fun and encourages creative ideas for work projects.

Strategy #3 –  be Active With Your Loved Ones

Do physical activity with your family, friends, neighbours and pets. With this strategy, you and your loved ones are doing some great multi-tasking together –  enjoying quality time with each other and getting some of the physical activity that you all need to be healthful.

Go for walks, swims or bike rides together. Play Frisbee, soccer and other games and sports together. When you take your kids to the park, play with them in lieu of just watching them play.

Many community facilities offer courses that keep you and your kids active at the same time. Research these courses and take one or two.

You can even be active when you are watching your kids do activities without you. for  instance, when your child plays hockey, take the opportunity to walk up and down the stairs in the stands several times.

If you feel self-conscious about doing it alone, why not gather a group of parents to do it together?

Strategy #4 –  Schedule Exercise into Your Day

Schedule your physical activity directly into your daytimer. Be certain to set a specific time and place for exercising. Make your physical activity appointments a priority, just as important as any other appointment you put in your daytimer.

To help you stay committed to your exercise appointments, you might want to make appointments that involve other individuals  - like by meeting with a fitness trainer, taking an exercise class or jogging with a friend.

If you’re not sure how many appointments to make or what you ought to be doing during your appointments, try consulting with a fitness trainer. A fitness trainer can help you create a physical activity plan and schedule.

The bottom line –  figure out what works best for you. Experiment with the strategies. Find inspiration by talking to other individuals  about how they keep active and what strategies they use.

Be creative and patient while you figure out what strategies work best for you.  And be aware that your “best strategy” may change from time to time.

With enough effort, you will discover what works for you. Then, run with it!

As employers today continue to compete in the worldwide economy, cost containment strategies will be increasingly significant. Controlling the rising cost of employee ill health is becoming a priority for corporate leaders. The emerging corporate culture in America is one which has an employee population centered in health, safety and wellness.

Establishing a corporate strategy for Company Health Promotion Programs and disability management makes great business sense. The following eight-step process ensures a strategic, integrated, needs-driven and results-oriented approach.

The following process works best in companies with strong leadership and a long-term responsibility to employee health.

1. Identify Your Corporate Health Promotion Program Champion

This person should be a leader in your organization and a strong advocate of health. Usually this is an individual who actively pursues his or her own personal quest for optimal health.

The program champion must have the resources and authority to drive the program forward. The program champion’s key role is to make sure the strategic plan for health is in line with with the corporation’s objectives, strategic focus and corporation values. For example if the organization promotes that “our strength is our people” the wellness program must prove how initiatives will nurture and protect that significant resource.

2. Form Your Workplace Health Promotion Program Strategy Team

The Company Wellness Program Strategy Team ought to include decision makers and stakeholders from areas of the business that are able to impact health and the company’s bottom line. These areas may include; finance, human resources, training and development, health services, compensation and benefits, employee assistance services (EAP), marketing, facilities, health and safety, rehabilitation, cafeteria or diet services and the union. A group of six to eight representatives is recommended.

The role of the Strategy Team is to cultivate and start the strategic plan, look for opportunities to reward health, be sure the program is integrated into key areas of the organization, streamline efforts, maximize corporation resources and program evaluation.

3. Complete an Organization Health Audit

The purpose of an Corporation Health Audit is to evaluate your existing programs and services, physical environment and policies & procedures that support health. It is also significant to look at your employer culture or “how things are done” around the employer.

Participants of the Strategy Team complete the Audit independently and then meet to discuss their evaluation. During the evaluation process, health issues and opportunities are discussed in preparation for the development of the strategic plan.

4. Analyze Your Organization’s Cost Pressures

Cost pressures are identified by analyzing a number of areas including; benefit expenditures, Workplace Safety Insurance Board (WSIB) claims, drug usage, type of paramedic claims, absenteeism data and EAP utilization. This process helps to target areas that have the potential to be positively impacted by a Worksite Wellness Program and to provide a baseline for evaluating change.

5. Conduct a Health Risk Appraisal or Employee Needs & Interest Survey

The next step is to determine your employee’s health risks, interests and readiness to change. A confidential health risk appraisal can accomplish countless goals/objectives. It provides a baseline from which to measure personal lifestyle changes, provides workers with relevant health information, motivates workers to take charge of their health and assists in program planning. Most health risk appraisals offer individual reports and a corporate report identifying elevated-risk areas in the corporation.

Many employers choose to administer customized needs and interest survey to evaluate employee needs. The benefit of this approach is that the organization is able to gather information on the employees’ perceived wellness needs and program interests. This information can be incorporated into the strategic plan. Administering a survey also has the added benefit of fostering a sense of employee ownership to the program.

6. Organize Your Strategic Plan for Wellness

The strategic plan must incorporate information collected from the Organization Health Audit, your organization’s expense pressures, and health risk appraisal data or employee survey results. The strategic plan must include your program mission, three or four objectives and several initiatives under each intention. The strategic plan supports a framework to encourage, support and evaluate “best health practices.”

It is also valuable that the plan align itself with the vision, goals of the organization.

The sample strategic plan that follows was developed for blue jeans maker Levi Strauss & Co. (Canada) Inc. Levi Strauss & Co.’s mission statement and aspirations (how workers interact with each other in a organization environment) guided the development of the plan.

Levi Strauss & Co.’s aspirations include the following statement: Above all, we want satisfaction from accomplishments and friendships, balanced personal and professional lives, and to enjoy our endeavors. The wellness program plan included a number of components to ensure that it embraced this statement including the following:

1. A vision statement, which tied in with the company’s aspirations.
2. An incentive system to encourage and reward the accomplishment of healthy milestones.
3. A recognition system to applaud effectiveness.
4. Friendly competitions between Levi Strauss & Co. locations to ensure a fun environment.
5. Opportunities to take part in small group educational programs to cultivate group reinforcement.
6. Initiation of support groups for employees completing wellness programs (i.e. smoking control support group).
7. Programs concerning work and family balance.

Other information that was analyzed and used to foster the plan included:

1. Business demographics
2. Focus groups
3. Cultural audit
4. Top prescription drug report
5. EAP utilization
6. Employee benefit services report
7. Health and dental claims
8. Operational success summaries
9. Health risk appraisals
7. Prepare a Organization Case to Support Your Plan

Your organization case for wellness provides the necessary details for approval at the senior staff level. The organization case includes:

1. The Strategic Plan for Health
2. A proposed program budget
3. Marketing strategies
4. Program leadership options
5. An implementation plan
6. Assessment methodology.

In presenting the strategic plan it is significant to highlight how the plan aligns itself with the strategic direction of the organization.

The program budget must include educational resources, marketing costs, incentives, leadership costs and supplies.

Marketing strategies should address how the program will be promoted and rolled out to various groups within the organization i.e. decentralized locations, high risk workers, older workers.

Program leadership must address how volunteers will be used, internal resources  and whether consultants have been proposed. All play an equally valuable role in the implementation of your wellness program.

The program implementation plan ought to incorporate the following types of programs that help foster awareness of beneficial health practices, assist  employees in making lifestyle changes and initiatives, which support long-term change.

Awareness programs create an awareness of the effect of healthy lifestyle practices and arouse workers to take the next step. Examples of awareness programs include posting educational posters, newsletter articles and lunch and learn classes.

Lifestyle change programs are more all-inclusive and longer in duration. They are designed to support  employees in changing behavior. Examples of lifestyle change programs are nutrition education programs, stress management programs, back care classes and smoking control programs.

A supportive corporate environment encompasses everything from corporate policies & procedures, the physical environment and creating a corporate culture that supports great health practices. Follow-up sessions and support groups for workers who have completed 6-10 week wellness programs also offer a supportive environment for long-term change.

Analyzing the effectiveness of a Worksite Wellness Program is ongoing. A formal assessment must be conducted each year and may include; re-administering steps three to five, program participation statistics and a year end survey to revisit “soft” issues such as morale, program satisfaction and future program direction.

8. Solicit Input and Communicate Your Plan

Employee input is critical to the long-term success of your program. An Employee Advisory Committee must be formed to roll out the plan. Another key responsibility of this team is to solicit feedback from all levels of the organization to ensure buy-in. Front line Manager’s Information Sessions and focus groups are also important. This group needs to buy-in to the notion that they play a key role in supporting beneficial health practices. Regular gatherings are advised with front line managers to receive ongoing input, address problems and orient new managers.

Conclusions

The World Health Organization’s definition of health is “a state of complete physical, mental and social wellness and not merely the absence of disease and infirmity.” In order for us to set up healthy workplaces, wellness drives must have a program champion, have employee ownership, be senior staff supported, results driven and strategically aligned with the overriding organization objectives of the organization.

Wellness program that embrace these qualities will have a positive influence on an organization’s bottom line. Canadian research points to numerous case studies where onsite programs have resulted in lowered absenteeism, reduce claims and increased productiveness.

Corporations who have embraced wellness as part of “how they do business” have one thing in common. They prove a commitment to their most significant resource – their people. They be aware of the increased pressures associated with downsized organizations, a rapidly changing workplace, an aging work force and the challenge of balancing work and family obligations. And they share a common belief that healthy employees are happier, absent less and more advantageous.

References:
Design of Corporate Wellness Programs by Michael P. O’Donnell. 1995. Published by the American Journal of Health Promotion.
Pro Fit-ability by Veronica Marsden. Group Healthcare Management. May 1997.
Meeting Expectations by Laura Mensch. Employee Health and Productivity. August 1999
7 Steps to Health Promotion by Daphne Woolf and Veronica Marsden. Group Healthcare Management. February 1996.
Published in The Journal of Health Promotion for Northern Ireland, Issue 9, March 2000

Want some wellness program ideas and wellness policy ideas to get you started? Or maybe you want to jump start or better upon your current wellness program? The list below provides ‘best practices’ that are able to help meet any wellness program budget! The Worksite Wellness Program ideas are divided into topic areas.

General Wellness Progam Ideas

• Administer an Employee Needs & Interest Survey
• Create a Company Health Promotion Program Committee
• Identify medical programs that cover expenditures for weight management and smoking cessation
• Remove co-pay or reimburse for preventive medical care visits
• Put up handouts on a variety of wellness subject matters for staff members to take
• Design a wellness resource center or library with videos, books, magazines, DVD’s on a variety of topics of interest to staff members
• Identify employees who are mentors or champions for healthy activities and ask them to present or to list as a contact for other employees
• Plan and promote periodic or regular educational sessions.
• Create monthly educational sessions on the national health observance topic
• Put up a Wellness Bulletin Board & update it monthly
• Put up messages from national health observances during the month
• Post healthy tips in newsletters, paycheck stuffers, bulletin boards, etc.
• Offer a benefits fair
• Develop employer fitness and healthy eating challenges
• Offer company wellbeing and health fairs or other onsite programs

Nutrition Programs

• Provide free, healthy snacks for staff members (fruit, nuts, popcorn)
• Offer healthy meal choices in cafeterias and at organization programs
• Provide information to workers about the nutritional content of food served in the cafeteria
• Develop a fresh fruit “snack basket” in the breakroom or cafeteria
• Stock snack machines with healthier options
• Partially fund healthy foods in the cafeteria or vending machines (10¡ apples may be more appealing than $1.00 candy bars)
• Create a weekly or monthly healthy lunch club
• Give brochures available on a variety of healthy eating topics
• Include nutrition articles in employer newsletters
• Provide a healthy meal tasting contest Free
• Have educational sessions at lunch-time on a variety of nutrition issues of interest
• Develop an employee healthy food cookbook. Either sell the cookbook and use profits for programs, or purchase a cookbook for all staff members

Weight Loss Programs / Weight Management Programs

• Provide flexible work schedules so that employees are able to participate in weight-loss programs
• Subsidize registration expenditures for weight-management programs
• Offer a support group to help staff members who are trying to lose weight
• Arrange for registered dieticians near your workplace as a resource for staff members who want information on healthy eating, meal planning or weight control
• Provide individual counseling for employees trying to lose weight
• Offer onsite fitness and weight-management programs through your local hospital, Weight Watchers, TOPS or local, registered dietician
• Provide an educational session on diet myths and healthy eating

Physical Activity Programs

• Provide flexible work schedules to encourage exercise
• Develop a fitness space with aerobic equipment, and weights
• Establish accessible walking paths, trails, and/or bike routes
• Urge staff members to walk more by parking farther away from the entrance
• Develop a gym with aerobic equipment, weights, aerobic classes, fitness professionals
• Hold walking meetings
• Make the stairways more appealing (carpet, fresh paint, artwork, posters)
• Provide reduced gym membership fees to all staff members
• Offer facilities for workers to secure bikes
• Have 5 – ten minute stretch breaks during the day
• Partially fund gym membership for staff members who take part a minimal number of days per week (ex., 3 days per week)
• Support lunchtime walking/running clubs or corporation sports team
• Encourage stairwell use and incentives/rewards
• Install a basketball hoop outside
• Urge & support community walks or fitness programs
• Promote walking during breaks and other off-time periods
• Offer periodic fitness incentive programs to encourage physical activity
• Have educational sessions on fitness activities

Smoking Cessation Programs / Tobacco Cessation Programs

• Design a smoke-free grounds
• Establish a smoke-free workplace
• Encourage the use of 1-800-QUIT-NOW, North Carolina’s free Tobacco Use Quitline. Or check www.QuitlineNC.com
• Fully reimburse (or partially reimburse) for tobacco replacement products
• Partially fund the cost of smoking cessation workshops
• Offer handouts and information on health effects from tobacco use and tobacco cessation
• Provide awareness sessions to encourage workers to try to quit tobacco use
• Have worksite tobacco cessation sessions

Employee Health Screening

• Discount healthcare insurance premiums or cut co-payments for workers who participate in screenings and who participate in managing their risk factors
• Install Blood Pressure (BP) monitoring equipment
• Provide flu shots for staff members and family members
• Provide Health Risk Assessments to all staff members, including counseling and follow-up
• Provide periodic Blood Pressure (BP) screenings and follow-up
• Offer periodic screenings for cholesterol, blood sugar, body composition, etc.

Stress Management Programs / Work Life Balance Programs

• Offer flexible schedules for family/work life balance
• Offer and encourage an Employee Assistance Program
• Give information on substance abuse prevention
• Provide brochures and information on stress management and mental health
• Give brochures and information on work life balance, such as monetary planning, childcare, parenting, elder care, etc.
• Provide supervisor and manager training on communication, relationship building, corporation stressors, etc.
• Assess business policies and work schedules to identify business stressors
• Assess the Employee Assistance Program to make sure it is meeting the needs of the employees and business
• Schedule educational sessions on stress management and work life balance
• Have sessions on relaxation, stress management, and work life balance issues