Wellness Assessments

Why bother to market your Workplace Wellness Programs?

Because of the transient nature of the many staff member populations, you must market your Workplace Wellness Programs all the time. Your goal should be to keep your Workplace Wellness Programs as visible as possible.

Creative marketing can increase awareness of your Workplace Wellness Program for:

 

• Potential Workplace Wellness Program members

• Upper Management

• Line and medical personnel

• Potential partners and volunteers 

Creative Workplace Wellness Program marketing ideas

 

Involve Upper Management in your marketing Workplace Wellness Program as frequently as possible.

      • By way of example: invite Upper Management to judge a Workplace Wellness Program logo contest. 

Link your Workplace Wellness Programs to national advertising campaigns

      • …like the Great American Smokeout and the Dairy Council’s Milk Mustache campaign.     

 

Collaborate closely with personnel in the home office.

      • Submit articles about your Workplace Wellness Programs that coincide with National Health Observances. By way of example: highlight your Asthma Program in May, which is National Asthma Awareness Month.

      • Let the home office know you can always provide an article to them when they run short on material. (Then make sure you always follow through.)

Word of mouth is the most effective advertisement for your Workplace Wellness Program

      • Use real workers in your advertising: enlist the help of successful Workplace Wellness Program members or use Employees and other post personnel for your marketing materials, when possible.

      • Create “buzz” by incorporating an element of competition: which ‘team’ had the most steps over the past week? Which department engaged most frequently in physical activity?

Take advantage of technology

      • Use post television and radio resources.

      • Use email whenever you can.

Don’t just market your Workplace Wellness Program to potential members, but market the opportunities for others to be involved, as well.

      • By way of example: does the Red Cross know you can always use a volunteer? Do other departments/clinics know that you can always use personnel with some temporary down time?

Don’t be “old news”

 

      • If you put advertising materials up, be sure to take them down in a timely manner.

      • Update marketing logos and themes as appropriate.

What is Workplace Wellness Program data? 

Workplace Wellness Program data is information that is collected about your Workplace Wellness Program. All Workplace Wellness Programs should include data as an integral part of the Workplace Wellness Program plan. 

Why should you care about Workplace Wellness Program data? 

Information tells the Wellness story. Information is the tangible proof of a Wellness Program’s impact. 

Building data into Workplace Wellness Programs 

Why bother with Workplace Wellness Program Data? 

You need Workplace Wellness Program data to:

      • Assess whether or not your Workplace Wellness Program is working.

      • Answer the ‘so what?’ about the need for a Workplace Wellness Program.

      • Provide information to Upper Management about the impact of the Workplace Wellness Program.

      • Write a budget justification so you can secure Workplace Wellness Program resources.

      • Use Workplace Wellness Program resources efficiently and market your Workplace Wellness Program more effectively. 

Where to start collecting Workplace Wellness Program data:

      • MAKE A PLAN to collect the data: decide what, when, and how data will be collected.

      • Find out what data is ALREADY BEING COLLECTED.

            o By way of example: use dairy sales data in the dining center to measure the impact of a milk marketing/dairy month campaign.

      • Begin collecting JUST A FEW small pieces of information. Be innovative!

            o By way of example: BMI, APFT scores (before & after), tobacco quit rates 

IT’S NEVER TO LATE TO START collecting Workplace Wellness Program data. 

Innovative Workplace Wellness Program data strategies

      • Use local college/graduate students to help collect, input, and analyze Workplace Wellness Program data.

      • If your company has an internship program, get to know the Internship Director. Take advantage of intern resources – including having the Director and/or interns implement the data collection plan for your Workplace Wellness Program.

      • Use data to let upper management know about the Workplace Wellness Programs affect on the employees. 

Present this information at their monthly/quarterly meetings.

      • Use innovative follow-up strategies to get data. Phone calls can be effective, but also consider email, mailed surveys with return postage provided, and going to the units in person to collect the information.

      • Make data collection ‘fun’ for Workplace Wellness Program members.

            o By way of example: use a team approach – the team with the ‘best’ overall results gets some sort of award or recognition.

      • ALWAYS relate the impact of your Workplace Wellness Program to readiness.

Collaboration and Effective Workplace Wellness Programs 

Why should you collaborate? 

Active, ongoing partnerships and cooperative efforts multiply Workplace Wellness Program resources in order to better serve Employees and their families. 

How can you build collaboration into a Workplace Wellness Program? 

Get Ready…

      • Brainstorm a list of every potential Wellness partner you can think of. Be innovative!

      • Be a politician: introduce yourself to everyone BEFORE you need their help.

      • Develop a plan to get Upper Management support from as high up the chain as possible. Ensure that to include specific ways that your Workplace Wellness Program will impact force readiness.

      • Determine how YOU can help your partners (not just what they can do for you).     

 

Be Steady…

      • Get input from everyone that your Workplace Wellness Program will affect. Make a special effort to talk to the workers closest to Workplace Wellness Program implementation (those with “boots on the ground”).

      • Your most frequently asked questions should be: “What would you suggest?” and “How do you think this would work best?”

      • Identify someone who has done the same type of Workplace Wellness Program before and ask their advice. (Hint: the Workplace Wellness Program has a list of many Wellness POCs.)

      • Plan NOW to show Workplace Wellness Program effectiveness. Identify who may ALREADY BE COLLECTING information that will show the Workplace Wellness Program is working.     

 

Get Set…

      • Step back and look at your Workplace Wellness Program from a potential partner’s point of view.

      • Brainstorm questions your collaborators might have, and have the answers ready.

      • Be ready to frame your “selling points” in terms that are important to each specific partner.

      • Put the Workplace Wellness Program benefits in language your collaborators will understand.

      • Emphasize to potential partners how this Workplace Wellness Program will provide benefit to them.     

 

And Go…

      • Build as many partnerships as you can BEFORE you implement a Workplace Wellness Program.

      • Make your partnerships a two-way street: always let your collaborators know what you can do for them – then follow-up and do what you say you would do.

      • Maintain Upper Management support by providing a regular flow of information. Invite Upper Management participation in the Workplace Wellness Program and special events whenever possible. (Hint: they make great judges if you have a contest.)

      • Provide regular feedback to your collaborators.

      • Don’t hog the spotlight: let your collaborators share in the visibility of the Workplace Wellness Program.

Workplace Wellness Programs at the corporate level are beneficial, right? Wellness statistics clearly show that such Workplace Wellness Programs are not only cost-effective to the organization but can assist the staff member in developing a healthier lifestyle. With the rising cost of medical care, Workplace Wellness Programs simply make sense. So where does the problem come in? Let’s examine the topic from both perspectives. 

Workplace Wellness Programs: The Good

• A sampling of return on investment for Workplace Wellness Programs: Bank of America: 600 percent; General Motors:370 percent; Pepsico: 300 percent; Citibank: 465 percent; and the Washoe County School District leading the pack at a whopping 1,560%. (Campbell,J., Wellness Improvement Experts, www.wellnessimprovementexperts.com, Albuquerque, New Mexico.)

• Companies with Workplace Wellness Programs have found a 28% reduction in sick leave, a 26% reduction in adjunctive healthcare costs and a 30% reduction in disability and workers compensation costs. (Health Affairs, Volume 21, No.2, March, 2002.)

• The Washoe county School District in Northern Nevada found a $15.60 return on investment for every dollar spent due to a 20% reduction in rates of absence. (Hardy,A. (2005). At the Top Of The Class. WELCOA’s Absolute Advantage Magazine, 5(1), 14-20.)

• Workplace Wellness Programs provide the structure, encouragement, incentives and ongoing support that many individuals need in order to make lifestyle changes.

• Employees also realize returns on their efforts. FiServ, a financial services technology company, gave employees who filled out a health risk assessment a significant discount on their medical insurance premium. (Holland, Kelley, The New York Times, July 22, 2007.)

 

Workplace Wellness Programs: The Bad

The flip side of the argument centers on basic human rights. Do we want/need our employer to tell us to eat our veggies or lose 30 pounds? Some organizations are doing just that and at least one lawsuit has resulted because of it.

• Three hundred organizations have requested assistance from a national employment and labor law firm to institute more aggressive Workplace Wellness Programs.(Cornwell, Lisa, Associated Press, Albuquerque Journal, September 10,2007.)

• Clarian Health, based in Indianapolis, Will start decreasing staff member paychecks by $10.00 for every staff member who has a Body Mass Index (BMI) of greater than 29.9 because not enough employees were utilizing their wellness services.(Cornwell, Lisa, Associated Press, Albuquerque Journal, September 10,2007.)

• Scott Rodrigues filed a suit against his prospective employer, Scotts Miracle-Gro, because he believed the company’s antismoking policy violated his civil rights. The company has a policy against hiring employees who smoke and Mr. Rodrigues’drug screen was positive for nicotine.(Holland, Kelley, The New York Times,July 22,2007.)

• staff member advocates are concerned that health discrimination may not be covered under the Americans with Disabilities Act.(Cornwell, Lisa, Associated Press, Albuquerque Journal, September 10,2007.) 

Penalizing employees by hitting them where it hurts the most, in their pocketbook, does not appear to be a favorable approach to molding human behavior.

Such tactics may result in increased resentments and retaliation, primarily in the form of rates of absence and presenteeism (decreased productivity on the job.) Voluntary, incentive-based programs, such as the one in the Washoe County School District, can and do produce results. A positive attitude on the part of management along with an opportunity for employees to have a stake in the decision-making may yield the greatest dividends to both employer and staff member.The motivation and resolve needed to change unhealthy lifestyle habits can best be derived from the basic tenets of encouragement, respect and support.

For well over a decade, research has been showing the effectiveness of Workplace Wellness Programs. For every dollar spent on Workplace Wellness Programs, the returns have been cost savings of between $2.30 and $10.10 in the areas of decreased rates of absence, fewer sick days, reduced WSIB/WCB claims, lowered health and insurance costs, and improvements to staff member performance and productivity. 

Statistics do show that Workplace Wellness Programs increase staff member morale, improve the ability to attract and retain key workers, all while having more alert and productive employees. Some Workplace Wellness Program return on investment statistics of note: 

• Canada Life Insurance reported a return of $3.43 on Workplace Wellness Program, and an overall Workplace Wellness Program return on investment of $6.85 on each corporate dollar invested on reduced turnover (32.4% lower), productivity gains and decreased medical claims,

• DuPont’s Workplace Wellness Program pilot sites saw a saving of 11,726 disability days and a return of U.S. $2.05 for every dollar invested by the end of the second year,

• The Canadian government’s Workplace Wellness Program return on investment was $1.95-$3.75 per staff member per dollar spent (as reported by Dr. Roy Shephard),

• Municipal employees in Toronto, missed 3.35 fewer days in the first six months of their Workplace Wellness Program than employees not enrolled in the program,

• British Columbia Hydro employees enrolled in a Workplace Wellness Program had a turnover rate of just 3.5% compared with a Business average of 10.3%,

• Johnson & Johnson estimated an average saving of U.S. $224.66 per staff member per year for the four years examined after the program introduction, with the bulk of the savings being in the third and fourth years,

• Pacific Bell reported that overall rates of absence decreased after starting a Workplace Wellness Program,

• Coca Cola report saving $500 every year per staff member after starting a Workplace Wellness Program, with only 60% of their employees taking part,

• Coors Brewing Co. reported that for each dollar spent on their Workplace Wellness Program they saw a $5.50 return, and the employees who participated reduced their absentee rate by 18%, and

• Prudential Insurance Company reported that the benefits costs for employees taking part in their program were $312, as opposed to $574 for non-members 

 

Workers breathe life and value into your company.  Within the modern worksite there are increasing instances of stress, anxiety, obesity, depression, and heart disease.  The modern worksite has become increasingly physical fitness-free. 

Technological advances have lessened the need to “walk” at work.  Moving a mouse has the same level of physical exertion as pressing the buttons on a remote control.  Emails, the fax, and the internet have meant that it is possible to run a company without having to leave the chair.  The “advances” affect physical and mental health in a disastrous manner ultimately affecting your company’s profit. 

A sedentary lifestyle is a recipe for disaster – heart disease, chronic back pain, repetitive stress disorder, and low employee self-esteem are symptomatic of a work environment in which the only physical fitness available is surfing the net.  Business morale will invariably suffer if an physical fitness policy is not endorsed and put in place. 

Regular physical fitness can significantly improve worksite health.  Instances of absenteeism and staff turnover, low staff morale and reduced productivity can be alleviated with a Workplace Wellness Program that energizes and motivates tired employees.  Boredom, repetitive motion injuries and worksite fatigue can only be combated with physical and mental stimulation.  

Studies show, employees who are physically active on a regular basis record less sick days each year and are more energetic, dynamic, and industrious.  Investing in the health of your staff pays dividends through increased productivity and goodwill.  Physically active employees are happy employees. 

• Lowering medical insurance and compensation costs through reduced need for medical services

• Raising productivity

• Lowering rates of absence

• Raising morale

• Lowering stress 

On top of improving the health of your staff, a comprehensive Workplace Wellness Program shows your employees you care about their well-being. 

Golds Gym Workplace Wellness Programs is committed to creating a healthy, active workforce, providing employers with training incentives for employees at our state-of-the-art facilities. Golds Gym Employee Wellness also provides training services and facility design at your office location. 

Incorporating all aspects of fitness training (strength, core, cardiovascular, flexibility), performing comprehensive fitness assessments, designing personalized fitness programs, and dynamic group training programs.  We take pride in our talented, professional employees who provide innovative and effective Workplace Wellness Programs for diverse workforces.

 

Golds Gym Workplace Wellness Program’s employees reach beyond the walls of the excercise center to motivate, educate, and encourage employees to embrace and maintain healthy active lifestyles.  Applying practical experience the Golds Gym Workplace Wellness Program delivers dynamic cost-effective Workplace Wellness Program that help employees work happier, harder, and healthier. 

To motivate your employees to exercise, eat better, and lose weight, you could invest heavily in equipment, facilities, and staffing to develop worksite Workplace Wellness Programs for employees, thereby hopefully creating a healthier, more productive workforce.  However, the problem with corporate excercise facilities is that employees spend one quarter of their lives at work and typically are not motivated enough to come in early or stay late to do an exercise program. 

Golds Gym Workplace Wellness Programs provides attractive discounts for organizations to train at our professionally coordinated facilities.  When your company becomes a member of our Workplace Wellness Program, your employees are eligible for savings off of our regular training rates.  No matter what size of company you keep, we have a Workplace Wellness Program to keep it healthy, happy, and working strong. 

• Coca Cola reported saving $500 per staff member every year after starting a Workplace Wellness Program with only 60% of their employees taking part.

• Pacific Bell reported that overall rates of absence decreased after starting a Workplace Wellness Program.

• Coors Brewing Company reported that for each dollar spent on their Workplace Wellness Program they saw a $5.50 return and the employees who participated reduced their absentee rate by 18%.

• Prudential Insurance Company reported that the benefits costs for employees taking part in their program were $312 as opposed to $574 for non-members (American Association of Occupational Health Nurses, 2004). 

To learn more about Gold’s Gym Workplace Wellness Programs contact us at (336) 725-8624.

 

Flu Shot Facts & Myths 

Myth: The flu isn’t a serious disease.

Fact: Influenza (flu) is a serious disease of the nose, throat, and lungs, and it can lead to pneumonia. Each year about 200,000 workers in the U.S. are hospitalized and about 36,000 workers die because of the flu. Most who die are 65 years and older. But small children less than 2 years old are as likely as those over 65 to have to go to the hospital because of the flu. 

Myth: The flu shot can cause the flu.

Fact: The flu shot cannot cause the flu. Some workers get a little soreness or redness where they get the shot. It goes away in a day or two. Serious problems from the flu shot are very rare. 

Myth: The flu shot does not work.

Fact: Most of the time the flu shot will prevent the flu. In scientific studies, the effectiveness of the flu shot has ranged from 70% to 90% when there is a good match between circulating viruses and those in the vaccine. Getting the vaccine is your best protection against this disease. 

Myth: The side effects are worse than the flu.

Fact: The worst side effect you’re likely to get from a flu shot is a sore arm. The nasal mist flu vaccine might cause nasal congestion, runny nose, sore throat and cough. The risk of a severe allergic reaction is less than 1 in 4 million. 

Myth: Only older workers need a flu vaccine.

Fact: Adults and children with conditions like asthma, diabetes, heart disease, and kidney disease need to get a flu shot. Doctors also recommend children 6 months and older get a flu shot every year until their 5th birthday. 

Myth: You must get the flu vaccine before December.

Fact: Flu vaccine can be given before or during the flu season. The best time to get vaccinated is October or November. But you can get vaccinated in December or later. 

For more information, ask your healthcare provider or call 800-CDC-INFO (800-232-4636).  You can also get more information about flu shots by visiting the following Website: www.cdc.gov/flu 

Source: The Department of Health and Human ServicesCenters for Disease Control and Prevention

Benefits of Workplace Wellness Programs: Easy to Find 

Employer’s are learning that Workplace Wellness Programs is an effective way to increase productivity, improve staff member health, decrease healthcare costs and reduce rates of absence. 

A report published in 2003 by the U.S. Department of Health and Human Services (HHS) highlighted how important it is for employers to incorporate Workplace Wellness Programs as part of their corporate strategy. The report asserts that chronic diseases which are largely preventable place a heavy toll on company, including lower productivity and higher medical insurance costs. 

The Department of Health and Human Services estimates that $1.66 trillion was spent on medical care in 2003 and it attributes a majority of those costs to chronic diseases and conditions such as heart disease, diabetes, obesity and asthma. Sadly, the money allocated for preventing or controlling these conditions is negligible. 

In a recent article, American Cancer Society CEO John Seffrin reported two thirds of cancer deaths in the U.S. could be prevented through lifestyle changes in diet, physical fitness, cancer screening and “especially” tobacco use. A well-designed Workplace Wellness Programs initiative serves the best interests of employees and employers alike. 

Benefits of Wellness Progams: ROI 

Ron Goetzel, a nationally recognized expert in the science of health management, data analysis and applied research, said in a recent interview that with an investment of $100 to $150 per staff member per year in Workplace Wellness Programs, an employer can expect an average return on investment of approximately $3 for every $1

invested ($300 to $450 savings per staff member per year).  Goetzel says, however, that these returns are not typically found until two to three years into the Workplace Wellness Program. 

Benefits of Wellness Progams: Tax Breaks 

Sen. Tom Harkin (D-Iowa) has been an outspoken proponent in seeking legislative solutions for a strained healthcare system. 

“As a nation, we have a ‘sick care’ system that is focused on helping workers after they get sick, rather than a ‘health care’ system which focuses on keeping healthy workers healthy,” he says. 

Harkin introduced the Healthy Lifestyle and Prevention (HeLP) America Act of 2004. One of the initiatives under Title II – Healthier Communities and Workplaces, provides tax credits to organizations that offer comprehensive programs to promote staff member health and grants for small company. 

Benefits of Wellness Progams: Getting Started 

Implementing a Workplace Wellness Programs can be accomplished with simple, low-cost strategies. 

• Provide incentives for participation.

• Establish a wellness informational campaign.

• Schedule wellness seminars on diabetes, nutrition, physical fitness and cholesterol.

• Establish programs such as fitness, sleep diary, smoking cessation and injury prevention.

• Provide onsite chair massages or simple stretching exercises to do at the desk.

• Change snack machine options to offer healthier, low-fat snacks and drinks.

• Actively promote staff member participation in all Workplace Wellness Programs. 

A successful Workplace Wellness Program can boost company morale, enhance productivity, reduce organizational conflict, attract superior workers and decrease the rate of staff member turnover. The case for establishing a Workplace Wellness Program is well worth the effort.

Demographic and technological transformations are changing the nature of work in our society. As these changes occur the comprehensive model of Workplace Wellness Programs described above will evolve and continue to develop. If current trends continue, the workers of tomorrow will be older, more racially and ethically diverse, increasingly female, and will frequently be located off-site. In the later case, technological advances are making it possible for more and more consultants to conduct their work from their homes. Thus the very character of the worksite will change and so must our efforts to deliver Workplace Wellness Programs. As an example, in the future it is likely that a great deal of health education programming will be delivered through personalized interactive multimedia formats, conveniently supplied to any number of employees through telecommunication systems.

 

As technological innovations increase in the worksite, Workplace Wellness Program consultants will face new health related challenges. In the past, some have assumed that technology would make workers more efficient, thereby allowing employees to work less, while being more productive. In reality, increases in technological innovation have simply allowed more of us to take our work with us where ever we go and feel guilty for not being increasingly productive. 

This trend may absorb increasingly greater amounts of leisure time that is normally devoted to recreation and relaxation. Subsequent increases in stress and fatigue will ensure the continued need for effective Workplace Wellness Programs. 

When considering the scope of Workplace Wellness Programs described in this article, many will think of substantial investments made by large organizations. The reality is that 60% of individuals working in the U.S. work for a company of less than 100 employees (U. S. Bureau of Census, 1988). Due to economy of scale, it has been difficult and expensive for small company owners to supply adequate healthcare insurance as well as prevention programming for workers. 

Workplace Wellness Program consultants must understand this challenge and develop the method to overcome these obstacles. The proof is clear that much more could be done to advance the health of our society through the worksite. As change agents, health educators must work to empower employers and employees through education of the benefits of Workplace Wellness Programs. 

Worksites do not exist in a vacuum. They are part and parcel of the community in which they are located. Successful corporate administrators are cognizant of the need for positive community relations and should do what is necessary to promote good will. What better way to bridge relationships than by utilizing existing community Workplace Wellness Program services and programs whenever possible (e.g., voluntary, private and public health agencies) and providing health related services back to the community. Since the community is also the home of the staff member, an effective mode of health promotion is through programming directed at the larger community. Sponsorship of community related health fairs is one example more are listed below. 

• Encourages staff member/employer involvement in the community

            Blood drives

            Sponsorship of fund raising for community schools and social services

            Community recycling programs

            Youth league sports sponsorship

            Job training programs

• Media and public relations programs advertising a healthy company image

• company newsletters and press releases on health issues to local media

• Environmentally sound use of community resources and waste disposal