Corporate Fitness Program

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Effective Worksite Wellness Plan planning

Take the time to plan Workplace Wellness Programs before they are implemented. garcinia loss

Effective planning enables better use of all your resources. Include all the steps below when you plan a Wellness activity.
• Do your homework - Identify the science and research that support your interventions. Look for similar Workplace Wellness Programs that already exist.
• Determine the specific health need(s) - Use these needs to target interventions to problems that are an issue for your population.
• Organize a team - A team is a resource multiplier. Network and build as many partnerships as you can.
• Make a plan, but don’t start completely from scratch. Develop a written plan for your Workplace Wellness Program. Look for every opportunity to take advantage of resources that already exist. Don’t reinvent the wheel.
• Select a focus - Choose one or two main target areas for Workplace Wellness Programs. Address all five stages of change in the target areas rather than trying to hit every possible Wellness topic.
• Determine your resources - What assets do you have? What assets will you need? How can you fill the gaps?
• Get Senior Management support - Think like Senior Management. Communicate the value of Wellness from Senior Management’s perspective.
• Begin the activity- Be flexible. Be prepared for unexpected challenges.
• Market the activity - Keep your Worksite Wellness Plan visible for Senior Management, line and medical personnel, Worksite Wellness Plan participants, and potential partners and volunteers.
• Collect and analyze outcomes - Outcomes indicate Worksite Wellness Plan impact. Begin with just a few outcomes – you don’t have to collect everything. Remember that it’s never too late to start measuring Worksite Wellness Plan impact.
• Evaluate, improve and re-evaluate - Use member feedback and Worksite Wellness Plan outcomes to determine Worksite Wellness Plan impact. Identify areas in need of improvement. Use outcomes to determine if expended resources were worth the results. true cambogia

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February 6, 2009 No Comments garcinia loss

Workplace Wellness Program: Small Steps

Why use small steps toward behavior change?

Small steps give participants immediate feedback on the changes they make towards better health. Measuring these small steps is also an excellent way to collect interim Worksite Wellness Plan effectiveness information.

Worksite Wellness Plan small steps make a big difference

Small steps for Worksite Wellness Plan participants
• Walk to work.
• Use fat free milk instead of whole milk.
• Each day think of two things you are grateful for.
• Do sit-ups while you watch TV.
• Drink water before a meal.
• Take 10 deep breaths to relieve tension.
• Eat half your dessert.
• Skip second helpings and buffets.

Measuring small Worksite Wellness Plan steps
• Use short pre- and mid-point surveys to ask:
• How many glasses of water do you drink a day?
• How frequently you do eat fast food?
• How frequently do you skip a meal?
• How frequently do you engage in physical activity?
• How many servings of fruits and vegetables do you eat each day?

Use the results to show participants how their health behaviors are changing for the better.

• Ask participants to rate their health status and/or stress levels before and after an intervention.
• Add up individual (or team) steps and mark the progress on a map towards a far away destination.
• Be creative! Do not rely only on weight loss, BMI, or cholesterol tests as health status progress indicators or behavior change feedback.

Wise words for taking small Worksite Wellness Plan steps

• The first wealth is health. (Ralph Waldo Emerson)
• We are what we repeatedly do. (Aristotle)
• The victory is not always to the swift, but to those who keep moving. (CDC)
• There are 1440 minutes in every day…schedule 30 of them for physical activity. (CDC)

February 6, 2009 No Comments

Worksite Wellness Plan Follow Up

Why Worksite Wellness Plan follow up?

Getting feedback from Worksite Wellness Plan participants serves two purposes: to obtain information that quantifies a Wellness Program’s impact, and to find ways to improve a Workplace Wellness Program.

Building follow up into your Worksite Wellness Plan

Keep it simple
• Keep follow up to information you absolutely require. A three-question survey is more likely to get a response than one with 20 questions.
• Use email or phone for follow-up. Use personal and business email addresses; use cell phone and unit phone numbers.
• Go to the Employees: go to the unit or somewhere else they will all be gathered, and get follow up information there.
• Give participants a stamped envelope addressed to you, with a printed form listing the information you will need.

Keep it structured
• Tell participants right from the beginning that you will be doing follow up after the Worksite Wellness Plan is finished. Be specific about the information you will collect.
• If you need to do hands-on measurements, find out if participants will be coming back to your location for another reason (like another clinic appointment). Ask them to stop by while they are in the building – or, better yet, go to where they will be.
• Ask participants where they will be the next time you will be collecting information. They may already know their next duty station if they will be PCSing soon.
• Plan ahead for follow up and put it on the schedule. Planning to do follow up “when you have time” usually means follow up will never get done.

Keep it catchy
• Give participants something to go along with the request for information. For example, if you send an email to ask for information, send along a yummy recipe or a timely fitness tip.
• Schedule a ‘reunion’ day to collect follow up information. Invite participants to come back and share successes and challenges. Have some (healthy) munchies available.
• Have a silly contest – the team with the most follow up information wins something, like having their photos posted on a prominently-placed bulletin board or an eggplant trophy, or some other fun thing.

February 6, 2009 No Comments

Innovative Worksite Wellness Plan marketing

Why bother to market your Workplace Wellness Programs?
Because of the transient nature of the many employee 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.

Innovative marketing can increase awareness of your Worksite Wellness Plan for:
• Potential Worksite Wellness Plan participants
• Senior Management
• Line and medical personnel
• Potential partners and volunteers

Innovative Worksite Wellness Plan marketing ideas

Involve Senior Management in your marketing Worksite Wellness Plan as frequently as possible.
• For example: invite Senior Management to judge a Worksite Wellness Plan 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 organization office.
• Submit articles about your Workplace Wellness Programs that coincide with National Health Observances. For example: highlight your Asthma Program in May, which is National Asthma Awareness Month.
• Let the organization 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 advertising for your Worksite Wellness Plan
• Use real individuals in your advertising: enlist the help of successful Worksite Wellness Plan participants 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 simply market your Worksite Wellness Plan to potential participants, but market the opportunities for others to be involved, as well.
• For 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.

February 6, 2009 No Comments

Worksite Wellness Plan Data

What is Worksite Wellness Plan data?

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

Why should you care about Worksite Wellness Plan data?

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

Building data into Workplace Wellness Programs

Why bother with Worksite Wellness Plan Data?

You need Worksite Wellness Plan data to:
• Evaluate whether or not your Worksite Wellness Plan is working.
• Answer the ‘so what?’ about the need for a Workplace Wellness Program.
• Offer information to Senior Management about the impact of the Workplace Wellness Program.
• Write a budget justification so you can secure Worksite Wellness Plan resources.
• Use Worksite Wellness Plan resources efficiently and market your Worksite Wellness Plan more effectively.

Where to start collecting Worksite Wellness Plan data:
• MAKE A PLAN to collect the data: decide what, when, and how information will be collected.
• Determine what information is ALREADY BEING COLLECTED.
o For example: use dairy sales information in the dining facility to measure the impact of a milk marketing/dairy month campaign.
• Begin collecting JUST A FEW small pieces of information. Be creative!
o For example: BMI, APFT scores (before & after), tobacco quit rates

IT’S NEVER TO LATE TO START collecting Worksite Wellness Plan data.

Innovative Worksite Wellness Plan data strategies
• Use local college/graduate students to help collect, input, and analyze Worksite Wellness Plan information.
• If your corporation has an internship program, get to know the Internship Director. Take advantage of intern resources – including having the Director and/or interns begin the data collection plan for your Workplace Wellness Program.
• Use information to let senior management know about the Workplace Wellness Programs affect on the employees.

Present this information at their monthly/quarterly meetings.
• Use creative follow-up strategies to get information. 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 Worksite Wellness Plan participants.
o For 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 Worksite Wellness Plan to readiness.

February 6, 2009 No Comments

Keys to Effective Workplace Wellness Programs

Collaboration and Effective Workplace Wellness Programs

Why should you collaborate?

Active, ongoing partnerships and cooperative efforts multiply Worksite Wellness Plan 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 creative!
• Be a politician: introduce yourself to everyone BEFORE you need their help.
• Develop a plan to get Senior Management support from as high up the chain as possible. Make sure to include specific ways that your Worksite Wellness Plan 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 Worksite Wellness Plan will affect. Make a special effort to talk to the individuals closest to Worksite Wellness Plan 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 Worksite Wellness Plan before and ask their advice. (Hint: the Worksite Wellness Plan has a list of many Wellness POCs.)
• Plan NOW to show Worksite Wellness Plan effectiveness. Identify who may ALREADY BE COLLECTING information that will show the Worksite Wellness Plan is working.

Get Set…
• Step back and review your Worksite Wellness Plan 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 Worksite Wellness Plan benefits in language your collaborators will understand.
• Emphasize to potential partners how this Worksite Wellness Plan will provide benefit to them.

And Go…
• Build as many partnerships as you can BEFORE you begin 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 Senior Management support by providing a regular flow of information. Invite Senior Management participation in the Worksite Wellness Plan and special events whenever possible. (Hint: they make great judges if you have a contest.)
• Offer regular feedback to your collaborators.
• Don’t hog the spotlight: let your collaborators share in the visibility of the Workplace Wellness Program.

February 6, 2009 No Comments

Workplace Wellness Programs - The Good and The Bad

Workplace Wellness Programs at the organization 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 employee 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%; General Motors:370%; Pepsico: 300%; Citibank: 465%; and the Washoe County School District leading the pack at a whopping 1,560%. (Campbell,J., Wellness Improvement Experts,, Albuquerque, New Mexico.)
• Companies with Workplace Wellness Programs have found a 28 percent reduction in sick leave, a 26 percent reduction in adjunctive medical costs and a 30 percent 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 each dollar spent due to a 20 percent 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 corporation, 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 employers are doing just that and at least one lawsuit has resulted because of it.
• Three hundred employers 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 lowering employee paychecks by $10.00 for every employee 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 corporation’s antitobacco use policy violated his civil rights. The corporation 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.)
• employee 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 improved 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 employee.The motivation and resolve needed to change unhealthy lifestyle habits can best be derived from the basic tenets of encouragement, respect and support.

February 6, 2009 No Comments