Posts from — May 2010

Every workplace will have staff members who’ll not participate in offered corporate wellness activities. But these same staff members may  be following many healthful 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 establishing and goal achievement is a good approach for reinforcing what people  are doing on their own outside of work, and for reaching those who do not like group activities.    

Suggested steps for individual objectives and recognition include -    

• A form workers 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 can 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 worker 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) When an staff member has completed the goal, a certificate of completion is received along with a prize or incentive item linked to the goal (if possible).

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

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

• Allow those interested in this process to set objectives 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 individuals  do their walking on their own and keep a shared log at work.

After a certain number of miles or steps are logged, employees 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 purchasing a pair of walking footwear.

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

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

Health Awareness Video Programming

A lot of good health related videos and DVDs are available through loan programs either at no or low costs. Select video programming based on staff member interests and needs.

• Schedule periodic health video viewings at lunch 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 certain 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.

• Try 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 are doing that kind of incentive program) for those attending the video program and discussion.

Wellness Mentors

Every workplace typically has at least a couple of employees who have successfully made changes in their health. Often, other employees will relate to one of their coworkers. Coworker support can go a long ways in encouraging healthy changes.

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

• Connect these success story staff members with staff members 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 individuals could be involved from a peripheral standpoint, and be available to share other resources that might  be valuable to both staff members.

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 additional ideas and resources.

Wellness Bulletin Board Ideas

Most workplaces have at least one staff member 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. When they remain the same too long, they become “white noise.”

• Play “Dialing for Dollars” to elevate bulletin board attention. Make a random phone call and ask an employee 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 will 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 worker library in a central area that has easy worker access. Resources and ideas for the library could include -

• A local health resources guide with referral lists to help employees 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 workers 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 employee 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 Healthy Benefits corporate wellness grant funds for good library resources.

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

• Health magazines could be kept in the staff member 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 worker break room areas.

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

• Free  brochure materials may 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 additional ideas regarding free medical 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 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 person 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 courses depends on the size of the workforce. Worksite programs have to be supported with an adequate number of interested workers 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 broad ranges of ongoing classes which may be offered in the worksite, including aerobics, yoga, tai chi, stretching, weight management, stress management, smoking 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 starting idea.

For  instance, offer a series of five starting yoga courses 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 worker interest group could develop where interested employees would pursue the chosen activity as a group.

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

Many staff members and wellness teams are under the impression that the employer should pay for all wellness activities. Do not forget the employer 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 average American company spends very close to $10,000 per year per worker on related health, time off, and lost productivity costs.

Health is an individual responsibility and a gift we can all give to ourselves. Make certain to help employees increase their understanding and appreciation of self-care for their health by encouraging their share of accountability for healthy and safe living and working.

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

Subsidies

If there’s a budget but not enough space or staff to offer onsite classes that are available elsewhere (like Weight Watchers, gyms exercise classes, Jazzercise, hospital community ed 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 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 employee 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 should 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 , usually 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, when an worker meets attendance criteria for a stretching class, provide a stretching strap or yoga mat as the completion gift.

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

Discounts and Donations

Staff Member discounts and donations can be sensitive areas for public companys and employees. In many jurisdictions, public employees are not allowed to receive any kind of special consideration, including discounts, from local businesses, 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, certified providers, 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 staff members, publicity, etc. No vendor or service provider ought to be promised or guaranteed additional revenue, company, or anything else when they choose 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 company-sponsored wellness fair.

Hollywood Stars or American Celebrities

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

• Participants select 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 everyone’s secret name assigning each a starting 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 weight loss 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 Wellness Committee.

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

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

• Celebrate employee progress after 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 wide “health” definition, many subjects may be appropriate including communication, self-improvement, relationships, money management, environment, ecology, recreation, cooking, etc.

Let the group choose 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

A few minutes of gentle stretching is a great way to safely start the workday. A expert 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 personal trainer or instructor to vary the routine and help keep participants motivated.

Considerations for workplace stretching -

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

• Stretches ought to be taught by a knowledgeable and qualified person.

• Even though pre-work stretches are done on an employee’s personal time, the question of company liability will likely arise, particularly 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 staff member release of liability waiver.

Worksite Chair Massage

Bring in a licensed 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 typical cost between $12.00 - $15.00 per session.

Post a sign up sheet with appointments at intervals advised by the therapist. Make sure the therapist is certified. It’ll be necessary to provide a private space. A group of “regulars” may evolve which can 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.

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

Healthy Email-a-Week

Create an email list of colleagues 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 company rules regarding work time and email protocols.

Hobby Show or Demonstrations

Hobbies are excellent stress management tools. Make certain to encourage workers 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 could be scheduled as a group activity or brown bag that allows 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 develop 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 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 excellent for awareness building. This seed planting process can help workers become more proactive about healthy options.

• Do not schedule the program for the full hour - ordinarily 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, like 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, nevertheless, attend when the focus is on helping family members, colleagues, etc.

• Ensure that employees hear valuable information and will leave with tools and resources to carry out the message. Be certain to work with the presenter on information strategies that work for your staff member 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 can’t be covered in one session could  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 may 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”

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

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

• If employees 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 staff members.

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 worksite sessions free or at a low cost.

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

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

Often individuals  shy away from low fat foods because they think these foods do not taste good. to help inform employees, 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 workers to bring and share their favorite low fat or healthy dishes.

Considerations -

• Make 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.

• Provide 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.

• 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 isn’t necessary to buy 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 make certain to check the label.

• Typical purchases 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 such as 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 such as a new type of fruit juice or herbal tea.

Group support and encouragement can be very advantageous in helping workers make healthful changes. Create situations, coworker groups, or information avenues where the professionalise and experiences of coworkers can be shared with others. Some ideas for providing onsite support for healthful changes include -

• Workers could 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 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, created based on worker interest in making healthy 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 began.

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.

Be certain 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 employees with health issues and related wellness programs.  During a health fair employees might  be able to -

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

Considerations when coordinating a wellness fair -

• Establishing up a successful wellness fair takes robust time. Time issues should be taken into account in planning and organizing such an event. the most time consuming part is typically 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 wellness fair.

• Providers 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, picking  the proper venue, and offering incentives.

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

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

• as an idea to raise staff member participation and to keep interest high, each attendee may 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 should take place every 15 or 30 minutes.

• Consider teaming up with neighboring employers 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 vendor 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.

• Healthful 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 -  When space is limited conduct the fair at lunch time. Place stations in corporation hallways or in individual small conference or office rooms scattered throughout the building.

Give a map with all the stations listed. Hold a free drawing awarding a prize for anybody 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 broad 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 businesses, benefits providers, local healthcare facilities, recreational facilities, parks, financial planners, childcare referrals, EAP, health clubs, health food stores, library, alternative and complementary medicine providers, etc.

Worksite medical screenings can take a variety of forms. Common screening components may include -

• Blood pressure and heart rate.

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

• Blood glucose (diabetes screening).

• Height and weight.

• Percent body fat and/or Body Mass Index (BMI) (Body Mass Index (BMI)).

• Fitness level.

• Bone density.

• Posture assessment.

Considerations when offering worksite screenings -

• Medical screenings must be conducted by licensed, and at times, licensed individuals.

• Health testings should be conducted in a location that permits for privacy and confidentiality.

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

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

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

For  instance, cholesterol and glucose testing ordinarily costs twenty to twenty-five dollars per individuals, per exam. Employees might  be willing to pay for screening in exchange for the convenience of having the screening at work.

• It normally works best to have scheduled appointments at intervals sufficient to allow time for the assessment and a brief discussion of results. Consequently, 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. Workers should 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 staff members.

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

Resources for worksite screenings -

1. Consult with a wellness advisor or biometric screening business.

2. If staff member participation is low for onsite Healthy Benefits screenings, or when offering additional worksite 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 might also have licensed staff for some types of screenings, such as fitness testing or body fat assessment.