Health Wellness ProgramHealth and Wellness Programs and Wellness Program Consulting

Smoking Cessation

Smoking cessation assistance is a worthwhile wellness exercise. Smoking is often a difficult habit to overcome. Workplace wellness activities to support “tobacco-free” living include:
• Use American Lung Association resource. These include the Freedom From Smoking group and/or video-tutorial. There is also a follow-up video “A Lifetime of Freedom From Smoking”.
• Reward individuals who have successfully quit smoking for six months with an appropriate “kicked the habit” certificate and some type of incentive gift.
• Offer “cold turkey” sandwiches to tobacco users who pledge to quit during the Great American Smokeout.
• Start a “quitting or thinking about it” support group to assist  and advocate individuals trying to stop smoking.

Alcohol, Drug Abuse, and Addictions

If a substance abuse policy is not in place in your workplace, advocate that one be developed. Request a knowledgeable Workplace Health Promotion Program Committee member be included in the policy development process. If such a policy is already in place make sure Workplace Health Promotion Program Committee members are cognizant of the policy and have a thorough understanding of it. From time to time, remind workers of wellness resources and programs available.
• Invite AA, NA, AI-Anon, and other groups to meet in a organization building and/or publicize area meetings.
• Serve non-alcoholic drinks whenever alcohol is served, and make sure food is always served along with alcoholic beverages.
• Give easily accessible information about counseling, referral, and treatment programs available in the community. Put this information in an area where it can be viewed without embarrassment.
• When conducting wellness programs include information about responsible alcohol use on stress/weight management, diet, physical fitness, smoking, and accident prevention.
• Issues such as co-dependence and the difficulty of helping a substance abuser can also be addressed. Offer this information as part of the wellness program by offering informational materials, brown bag sessions, EAP information, etc.
• The EAP provider is an excellent resource for substance abuse wellness programming and or employee assistance.
• Other addictions, such as problem gambling, food addiction, shopping, Internet addiction, etc., can be a concern and can reach the point of affecting a person’s entire life including work. Provide information, video review, or employee assistance sessions addressing these issues.
• A Corporate Health Promotion Program Committee member may gain personal information regarding an employee concern. Remember to keep all employee information completely confidential.

Interest in increasing physical exercise ranks nearly as high as weight management in employee interest and need. Ideas for building employee awareness and participation in physical activities follow:

• Fitness classes in the worksite: Onsite exercise can be much more convenient for staff members. Nonetheless, worksite classes require logistical planning and coordination with attention to details. Onsite classes are generally more feasible for larger organizations. As part of the steps in planning and assessment, talk with other Employee Health Promotion Programs offering worksite classes. Ask what their experience has been like. Speak to potential vendors in the area as well. Find out what it would take to offer an on-Site fitness class. YMCA’s, health clubs, and community recreation programs are great resources for this kind of discussion. It is also feasible to offer a “mini” introductory worksite class series. A mini series might consist of an introduction to a new physical activity area. Staff Members are then expected to make the transition to home or community based programs.
• Nerf Olympics: Nerf games are fun (and entertaining) activities that advocate movement, flexibility, stress reduction, and usually are a good laugh. When organizing such an activity consider setting up a “challenge” stations with various activities. Ideas for activities include hula hoop contests, Nerf basketball free throws, Nerf football tosses, Frisbee “golf”, jump rope, etc. The Wellness Team will lay out the course. Each attendant goes through the stations and gets a “gold” medal (you can buy these at party stores and toy stores inexpensively) for completing all of the stations (no matter how badly they perform). Begin each attendant at intervals allowing for smooth running, but expect high difficulty stations to be backed up. This delay can add to the fun and creates a ‘keystone cops’ scenario. Nerf Olympics is a wonderful activity to do with an audience, so advocate cheering coworkers.
• Provide rewards and incentives to workers who engage in aerobic exercise such as walking, running and bicycling on their own time (see intention setting program, offer points toward prizes, etc.).
• Give out maps of walking/jogging trails located near the worksite. Mark distances in steps and miles. Urge employees to walk during lunch and/or break times. Post a steps accumulated map on a worksite wall where employees can log their steps or miles.
• Urge joggers, walkers, and those who enjoying other forms of exercise to form fitness groups to meet before work, during lunch, or after work.
• Promote the use of stairs rather than elevators. Place bulletin boards, art contests, etc., in stairwells.
• Sponsor “Bike-to-Work” or Walk-to-Work week.
• Schedule five-minute desk stretching at the worksite. This can relieve repetitive motion problems as well as eye and back strain.
• Offer a personal challenge exercise such as “Climb a Mountain” or “Swim a Sea”. This is an honor system program in which participating employees are awarded minutes, steps, or miles credit for cardiovascular exercise (swimming, walking, running, skiing, biking, stair stepping, aerobics, etc.). The object of this sort of challenge is to accumulate the equivalent mileage it would take to reach the top of a famous mountain, span a body of water (swim the Columbia River), or reach a distant city/county. Try personalizing the challenge as much as possible to individual interests and/or area geographical matches close to the workplace.
• Gather a variety of exercise video or DVD tapes. Workers can either check out a tape for home use, or offer a group activity video class.
• If it is not possible for employee to leave the building to work out at lunchtime, try establishing an in-house aerobic walking track for employee use in an unused part of the worksite for lunch, break or after hours use. An example of how this concern might be solved is the use of stationary bikes and other small exercise equipment offered for employee by some 911 call centers.
• Organize a “Personal Best” Challenge”. Workers run, walk, bike, etc. their own personal best time. Repeat the personal best challenge each quarter to six months. Each time an employee improves, offer recognition and an appropriate award. Also, recognize those employees who maintain their personal best in the same way. Urge non-participating employees to get involved. Assist these people in choosing an exercise that is comfortable and of interest for them, and one in which they can succeed and progress.
• When you offer an introductory or other workplace exercise class or activity, make sure the instructor can relate to the audience, and the audience can relate to the instructor. Have a Corporate Health Promotion Program Committee member go to a current class by the selected instructor class prior to the instructor delivering a class at workplace. Also, consider the staff members who may be potentially attending the class. At times larger and/or older exercise instructors are frequently better accepted by audiences who are similarly sized and aged.
• Organize a themed “virtual” trek. Calculate the mileage for the proposed “trip” ahead of time. Be sure that the distance is appropriate for the number of expected participants and time for the event (six to eight weeks) works well. For longer programs, small teams can accumulate their mileage for the trip. Establish a reporting network. Post a map to track the trip. Chart the progress with stick pins, a magic marker, or a highlighter. Give a brief humorous fictional narrative of the trip, posting a new one each week. Include as many participants’ names as possible. Alternate posting humorous texts with health tips along the way. Give an incentive at the end of the trip.

Ideas For Physical Activity Themes:

• Swim the Mississippi to the Mardi gras.
• Take a tour to all Oregon counties.
• Take a tour of Oregon from Enterprise to Brookings.
• Run or walk around the world (25,000 miles).
• Tour de France (take all summer)
• Tour de France on a stationary bike (take all winter)
• Indianapolis 500
• Climb Mount Everest (stairs or stair climbers). Target Sir Edmund Hilary’s birthday or the anniversary of the first conquest as a completion date.
• Climb Mount Washington or Mt. Hood. Target President’s Day as a completion date.
• Climb any significant mountain and tie it to any remotely related event.
• Use time in exercise as a measurement for the contest instead of distance. This allows you to treat all forms of aerobic exercise more equitably.

workers generally enjoy sharing nutritional tips and trying new foods. Offer a “nutrition cook-off” and/or healthy potlucks.
• Nutrition cook-off. Teams of staff members set a menu in advance and bring in prepared foods for an official competition. A nutritionist from the health department or local hospital or neighborhood serves as the judge. Dishes and foods are evaluated based on both health considerations and taste. Following the event, a cookbook of the teams’ recipes can be created and distributed to the entire employee.
• Cholesterol Control or “Down Under” Club. People with cholesterol over 200 mg. are invited to voluntarily participate. The invitation needs to be extended to all workers as the Wellness Team will not have (nor should have) access to individual health data. Offer a variety of services to support  in lowering cardiac risks. Gordian Health Solutions offers blood lipid management health programs for workers qualifying by cholesterol score. If an employee gets cholesterol numbers below 200 in six months, offer an incentive such as a prize to continue progress. Continue to supply data and reminders for continued blood lipid control.
• Label reading contest. Establish a particular food or food category. Employees must find the designated products with the lowest/highest fat content in the grocery store. Give coupons or other prizes for predetermined number of winners or participants. Or, offer samples of healthier food choices based on label information. Show how these compare to less healthy choices. Put up results of the contest in the employee break room or at an employee brown bag event.

Other Corporate Wellness Program Nutrition Ideas:

• Offer freshly brewed decaffeinated coffee and herbal tea.
• Offer a healthy food “bake-off’ once a year.
• Give sugar and salt substitutes in the lunchroom.
• At meetings, replace sweet rolls and donuts with bran muffins, wholewheat bagels, or fresh fruit. Consider offering other decaffeinated coffee and herbal teas plus no-sugar fruit juices.
• Serve no cost popcorn in the break area.
• Design a cookbook featuring healthy recipes contributed by employees.
• Fruit or veggie of the week (or month). Display an “exotic” fruit or vegetable in your lunchroom and see if coworkers know what it is. Employees can put their name and the name of the item on an index card. These can be used to conduct a prize drawing at the end of the week from the cards with the correct answer. To add fun, promote people to put down funny answers when in doubt of the real name of the item. Read some of those names during the prize drawing, and offer a prize for the most creative name. Divide the fruit or vegetable at the drawing and let those interested taste it. Be sure it can be eaten raw. “Unusual” diet items like star fruit are now readily available in grocery stores work well for this activity as many people have not tried these types of produce.

Weight management is a major area of both employee interest and need. Body Mass Index (BMI) is the clinical measure that indicates whether people are in a healthy weight range or are overweight or obese. The BMI is a measure of a person’s overall height to their overall weight. Height and weight are measured during the Healthy Benefits screening. A computer mathematical calculation supplies the BMI score. Gordian health management programs are available for Healthy Benefits participants who qualify based on their BMI score, and who are interested in a weight management program.

Ideas for workplace based weight management programs include:
• Have Weight Watchers, TOPS, or other reputable weight management groups meet in your workplace or nearby. Offer such groups before/after work or at lunchtime. Employee attendance is generally better if workers can attend either wholly or partially on work time. Break times may be rolled into lunch break times to minimize employee time away from work duties (with management approval). workers usually pay their own fees for class attendance and supporting materials.
• If the wellness program offers rewards and incentives based on participation, award a completion gift when employee has attended a certain number of weight management sessions or activities.
• Supply information regarding community weight management groups.
• Incentives such as cash, tee shirts, plaques, certificates, hours/days off, names on bulletin boards can be given to people who write a weight loss contract and meet their objective.
• Establish a worksite responsibility to offer alternative healthy snacks at organization-sponsored gatherings. Healthy snacks such as fruit, pretzels, plain popcorn, almonds, and veggies support demonstration as to the employer’s responsibility to health and employee well being.

Every worksite will have employees who will not take part in provided workplace wellness activities. But these same employees may be following countless healthy practices in their daily living. A wonderful wellness program must give these individuals credit and recognition for their wonderful work.

Recognition of healthy goal setting and goal performance is a great 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/objectives and recognition include:
• A form staff members can fill out which includes the set objective(s) and a target date for completion.
• Information on setting realistic objectives, as individuals often overestimate what they can do and by when. It’s good to remind employees “baby steps” count!
• Maintain a confidential file of the submitted employee goal forms in a dated “tickler” system.
• Send a reminder to each employee at the time of each member’s intention date. This reminder might be a copy of their original intention form. Ask for employee’s feedback regarding their intention(s): completed the intention, need an extension, or have discontinued the intention.
• When the form is returned from an employee:
   1. If an employee has completed the intention, a certificate of completion is received along with a prize or incentive item linked to the intention (if possible).
   2. If the employee renegotiates the deadline or the objective, 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 advocate the employee to try again when the timing is right.
• Allow those interested in this process to set goals/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 can be set it up so people do their walking on their own and keep a shared log at work. Following a certain number of miles or steps are logged, staff members 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 programs. Keep abreast of programs in the community, Parks & Recreation programs, available tracks, inside walking options, volkswalking programs, etc.
• Periodic information specific to walkers; such as what to look for when buying a pair of walking shoes.
• Consider a workplace team to take part in a local fundraiser walk, such as 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 offer the option for those who are interested in group walks and programs.

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 at lunchtime brown bag sessions.
• The videos can be related to health or other related wellness subject matters like financial planning, caring for aging parents, or even humor as a “break” from the work routine.
• Preview videos before showing them to insure they are appropriate, not too long, etc.
• Have a Employee Health Promotion Program Committee Host moderate the viewing, greet people, 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.
• Supply a pertinent educational handouts 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 generally has at least a couple of employees who have successfully made changes in their health. Often, other employees will relate to one of their peers. Peer reinforcement can go a long ways in encouraging healthy changes.

• Seek volunteers from the work force who have experienced a disease resulting from an unhealthy behavior, or survived or recovered from a disease that just happens like breast cancer, and who have successfully made positive changes.
• Join these success story staff members with staff members 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 Employee Health Promotion Program Committee person can be involved from a peripheral standpoint, and be available to share other resources that might be significant to both employees.

Set-up and offer “free” health information resources as part of the overriding workplace wellness strategy. Reliable information is available no cost, or at very low cost, through a myriad of resource areas. Ideas and resources will be suggested here. Also 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 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 set up a bulletin board dedicated to wellness. Wellness bulletin board suggestions include:

• White 8 1/2″ x 11″ brochures will be ignored. Use color or nonstandard size and shape when possible.
• Change your bulletin boards frequently. If they remain the same too long, they become “white noise.”
• Play “Dialing for Dollars” to expand 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 advocate keeping the calendar updated and utilized.

Wellness Library

Create a wellness program library in a central area that has easy employee access. Resources and ideas for the wellness library might include:

• A local health resources guide with referral lists to help employees hook up with resources if onsite 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 employees via their paycheck or department gatherings.
• A variety of consumer books, magazines, videos, and articles related to great health. Solicit employee donations of current titles and recyclable items. Encourage staff members to checkout materials for loan. Update resources regularly.
• Healthy resources are available at local libraries. Publicize those resources within your onsite wellness library.
• Health magazines can be kept in the employee break area.
• 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 more ideas.
• Free brochures materials can be obtained from local non-profit agencies (American Red Cross, Heart Association, Cancer Society, Lung Association), and made available in employee areas. See website listings and other resources in the back of this guide for more ideas regarding no cost health resources.

New Year’s Resolution Bulletin Board

• Have staff members voluntarily write down their health-related New Year’s resolutions on 3″ x 5″ index cards with their names on the back.
• Display 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.
• Display the cards near the end of February to remind workers of their goals and 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 people along with wellness program promotions or other information announcements at the end of March.
• During the year, continue to provide wellness opportunities, reinforcement groups, or related activities.

The feasibility of worksite based wellness classes depends on the size of the workforce. Job Site programs must be supported with an adequate number of interested staff members to keep a class going. Generally a certain level of employee participation is also crucial to ensure availability of facilities such as a room and equipment. There are wide ranges of ongoing classes which can 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 might be a wonderful starting idea. For example, offer a series of five beginning yoga classes to acquaint employees with the posture and relaxation benefits of yoga. After an introductory series, employees may want to pursue something on their own in the neighborhood. Or, possibly an employee interest group might develop where interested employees would pursue the chosen activity as a group.

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

Many staff members and wellness teams are under the impression that the organization ought to pay for all wellness activities. Remember the organization is paying the bulk of the employee’s health and benefits package. When vacation time, insurance costs, and sick costs are all factored in, the average America organization 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. Help staff members 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” excite employees are included here:

Subsidies

If there is a budget but not enough space or employee to offer worksite classes that are available elsewhere (like Weight Watchers, health clubs exercise classes, Jazzercise, hospital community ed programs, etc.), a subsidy might be available to those who take advantage of these neighborhood resources. Establish ground rules 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 must be sizable enough to be worth the trouble of launching the program, but ought to not cover the entire cost of the program.
• It’s easy to get carried away with mandating “proof” in these kinds of programs. Don’t make it too bureaucratic or no one will use it. It is significant 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 big 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, offer a stretching strap or yoga mat as the completion gift.
• Be sure to check with the management group regarding policy for subsidies, tax reporting, etc.

Discounts and Donations

Employee discounts and donations can be sensitive areas for public companies and staff members. In countless jurisdictions, public staff members are not allowed to receive any kind of special consideration, including discounts, from local companies, vendors, or providers. Be sure to check business ethics and procurement policies before asking for discounts.

If 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 must have a fair unbiased opportunity to take part if they so choose. No inappropriate advantages are given to one provider over another in terms of access to staff members, publicity, etc. No vendor or service provider must be promised or guaranteed additional revenue, business, or anything else if they choose to voluntarily offer a donation or discount to staff members.

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

Hollywood Stars or American Celebrities

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

• Participants pick a secret code name (the name of a Hollywood star or other celebrity).
• Participants weigh in with a “trusted” confident in private – at which time a healthy weight goal is set for the period of the contest.
• Display a chart with everyone’s secret name assigning each a starting weight of zero.
• Members weigh themselves weekly and submit the weight with their code name on the sheet.
• Weight is expressed in relation to a beginning weight of zero. By way of example +4 would mean a weight gain of four pounds; while -2 would indicate a weight loss of two pounds.
• Future weigh-ins ought to be in relation to the starting weight, not the previous week’s weight.
• The chart is kept up to date and put up in public by the Company Wellness Program Committee.
• Display a “weight control hint of the week” adjacent to the tracking chart.
• Offer “take one” handouts on weight management education or motivational tips by the chart.
• Celebrate employee progress at the end of the exercise.

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, a myriad of subjects could be appropriate including communication, self-improvement, relationships, money management, environment, ecology, recreation, cooking, etc. Let the group choose the issues 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-Work Stretching Group

A couple of minutes of gentle stretching is a great way to safely begin work. A professional fitness instructor may be brought in to instruct proper stretching techniques. Following this, most frequently 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 Upper Management Team for stretching endorsement.
• Stretches ought to be taught by a knowledgeable and qualified person.
• Even though pre-work stretches are performed on an employee’s personal time, the question of company liability will most likely arise, especially if someone reports an associated stretching injury. Check with your employer’s legal counsel and/or contact your company workers’ compensation provider to help in design of an employee release of liability waiver.

Job Site Chair Massage

Bring in a professional massage therapist to offer chair massage at the employees’ expense. These massages are done totally clothed with the recipient seated in a chair. The therapist brings in a special chair that totally supports the neck and shoulders while an upper body massage is given. Sessions are generally fifteen 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. Be sure the therapist is licensed. It will be necessary to offer a private space. A group of “regulars” may evolve which could establish a regular massage schedule. Obtain an agreement with upper management so workers can trade massage time for coffee or personal break time.  Note: upper management may want the therapist to supply proof of liability insurance.

Art at Work

Art can be a great way to nurture employees’ creative side and help them manage stress at the same time. Bring in various art and craft supplies on a monthly basis and allow the creative juices flow. If participants are willing, have a temporary “art show” later on. Or, feature employee creativity during certain months or times of the year. Urge workers to display their art in their personal work areas.

Healthy Email-a-Week

Create an email list of coworkers who wish to receive an inspirational, funny or educational health quote, thought, tip or idea once a week by email. Ask members of the Company Wellness Program Committee to gather ideas initially, and then ask the members of the email list to contribute ideas and information as time goes on. Follow all company rules concerning work time and email protocols.

Hobby Show or Demonstrations

Hobbies are wonderful stress management tools. Encourage employees to display their talents by sponsoring a “hobby fair” or demonstration. Send around a sign up sheet. See who would be able to bring in samples of their hobby, and perhaps even do a live demonstration. Fairs or demonstrations can be scheduled as a group activity or brown bag that allows interested employees to interact. Or, hobby sharing is able to be done in groupings by topic over a scheduled period of time, providing for a brief presentation and/or demonstration on the part of the hobbyist.

Brown bag presentations are a great way to establish awareness about selected health topics. Community health professionals will often support 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, monetary health, etc.

Considerations for brown bag presentations:
• Brown bag sessions are good for awareness building. This seed planting process can help staff members become more proactive about healthy choices.
• Do not schedule the program for the full hour – usually 40 minutes or so works best. This will give folks an opportunity to come and go, grab a quick bite, ask questions, etc.
• If the subject matter is of a sensitive nature, such as domestic violence, substance abuse, etc., people may be reluctant to attend for fear of being associated publicly with the problem. They will, however, show up if the focus is on assisting family members, coworkers, etc.
• Be sure that employees hear significant information and will leave with tools and resources to carry out the message. Work with the presenter on information strategies that work for your employee group.
• Promotional materials ought to publicize the program with a name that speaks to the brown bag focus. Include all other pertinent information such as where, who, when, etc.
• Some subject matters that can’t be covered in one session might be provided in a short series. It will work best to schedule one session each week rather than several sessions in one week. For example, you might offer a 3-week series on healthy eating rather than trying to cram all the information into one session.
• A catchy title can attract participants to the event. An example of this would be calling lunchtime presentations “Noonlighting”
• If possible, provide a no cost healthy snack for employees who attend.
• To maintain momentum, try setting up a routine monthly time and day for lunchtime courses.
• If staff members work in shift or are in work groups in different geographical locales, come up with a plan that offers equal attendance opportunity to all.

Resources:

1. Check the idea list at the end of this guide which offers a variety of resource issues of interest to workers.
2. Every area has countless professionals, experts, 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 options to lead worksite sessions at no cost or at a low cost. Many of these contacts will also provide inexpensive materials.
3. Topic videos may be utilized for a brown bag session.