Health Wellness ProgramHealth and Wellness Programs and Wellness Program Consulting

Hollywood Stars or American Celebrities

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

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

• Participants weigh-in with a “trusted” confident privately – at which time a 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 in relation to a starting weight of zero. for  instance +4 would indicate a weight gain of four pounds; while -2 would indicate a weight reduction 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.

• Provide “take one” pamphlets on weight management 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 can 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

Several minutes of gentle stretching is a great way to safely start the workday. A professional fitness instructor may  be brought in to teach proper stretching techniques.

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

Considerations for workplace stretching –

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

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

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

Talk with your corporation’s legal counsel and/or contact your corporation workers’ compensation carrier to help in design of an employee release of liability waiver.

Workplace 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 generally 15 minutes, with an average cost between $12.00 – $15.00 per session.

Post a sign up sheet with appointments at intervals recommended by the therapist. Be certain 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 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 could 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 employee art during certain months or times of the year. Make certain to encourage staff members to post their art in their personal workspaces.

Healthful Email-a-Week

Create 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 corporation rules regarding work time and email protocols.

Hobby Show or Demonstrations

Hobbies are excellent stress management tools. Be certain to encourage workforce 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 can be scheduled as a group activity or brown bag that authorizes interested staff 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 experts will often provide presentations of a half hour or less at no charge.

Use staff member interest surveys to follow up on staff member interests that are expressed.  The definition of health is broad, so brown bag presentations may also cover a wide variety of topics. Topics might 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 employees become more proactive about healthy choices.

• Do not 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, however, 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. Be sure 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 can’t be covered in one session might  be offered in a short series. It’ll work best to schedule one session each week in lieu of several sessions in one week.

For example, you could offer a 3-week series on healthful eating 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 healthy snack for workers who attend.

• To keep the momentum going, try establishing 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 employees.

2. Every community has many person, 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 low cost materials.

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

Quite often people  shy away from low fat foods because they think these foods do not taste good.  To help inform personnel, buy 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 stimulating staff to bring and share their favorite low fat or healthy dishes.

Considerations –

• Be 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 buy these products from the grocery store.

• Provide 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.

• Give 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 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 sure to check the label.

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

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

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

Group support and encouragement may be very advantageous in assisting employees make healthy changes. Create situations, coworker groups, or information avenues where the professionalise and experiences of coworkers may be shared with others. Some ideas for providing on-site support for healthy changes include –

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

For example, ex-smokers could be asked to submit suggestions about what worked for them when they quit; then those ideas could 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 worker 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.

Be sure to help the group establish ground rules that everyone 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 health promotion programs.  During a health fair staff might  be able to –

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

Considerations when coordinating a health fair –

• Establishing up a successful health fair takes extensive time. Time issues ought to be taken into account in planning and organizing such an event.  The most time eating 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 may 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 health 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 appropriate venue, and offering incentives.

• When 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 elevate worker participation and to keep interest high, each attendee can 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 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 staff member benefits provider groups. Ask each vendor to be prepared to answer staff member questions regarding their health promotion 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 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 whoever 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 variety of providers and services involved with physical, mental, financial and social health.

For example, health agencies, safety companies, 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 health testings 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 BMI (BMI).

• Fitness level.

• Bone density.

• Posture assessment.

Considerations when offering worksite screenings –

• Health testings ought to be conducted by certified, and at times, certified person.

• Medical testings must be conducted in a location that allows for privacy and confidentiality.

• Time for discussion and explanation screening results ought to be permitted 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 analysis.

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

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

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

• Some kinds of screening, such as fitness testing, require participants to bring casual clothes in which to do the testing. Staff Members must 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 staff members with “screening preparation” guidelines to remind them how to prepare for the most accurate screening results.

Resources for worksite screenings –

1. Speak with a wellness consultant or health screening organization.

2. If employee participation is low for onsite Healthful Benefits screenings, or if 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 may offer.

3. Local health clubs may also have certified staff for some types of screenings, such as fitness testing or body fat assessment.

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

Points to Consider

Using Certified Specialists

Hire professionally certified instructors to lead fitness classes (whether on or offsite) or to run workplace lunch and learn sessions. It is 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 company.

Risk Management

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

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

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

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

The worker should not be asked to sign the waiver just before the activity.  The waiver could  be invalid if workers claim that they did not fully understand the risks.

Other Safety Tips

Here is a list of some other safety tips to rememberwhen planning exercise.

Look at the environment where personnel are active –

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

• Stairwells must 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.

Make available medical screening for employees 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 licensed expert with a exercise background.

To make a difference in the lives of your fellow workers, you first need to understand that getting active is not simply a matter of option. Some things are within our individual control, but others are shaped by the individuals  and circumstances in which we live and work.

It is Easier to be Active When…

• We know what to do and have the confidence, skills and opportunity to do it.

• It is fun. “Working out” at the fitness center does not appeal to everybody. Activities need to reflect what people  enjoy.

• Our friends, family or colleagues are active with us (or at least support us).

• We feel safe, thanks to well-lit streets or stairwells.

• Sidewalks, walking/bicycling trails, parks and fitness clubs are nearby.

• We’ve money to pay for equipment, instruction or memberships.

• We can walk, bicycle or take public transit to work.

• Active choices like taking the stairs, having stretch breaks at meetings and going outside at lunchtime are “normal” in the worksite.

• Managers support and recognize employee efforts. Better yet, they participate.

• We can juggle our work hours to fit in physical activity.

Think about how you might develop some of these conditions in your worksite. By taking these steps, you will make it more likely that staff members both want and can easily be active during the workday.

Workplace physical activity programs that focus only on individuals have limited success. Research shows that reaching people  in various ways gives the best chance of long-term success.

A strategy directed at multiple levels is also called an “ecological approach.”

The type of investigation you pick depends on when you do it and the type of information you collect.

This section describes when to use three types –  formative, process and summative examinations.

During the Developing Stage

Use formative investigations in the planning stages to ensure that your health promotion program is based on solid information. These investigations also help you to create effective and appropriate materials and procedures.

Examples of formative investigations include –

• records of senior level management commitments to the health promotion program

• employee interest surveys

• worksite environmental assessments

• pre-testing of health promotion program materials

During Your Program

A process analysis is used when the program is underway. These examinations help you –

• Track what is going well and what is not (and how to revise your wellness program)

• determine if you are reaching the workforce you want to reach

• describe the initiative to others

• monitor who’s participating in the initiative

During or After Your Program

Summative investigations happen when the initiative is already in place or completed. Use this type of investigation to measure what workforce like about the initiative and what could be improved.

All three kinds of examinations are useful.  The evaluation you choose depends on the time and financial resources you have available.

What Do You Want to Achieve?

Think about why you are reviewing  and what your evaluation is going to measure.

If you’re trying to determine whether an program has been successful, see when you followed your mission statement and met your objectives and objectives.

When you don’t have a mission statement or objectives or objectives, decide with upper-level management and your staff member committee how your company will measure success.

For  instance, you can measure success by changes in –

• Physical measures (e.g., strength, flexibility, waist circumference of employees).

• Psychological measures (e.g., staff member morale, satisfaction levels, stress levels).

• Productivity measures (e.g., decrease in absenteeism rates, increased worker productivity).

Thinking About Employees

When you’re considering making improvements to the initiative, think about whether the initiative is still relevant and appropriate for personnel. Find out when there are any barriers to participation in the wellness program or to participation in physical activity during the workday.

As staff are the ones participating in the wellness program, it’s vital that you give them a chance to provide feedback on the exercise initiative.

Picking an Evaluation Method

Decide on your analysis method. Both measurable results (e.g., absenteeism rates or questionnaire responses) and descriptive results (e.g., one-on-one interviews or focus groups) may be used to evaluate.

The method you choose will depend on the time and funding available and what you want to measure.

Deciding How to Do the Evaluation

Plan when and where you will do your evaluation (and who’ll be investigated). for more information, peruse the “Kinds of Investigations” section on this website.

You might want to pilot test your evaluation (e.g., with members of the staff member committee) before sending it out to personnel.  The staff member committee may also want to evaluate the program’s planning process.

Doing the Evaluation

• Compare your results to baseline information (i.e., analysis results from before the launch of your initiative). When you don’t have this information, save your analysis results to compare with later results.

You can also look at other information you might have, such as employee satisfaction survey results.

• Analyse and share meaningful and easy-to-understand results with executive management and workforce.

• Investigation results could be used to improve the current exercise program and/or to create new health promotion programs in future.