Company WellnessCompany wellness programs and company wellness consulting

Walking Club

Walking clubs or “trekking” can either be done in real time (by scheduling walking groups), or clubs could 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, personnel 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 health promotion programs, available tracks, inside walking choices, volkswalking events, etc.

• Periodic information specific to walkers; like what to look for when purchasing a pair of walking shoes.

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

• A walking club could be the type of “club” that never really meets, or it could be the type that does provide the choice 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. Pick video programming based on staff member interests and needs.

• Schedule periodic health video viewings at 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.

• Make certain to preview videos before showing them to insure they’re appropriate, not too long, etc.

• Have a Wellness Committee Host moderate the viewing, greet individuals , and lead a brief discussion after the video. Create 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 handout for participants to take with them for additional information on the topic.

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

• Provide a prize drawing (or points if you are doing that kind of incentive health promotion program) for those attending the video program and discussion.

Wellness Mentors

Every workplace typically has at least a couple of staff who’ve successfully made changes in their health. All too often, other staff will relate to one of their coworkers. Peer support can go a long ways in stimulating healthful changes.

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

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

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

• A Wellness Committee individuals could be involved from a peripheral standpoint, and be available to share other resources that might  be valuable to both staff members.

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

Ideas and resources will be suggested here. Additionally review the Resource and Website listings at the end of this guide for more ideas and resources.

Wellness Bulletin Board Ideas

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

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

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

• Play “Dialing for Dollars” to increase 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.

Health Promotion Library

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

• A local medical resources guide with referral lists to help employees hook up with resources when on-site resources can’t be provided. Keep referral lists in a 3-ring binder and update monthly.

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

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

Be sure to encourage staff members to checkout materials for loan. Update resources regularly. Consider using some of the CIS Healthful Benefits company health promotion grant funds for good library resources.

• Healthy resources are available at local libraries. Publicize those resources within your onsite wellness library.

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

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

• Create a consumer medical information bin that is updated with articles and pertinent information regarding consumerism and health care. Check the resource listings after this guide for more ideas.

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

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

New Year’s Resolution Bulletin Board

• Have personnel 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 workers 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 health promotion 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 workplace based wellness courses depends on the size of the workforce. Worksite programs have to be supported with an adequate number of interested personnel to keep a class going.

Normally a certain level of employee involvement is also necessary to ensure availability of facilities like a room and equipment.

There are wide ranges of ongoing classes which could be offered in the worksite, including aerobics, yoga, tai chi, stretching, weight management, 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 may  be a good beginning idea.

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

Or, possibly an worker interest group could develop where interested workforce would pursue the chosen activity as a group.

Who Compensates for What When? (Staff Member Subsidies and Discounts)

Many personnel and wellness teams are beneath the impression that the business ought to pay for all wellness activities. Do not forget the business is paying the bulk of the worker’s health and benefits package.

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

Health is an individual 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 workforce are included here –

Subsidies

When there is a budget but not enough space or staff to offer onsite classes that are available elsewhere (like Weight Watchers, health and fitness centers exercise classes, Jazzercise, hospital community ed wellness programs, etc.), a subsidy could be offered to those who take benefit 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 ought to 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 ought to be big enough to be worth the trouble of starting the wellness program, but should not cover the entire cost the wellness program.

• It is easy to get carried away with requiring “proof” in these types of wellness programs. Don’t make it too bureaucratic or no one will use it. It is crucial to remember no matter how well your policies are set up, there are going to be people , generally very few, who cheat-that’s unavoidable and shouldn’t 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 senior level management team regarding policy for subsidies, tax reporting, etc.

Discounts and Donations

Worker discounts and donations may be sensitive areas for public corporations and employees. In many jurisdictions, public employees aren’t allowed to receive any kind of special consideration, including discounts, from local organizations, providers, or providers.

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

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

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

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

Hollywood Stars or American Celebrities

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

• Participants pick 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 healthy 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 about a starting weight of zero. for  instance +4 would indicate a weight gain of four pounds; while -2 would indicate a losing weight of two pounds.

• Future weigh-ins must be in relation to the beginning weight, not the previous week’s weight.

• The chart is kept current and posted publicly by Health Promotion Committee.

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

• Give “take one” handouts on weight management education or motivational tips by the chart.

• Celebrate worker progress at the end of the activity.

Health Promotion 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 select 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-Be certain to work Stretching Group

Several minutes of gentle stretching is a excellent way to safely begin the workday. A specialist fitness instructor might  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 worksite stretching –

• Be sure to work with your Management Team for stretching endorsement.

• Stretches should be taught by a knowledgeable and qualified individuals.

• Even though pre-work stretches are done on an worker’s personal time, the question of corporation liability will likely arise, especially when 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 employee release of liability waiver.

Workplace Chair Massage

Bring in a qualified 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 generally 15 minutes, with an typical cost between $12.00 – $15.00 per session.

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

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

Art at Work

Art may 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 employee art during certain months or times of the year. Make sure to encourage staff to post their art in their personal workspaces.

Healthy Email-a-Week

Develop an email list of coworkers 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 sure to encourage staff members to show off their talents by sponsoring a “hobby fair” or demonstration. Send around a sign up sheet.

See who would 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 could be done in groupings by topic over a scheduled period of time, permitting for a brief presentation and/or demonstration by 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 worker interest surveys to follow up on worker interests that are expressed.  The definition of health is broad, so brown bag presentations might also cover a wide 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 staff become more proactive about healthy options.

• Don’t schedule the health promotion program for the full hour – generally 40 minutes or so works best. This will allow folks a chance to come and go, grab a quick bite, ask questions, etc.

• If the subject matter is sensitive, such as domestic violence, substance abuse, etc., it’s possible individuals are going to be reluctant to attend for fear of being associated publicly with the problem. They will, nonetheless, attend if the focus is on assisting family members, peers, etc.

• Ensure that staff members hear valuable information and will leave with tools and resources to carry out the message. Make certain to work with the presenter on information strategies that work for your employee group.

• Promotional materials should publicize the wellness 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 might  be offered in a short series. It will work best to schedule one session each week in lieu of a few sessions in one week.

For example, you might offer a 3-week series on healthy consuming in lieu 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”

• If possible, provide a free healthful snack for workers who attend.

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

• If personnel 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 selection of resource topics of interest to staff.

2. Every community has many individuals, specialists, or specialists 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 workplace sessions free or at a low cost.

A lot of of these contacts will also provide inexpensive materials.

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

Quite often individuals  shy away from low fat foods because they think these foods do not taste good.  To help inform workforce, purchase a variety 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 stimulating staff members to bring and share their favorite low fat or healthful dishes.

Considerations –

• Make sure the selections actually taste good.

• Provide a “fact sheet” with the names and price of the various products to assist participants when they want to purchase these products from the grocery store.

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

• Provide small tasting spoons or wooden ice cream tasters.

• It does not take much of each item to give participants a taste of the food or dish. It is not necessary to purchase enough, or bring enough, food to provide a meal.

• Make certain 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 purchases for a workplace 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.

• Make available a beverage like a new kind of fruit juice or herbal tea.

Group support and encouragement could be very beneficial in assisting employees make healthful changes. Create situations, coworker groups, or information avenues where the professionalise and experiences of coworkers could be shared with others. Some ideas for providing onsite support for healthful changes include –

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

For  instance, ex-smokers can be asked to submit suggestions about what worked for them when they quit; then those ideas can 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, developed based on staff member interest in making healthy change, can meet on a regular basis to share ideas, resources, support, etc. Health promotion 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 health promotion program can offer to bring in a speaker or presenter on a topic relevant to the group.

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

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

• obtain resource materials;
• participate in offered health screenings (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 businesss feature a “health and benefit fair” which includes providers representing the various staff member benefit plans (long-term disability, retirement, etc.) available to workers through their business.

Considerations when coordinating a health fair –

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

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

• Vendors will be hoping to make contact with as many persons as possible during the event. Securing their commitment to future wellness fairs requires that every effort be made to promote participation by publicizing the event, choosing 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 company policies when soliciting donations.

• As an idea to raise worker participation and to keep interest high, each attendee could be given a “passport”, similar to a bingo card, to be signed by each vendor.  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 corporations 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 worker benefits provider groups. Ask each provider to be prepared to answer worker questions regarding their health promotion 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 Wellness Fair – If space is limited conduct the fair at lunchtime time. Place stations in organization 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% of the stations. Use a punch card or similar method to verify.

Resources for health and benefit fairs coordination –

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

For example, health agencies, safety businesses, benefits providers, local health care facilities, recreational facilities, parks, financial planners, childcare referrals, EAP, health clubs, health food stores, library, alternative and complementary medicine providers, etc.

Worksite biometric screenings can take a variety of forms. Common screening components may include –

• Blood pressure (BP) and heart rate.

• Cholesterol (typically a finger-stick total cholesterol test, either fasting or non-fasting).

• Blood glucose (diabetes screening).

• Height and weight.

• Percent body fat and/or BMI (BMI).

• Fitness level.

• Bone density.

• Posture assessment.

Considerations when offering workplace screenings –

• Biometric testings ought to be conducted by qualified, and at times, qualified individuals.

• Medical testings should be conducted in a location that authorizes for privacy and confidentiality.

• Time for discussion and explanation screening results should be allowed as part of the screening process.

• A process should be in place for referral for participants whose results are indicative of a need for further medical evaluation.

• Screenings could be very costly to the overall wellness budget OR there may  be no cost to the health promotion program if participants are willing to cover the cost of the assessment themselves.

For example, cholesterol and glucose testing generally costs twenty to twenty-five dollars per individuals, per exam. Workers could  be willing to pay for screening in exchange for the convenience of having the screening at work.

• It ordinarily works best to have scheduled appointments at intervals sufficient to allow time for the assessment and a brief discussion of results. Accordingly, a registration and scheduling process ought to be devised.

• Some types of screening, like fitness testing, require participants to bring casual clothes in which to do the testing. Staff Members ought to be notified of the need to dress in a specific manner for the screening.

• To ensure high attendance at screening events, it is advisable to coordinate promotion of the event with reminders to employees.

• Supply workforce with “screening preparation” guidelines to remind them how to prepare for the most valid screening results.

Resources for workplace screenings –

1. Consult with a wellness consultant or medical testing business.

2. If staff member participation is low for onsite Healthful Benefits screenings, or when offering additional workplace screening is an option, check with the community health or outreach department of your local hospital, health education department, occupational health department or workplace health department as to screenings they might offer.

3. Local gyms may also have licensed staff for some kinds of screenings, such as fitness testing or body fat assessment.

Make safety a key concern when planning exercise in your worksite.  An accident or injury will not “sell” the health promotion program and might end up costing the employer. This section will help you take the necessary steps to avoid an accident or injury.

Points to Consider

Using Qualified Experts

Hire expertly qualified instructors to lead fitness courses (whether on or offsite) or to run worksite brown bagger sessions. It’s also a good idea to ask the instructor for references.

When you hire instructors, be certain that your insurance protects both the instructor and your organization.

Risk Management

Whether or not we like it or not, liability is an issue these days.

Risk management plans don’t have to be complicated or expensive. for  instance, part of the plan might require that staff complete fitness appraisals and sign statements accepting the possible risks involved in physical activity.

It pays to be prepared. Safety and emergency policies and procedures reduce the risk of loss both to person and to your corporation.

Ask staff members to sign a waiver when participating in both onsite and offsite activities. for liability reasons, staff members must understand the risks involved in participating in the activity and understand that they are waiving their right to sue.

The employee should not be asked to sign the waiver just before the activity.  The waiver may  be invalid when personnel claim that they did not fully understand the risks.

Other Safety Tips

Here is a list of some other safety tips to keep in mindwhen planning exercise.

Look at the environment where staff members are active –

• Sidewalks ought to be clear of ice and snow, away from falling debris or snow, and have obviously marked curbs and safe crosswalks.

• Stairwells ought to be well-lit and in good condition and have handrails and safety features, so that employees aren’t locked out of floors.

• Fitness facilities should’ve proper flooring, good ventilation, and access to water and an emergency telephone.

Give biometric testing for workers participating in activities –

• PAR-Q

• PAR-MEDX for Pregnancy

Below are some other important safety factors –

• First-aid kit and automated external defibrillator on site.

• Emergency Action Plan (EAP) in place and practised.

• Commercial grade fitness equipment (not donated, “hand me down” equipment).

• Documented equipment inspection and maintenance schedule.

• Orientation of equipment and wellness programs done by certified expert with a exercise background.