Health And Wellness In The Workplace

Weight management is a major area of both employee interest and need. Body Mass Index  is the clinical measure that indicates whether people  are in a healthy weight range or are overweight or obese.    

The Body Mass Index (BMI) is a measure of a person’s overall height to their overall weight. Height and weight are measured during the worker biometric testing. A computer mathematical calculation provides the Body Mass Index (BMI) score.    

Ideas for worksite based weight management programs include -    

• Have Weight Watchers, TOPS, or other reputable weight control groups meet in your workplace or nearby. Offer such groups before/after work or at lunch. Staff Member attendance is generally better if workers can attend either wholly or partially on work time.

Break times could  be rolled into lunch break times to minimize staff member time away from work duties (with management approval). Workers ordinarily pay their own fees for class attendance and supporting materials.

• If the wellness program offers incentives based on participation, award a completion gift when worker has attended a certain number of weight control sessions or activities.

• Supply information regarding community weight management groups.

• Incentives like cash, tee shirts, plaques, certificates, hours/days off, names on bulletin boards can be given to individuals who write a weight loss contract and meet their goal.

• Establish a workplace commitment to offer alternative healthy snacks at corporation-sponsored meetings. Healthful snacks like fruit, pretzels, plain popcorn, almonds, and veggies provide demonstration as to the corporation’s commitment to health and staff member well being.

Every workplace will have staff members who’ll not participate in offered corporate wellness activities. But these same staff members may  be following many healthy practices in their daily living.

A good wellness program ought to give these individuals  credit and recognition for their good work.

Recognition of healthful goal setting and goal achievement is a good approach for reinforcing what people  are doing on their own outside of work, and for reaching those who don’t like group activities.    

Suggested steps for individual goals and recognition include -    

• A form staff members can fill out which includes the set goal(s) and a target date for completion.   

• Information on setting realistic goals, as individuals  often overestimate what they are able to do and by when. It’s good to remind staff members “baby steps” count!   

• Maintain a confidential file of the submitted staff member goal forms in a dated “tickler” system.   

• Send a reminder to each staff member at the time of each participant’s goal date. This reminder can be a copy of their original goal form. Ask for employee’s feedback regarding their goal(s) -  completed the goal, need an extension, or have discontinued the goal.   

• When the form is returned from an employee -    

   1) If an employee has completed the goal, a certificate of completion is received along with a prize or incentive item linked to the goal (if possible).

   2) If the employee renegotiates the deadline or the goal, the form is re-filed for future follow-up. Continue to encourage the employee.

   3) If the goal is canceled, send a note acknowledging this “good try” and encourage the worker to attempt again when the timing is right.

• Allow those interested in this process to set goals any time and as often as they want.   

Walking Club

Walking clubs or “trekking” can either be done in real time (by scheduling walking groups), or clubs may be set it up so people  do their walking on their own and keep a shared log at work.

After a certain number of miles or steps are logged, workers are eligible for membership into the walking “club” and receive something like a prize (a walking pin, similar to the ones that volkswalkers get, or a certificate of membership).

Ways to continue interest in walking groups include -

• Periodic announcements about community walking events. Keep abreast of events in the community, Parks and Recreation programs, available tracks, inside walking choices, volkswalking events, etc.

• Periodic information specific to walkers; such as what to look for when buying a pair of walking shoes.

• Consider a workplace team to participate in a local fundraiser walk, like the March of Dimes walk.

• A walking club can be the kind of “club” that never really meets, or it can be the kind that does provide the option for those who are interested in group walks and events.

Health Awareness Video Programming

Many good health related videos and DVDs are available through loan programs either at no or low costs. Select video programming based on employee interests and needs.

• Schedule periodic health video viewings during lunchtime brown bag sessions.

• the videos may be related to health or other related wellness topics like financial planning, caring for aging parents, or even humor as a “break” from the work routine.

• Be sure to preview videos before showing them to insure they are appropriate, not too long, etc.

• Have a Wellness Committee Host moderate the viewing, greet individuals , and lead a brief discussion after the video. Develop one or two questions for discussion after previewing the video and use these to lead the discussion. Many health videos come with group discussion questions.

• Attempt to supply a pertinent educational  flyer for participants to take with them for more information on the topic.

• If possible, provide popcorn or fruit as a snack.

• Offer a prize drawing (or points if you’re doing that kind of incentive program) for those attending the video program and discussion.

Wellness Mentors

Every workplace generally has at least a couple of staff members who have successfully made changes in their health. Often, other staff members will relate to one of their peers. Colleague support can go a long ways in encouraging healthy changes.

• Seek volunteers from the work force who have experienced a illness resulting from an unhealthy behavior, or survived or recovered from a illness that just happens like breast cancer, and who have successfully made positive changes.

• Connect these success story workers with workers struggling with similar health issues.

• Both staff members participating in the mentoring process are doing so on a voluntary basis. Respect the privacy of this very special relationship.

• A Wellness Committee person may be involved from a peripheral standpoint, and be available to share other resources that may  be valuable to both workers.

Develop and offer “free” medical information resources as part of the overall corporate wellness strategy. Reliable information is available free, or at very low cost, through many resource areas.

Ideas and resources will be suggested here. Also review the Resource and Website listings after this guide for more ideas and resources.

Wellness Bulletin Board Ideas

Most workplaces have at least one employee bulletin board located in a central area. Obtain permission to use part of that bulletin board as the “Wellness Corner”, or obtain management approval to develop a bulletin board dedicated to wellness. Wellness bulletin board suggestions include -

• White 8 1/2″ x 11″ flyers will be ignored. Use color or nonstandard size and shape when possible.

• Change your bulletin boards often. If they remain the same too long, they become “white noise.”

• Play “Dialing for Dollars” to raise bulletin board attention. Make a random phone call and ask an staff member to name the health fact of the day as listed on the health bulletin board. Award nominal prizes to winners.

Use an “activities calendar” with targeted advertisements, football schedules, recipes, etc. that’ll encourage keeping the calendar updated and utilized.

• Post or email quick tips on health. Get tips from the Hope Health website at - http - //www.hithope.com/main.php?dir=content&file=health_tips.txt.

Wellness Library

Develop an employee library in a central area that has easy employee access. Resources and ideas for the library could include -

• A local health resources guide with referral lists to help staff members hook up with resources if on-site resources cannot be provided. Keep referral lists in a 3-ring binder and update monthly.

• A brief, periodic wellness newsletter or update flyer distributed to staff members via their paycheck or department meetings. It’s easy to make use of the monthly CIS Healthy Benefits employee update for this purpose.

• A variety of consumer books, magazines, videos, and articles related to good health. Solicit worker donations of current titles and recyclable items.

Be certain to encourage workers to checkout materials for loan. Update resources regularly. Consider using some of the CIS Healthy Benefits corporate wellness grant funds for good library resources.

• Healthful resources are available at local libraries. Publicize those resources within your on-site wellness library.

• Health magazines may be kept in the employee break area.

• Download extra copies of the CareWise quarterly newsletter from the CIS website at http - //www.cciservices.com, Healthful Benefits, and circulate these in employee break room areas.

• Create a consumer medical information bin that is updated with articles and pertinent information regarding consumerism and healthcare. Check the resource listings at the end of this guide for additional ideas.

• Free  pamphlet materials could be acquired from local non-profit agencies (American Red Cross, Heart Association, Cancer Society, Lung Association), and made available in worker areas.

See website listings and other resources in the back of this guide for additional ideas regarding free health resources.

New Year’s Resolution Bulletin Board

• Have workers voluntarily write down their health-related New Year’s resolutions on 3″ x 5″ index cards with their names on the back.

• Post the cards in the form of a collage on the wellness bulletin board.

• Leave the cards up for about two weeks, and then store them in a secure wellness file.

• Post the cards near the end of February to remind staff members of their objectives and self-commitments.

• Take the cards down again after another week and again store in a secure file.

• Mail the cards back to the individuals along with wellness program promotions or other information announcements at the end of March.

• Throughout the year, continue to offer wellness opportunities, support groups, or related activities.

The feasibility of worksite based wellness classes depends on the size of the workforce. Worksite programs have to be supported with an adequate number of interested employees to keep a class going.

Typically a certain level of employee involvement is also necessary to ensure availability of facilities such as a room and equipment.

There are wide ranges of ongoing courses which may be offered in the worksite, including aerobics, yoga, tai chi, stretching, weight control, stress management, use of tobacco cessation, and self defense.

Depending on results from an interest survey, offering an “introductory” mini class series regarding a topic of high interest might  be a good beginning idea.

For  instance, offer a series of five beginning yoga classes to acquaint workers with the posture and relaxation advantages of yoga. After an introductory series, workers may want to pursue something on their own in the community.

Or, possibly an staff member interest group could create where interested staff members would pursue the chosen activity as a group.

Who Compensates for What When? (Employee Subsidies and Discounts)

A lot of staff members and wellness teams are beneath the impression that the business ought to pay for all wellness activities. Remember the business is compensating the bulk of the employee’s health and benefits package.

When vacation time, insurance costs, and sick costs are all factored in, the typical American company spends very close to $10,000 per year per employee on related health, time off, and lost productivity costs.

Health is a personal responsibility and a gift we can all give to ourselves. Make sure to help staff members increase their understanding and appreciation of self-care for their health by encouraging their share of accountability for healthful and safe living and working.

Other ways of financing worksite based wellness activities and to also “internally” motivate staff members are included here -

Subsidies

If there’s a budget but not enough space or staff to offer onsite courses that are available elsewhere (like Weight Watchers, fitness clubs exercise classes, Jazzercise, hospital community ed programs, etc.), a subsidy could be offered to those who take advantage of these community resources.

Establish guidelines ahead of time about eligibility and maximum reimbursement, conditions for reimbursement, whether proof of participation is required and what form it should take (receipts, log forms, etc).

The wellness policy also needs to address whether someone is eligible one time only, once a year, every five years, etc. for reimbursements.

• Subsidies work best when the worker puts out the money and effort first, and then gets a partial reimbursement or completion gift based on some sort of attendance or participation completion.

• the reimbursement must be large enough to be worth the trouble of implementing the program, but shouldn’t cover the entire cost the program.

• It’s easy to get carried away with requiring “proof” in these kinds of programs. Don’t make it too bureaucratic or no one will use it. It is important to remember no matter how well your policies are set up, there will be people , generally very few, who cheat-that’s unavoidable and should not become the major focus of documentation requirements.

• Consider appropriate participation gifts in place of financial reimbursement. for example, if an employee meets attendance criteria for a stretching class, provide a stretching strap or yoga mat as the completion gift.

• Be certain to check with the management team regarding policy for subsidies, tax reporting, etc.

Discounts and Donations

Worker discounts and donations can be sensitive areas for public businesss and staff members. In many jurisdictions, public staff members aren’t allowed to receive any type of special consideration, including discounts, from local corporations, providers, or providers.

Make certain to check organizational ethics and procurement policies before asking for discounts.

When management policy does allow for discounts and donations, the whole solicitation process needs to be conducted fairly and spelled out in writing. All interested, licensed providers, and service providers should’ve a fair unbiased opportunity to participate if they so choose.

No inappropriate advantages are given to one provider over another as for access to staff members, publicity, etc. No provider or service provider ought to be promised or guaranteed additional revenue, corporation, or anything else if they select to voluntarily offer a donation or discount to staff members.

Follow the same donation and/or solicitation policies when offering provider door prizes or gifts at an employer-sponsored health fair.

Hollywood Stars or American Celebrities

This is another fun activity focusing on healthful weight loss or maintenance.

• Participants choose a secret code name (the name of a Hollywood star or other celebrity).

• Participants weigh-in with a “trusted” confident privately - at which time a healthful weight goal is set for the period of the contest.

• Post a chart with everybody’s secret name assigning each a beginning weight of zero.

• Participants weigh themselves weekly and submit the weight with their code name on the paper.

• Weight is expressed in relation to a starting weight of zero. for  instance +4 would indicate a weight gain of four pounds; while -2 would indicate a weight loss of two pounds.

• Future weigh-ins should be about the starting weight, not the previous week’s weight.

• the chart is kept current and posted publicly by Wellness Committee.

• Post a “weight control hint of the week” next to the tracking chart.

• Provide “take one”  brochures on weight control education or motivational tips by the chart.

• Celebrate worker progress at the end of the activity.

Wellness Book/Journal Club and/or Book Exchange

Similar to any other book discussion group, the readings and focus of this group is health. With a broad “health” definition, many subjects may be appropriate including communication, self-improvement, relationships, money management, environment, ecology, recreation, cooking, etc.

Let the group pick the topics and books. Another suggested idea is to establish a book swap area where readers can trade the book(s) for those that others have left for trade.

Pre-Make certain to work Stretching Group

Several minutes of gentle stretching is a excellent way to safely start the workday. A specialist fitness instructor could  be brought in to teach proper stretching techniques.

After that, most often an internal group can meet and run itself. Offer periodic refresher sessions with the trainer or instructor to vary the routine and help keep participants motivated.

Considerations for workplace stretching -

• Make certain to work with your Management Team for stretching endorsement.

• Stretches must be taught by a knowledgeable and certified person.

• Even though pre-work stretches are done on an employee’s personal time, the question of corporation liability will likely arise, namely if someone reports an associated stretching injury.

Check with your employer’s legal counsel and/or contact your employer workers’ compensation carrier to help in design of an worker release of liability waiver.

Worksite Chair Massage

Bring in a certified massage therapist to offer chair massage at the employees’ expense. These massages are done fully clothed with the recipient seated in a chair.

The therapist brings in a special chair that fully supports the head and shoulders while an upper body massage is given. Sessions are usually 15 minutes, with an average cost between $12.00 - $15.00 per session.

Post a sign up sheet with appointments at intervals recommended by the therapist. Make sure the therapist is certified. It will be necessary to provide a private space. A group of “regulars” may evolve which may establish a regular massage schedule.

Obtain an agreement with management so employees can trade massage time for coffee or personal break time.  Note -  management may want the therapist to supply proof of liability insurance.

Art at Work

Art can be a good way to nurture employees’ creative side and help them manage stress at the same time. Bring in various art and craft supplies once a month and let the creative juices flow.

If participants are willing, have a temporary “art show” later that day. Or, feature worker art during certain months or times of the year. Be certain to encourage staff members to post their art in their personal workspaces.

Healthful Email-a-Week

Create an email list of peers who want to receive an inspirational, funny or educational health quote, thought, tip or idea once a week by email.

Ask members of the Wellness Committee to collect ideas initially, and then ask the members of the email list to contribute ideas and information as time goes on. Follow all business rules regarding work time and email protocols.

Hobby Show or Demonstrations

Hobbies are good stress management tools. Make certain to encourage staff members to show off their talents by sponsoring a “hobby fair” or demonstration. Send around a sign up sheet.

See who’d be willing to bring in samples of their hobby, and maybe even do a live demonstration. Fairs or demonstrations may be scheduled as a group activity or brown bag that authorizes interested staff members to interact.

Or, hobby sharing can be done in groupings by topic over a scheduled period of time, authorizing for a brief presentation and/or demonstration for the hobbyist.

Brown bag presentations are a good way to create awareness about selected health topics. Community health specialists will often provide presentations of a half hour or less at no charge.

Use employee interest surveys to follow up on employee interests that are expressed. the definition of health is broad, so brown bag presentations may also cover a broad variety of topics. Topics may include physical, mental, emotional, women’s health, men’s health, financial health, etc.

Considerations for brown bag presentations -

• Brown bag sessions are good for awareness building. This seed planting process can help employees become more proactive about healthy options.

• Do not schedule the program for the full hour - normally 40 minutes or so works best. This will allow folks a chance to come and go, grab a quick bite, ask questions, etc.

• When the subject matter is sensitive, such as domestic violence, substance abuse, etc., it is possible individuals  will be reluctant to attend for fear of being associated publicly with the problem. They will, notwithstanding, attend when the focus is on assisting family members, peers, etc.

• Ensure that employees hear valuable information and will leave with tools and resources to carry out the message. Make sure to work with the presenter on information strategies that work for your worker group.

• Promotional materials should publicize the program with a name that indicates the brown bag focus. Include all other pertinent information such as where, who, when, etc.

• Some topics that cannot be covered in one session may  be offered in a short series. It will work best to schedule one session each week in lieu of several sessions in one week.

For example, you might offer a 3-week series on healthy eating instead of attempting to cram all the information into one session.

• A catchy title can draw people  to the event. an example of this would be calling lunchtime presentations “Noonlighting”

• When possible, provide a free healthful snack for staff members who attend.

• to keep the momentum going, try establishing up a routine monthly time and day for lunchtime seminars.

• When workers work in shift or are in work groups in different geographical areas, devise a plan that offers equal attendance opportunity to all.

Resources -

1. Please see the idea list after this guide which offers a variety of resource topics of interest to employees.

2. Every community has many person, experts, or experts from voluntary groups (heart, cancer, lung associations), special interest groups (Y’s, Red Cross, Weight Watcher’s, Safety Council, Alcoholics Anonymous), or the local health department as possibilities to present worksite sessions free or at a low cost.

A lot of of these contacts will also provide low cost materials.

3. Topic videos can be used for a brown bag session.

Often people  shy away from low fat foods because they think these foods don’t taste good. to help inform staff members, purchase a selection of low fat foods and put them out in a conference room for an hour or so for a drop-in tasting session.

Or, arrange for low-fat potlucks encouraging employees to bring and share their favorite low fat or healthy dishes.

Considerations -

• Be sure the selections actually taste good.

• Give a “fact sheet” with the names and price of the various products to assist participants if they want to buy these products from the supermarket.

• Give other written information on good nutrition for any interested participants to take. Make use of websites and other resources listed in the Resource Section after this guide.

• Give small tasting spoons or wooden ice cream tasters.

• It doesn’t take much of each item to give participants a taste of the food or dish. It isn’t necessary to purchase enough, or bring enough, food to provide a meal.

• Make sure to set up the tasting room after lunch so participants can go in on their own and sample.

• Watch for overly sugary items…sometimes low fat means high sugar - so be certain to check the label.

• Typical buys for a worksite sampling could include -  two boxes of low fat crackers, a package of low fat cheese, a box of low fat cookies, two or three low fat spreads like hummus, low fat cream cheese, a package of honey nut or other flavored rice crackers, and one or two other low fat items.

• Put signs on the table politely reminding participants that the idea is to sample, not have a meal.

• Offer a beverage like a new type of fruit juice or herbal tea.

Group support and encouragement could be very beneficial in assisting staff members make healthful changes. Develop situations, coworker groups, or information avenues where the expertise and experiences of coworkers could be shared with others. Some ideas for providing onsite support for healthful changes include -

• Employees may be asked to voluntarily submit suggestions, advice, and strategies related to particular healthy practices they have successfully implemented in their lives.

For example, ex-smokers may be asked to submit suggestions about what worked for them when they quit; then those ideas may be shared in newsletters, flyers, classes, etc.

• Topics like weight control, stress management, managing change, increasing exercise, etc. lend themselves to this development of collective wisdom sharing.

• Behavior change support groups, created based on staff member interest in making healthful change, can meet on a regular basis to share ideas, resources, support, etc. Wellness programs can offer some help and facilitation in getting a group started.

The group then its self takes charge of keeping the group going. Periodically the wellness program can offer to bring in a speaker or presenter on a topic relevant to the group.

Make certain to help the group establish ground rules that everybody agrees to before the group is left on its own.

A wellness fair is an opportune way to familiarize staff members with health issues and related wellness programs.  During a wellness fair staff members might  be able to -

• obtain resource materials;
• participate in offered health testings (vision, hearing, blood, cholesterol, cancer, dental, etc.);
• observe demonstrations on the use of fitness equipment;
• attend mini-seminars on various health topics;
• get free promotional items from local businesses;
• sample healthful foods; and
• obtain information about their health benefit plan.

Some employers feature a “health and benefit fair” which includes vendors representing the various staff member benefit plans (long-term disability, retirement, etc.) available to employees through their employer.

Considerations when coordinating a health fair -

• Establishing up a successful health fair takes robust time. Time issues should be taken into account in planning and organizing such an event. the most time consuming part is ordinarily contacting potential participants, making arrangements for their participation, confirming their participation, and setting up the day of the event.

• Sufficient space, tables and chairs must available to allow for the number of vendors invited. Some vendors might have portable displays or materials that will require additional space, access to electrical outlets, or other logistical considerations that should be discussed prior to the health fair.

• Providers will be hoping to make contact with as many persons as possible during the event. Securing their commitment to future health fairs requires that every effort be made to promote participation by publicizing the event, picking  the proper venue, and offering incentives.

• If possible, locate the wellness fair in an area with heavy foot traffic.

• Ask vendors to supply free materials at their table and to make a donation to a prize drawing. Follow all employer policies when soliciting donations.

• as an idea to elevate worker participation and to keep interest high, each attendee could be given a “passport”, similar to a bingo card, to be signed by each provider. the signed passport becomes the ticket for the prize drawings. Such drawings ought to take place every 15 or 30 minutes.

• Consider teaming up with neighboring businesss to stage a wellness fair. A team effort will spread out the work and maximize participation.

Ideas for a Benefits Fair -

Invite representatives from each of your staff member benefits provider groups. Ask each provider to be prepared to answer staff member questions regarding their program. Representatives could include -

• Retirement plan representative.

• Long-term disability plan representative.

• Medical plan representative.

• Healthy Benefits representative.

• Contract cell phone representative (if applicable).

• Local savings and loan or credit union representative.

• Workers’ compensation representative.

Limited Space for a Health Fair -  If space is limited conduct the fair during lunch time. Place stations in company hallways or in individual small conference or office rooms scattered throughout the building.

Provide a map with all the stations listed. Hold a free drawing awarding a prize for anyone who goes to 75 percent of the stations. Use a punch card or similar method to verify.

Resources for health and benefit fairs coordination -

Assume a wide definition of “health” and reflect that by including a selection of providers and services involved with physical, mental, financial and social health.

For  instance, health agencies, safety companies, benefits providers, local healthcare facilities, recreational facilities, parks, financial planners, childcare referrals, EAP, fitness centers, health food stores, library, alternative and complementary medicine providers, etc.