Wellness Program Blog

Good for waistlines & your bottom line

 

By Sandra Simpson, APRN, BC, COHN-S, manager in Occupational Health Services at a Fortune 500 company in Memphis, Tenn., and a member of the board of directors of the American Association of Occupational Health Nurses (AAOHN). For a copy of the AAOHN wellness survey, visit www.aaohn.org, or call (800) 241-8014, x0.

 

In today’s hectic world, most of us are spending more time at work, and have increasingly less time to look after our health. For a long time, employers have understood the benefits associated with keeping workers well – increased productivity from decreased rates of absence and lowered disability claims. For these reasons, coupled with the fact that many businesses realized double-digit healthcare costs last year, businesses should consider Employee Health and Wellness Programs as a way to keep staff members healthy.

 

But just how important are these initiatives to staff members? How often are they willing to participate in initiatives designed to positively impact their health and wellness? Who do staff members trust to provide them with important information about their health?

 

Answers to these questions and more were recently garnered from a study commissioned by the American Association of Occupational Health Nurses Inc. (AAOHN).

 

The AAOHN survey questioned 500 staff members nationwide about their perceptions of Employee Health and Wellness Programs. More than three-quarters of all members indicated these initiatives are a good way to improve their overall health, and nearly 60 percent consider these offerings an incentive to remain with their current employer. worker retention and turnover impact the bottom line, so building Employee Health and Wellness Programs into the work site culture is a valuable way to help retain talented staff members in addition to enhancing personal health and workplace productivity.

 

Health wish list

 

Employees appear to have their own agenda when it comes to their health. With new pressures resulting from an unstable economy, national security threats and work/balance issues, it’s not surprising that 85 percent of survey respondents cited Stress Management Programs as a priority topic for work site wellness.

 

In addition to stress, other preferred topic areas include testing initiatives (84 percent), exercise/physical fitness initiatives (84 percent), medical insurance education (81 percent) and disease management lunch and learns (80 percent).

 

In addition to lifestyle and personal health issues, those asked expressed concern about work-related health issues, including strains and injuries resulting from lifting or task-oriented muscle repetition, exposure to harmful substances, personal injury, vision changes due to computer work and workplace violence.

 

What you should do

 

With such a broad range of health concerns, a primary goal for employers is finding a way to proactively address the health needs of the largest number of staff members, and effectively change unhealthy behaviors, promote wellness and ward off disease and illness.

 

Printed materials such as brochures, posters, fliers or pamphlets present an easy solution. But it’s important to remember that different individuals require different formats for learning. A good rule of thumb: provide information in a variety of learning formats such as videos, pamphlets, health-related quizzes, display boards, lunch-and-learn presentations and reimbursement or incentive programs.

 

This assumes you’ve overcome the first hurdle – getting individuals to sign on to a Employee Health and Wellness Program. While survey respondents indicated health and Employee Health and Wellness Programs are important, just six out of 10 (60 percent) reported that they participated in the Employee Health and Wellness Programs at their businesses. The other 40 percent cited lack of interest and lack of time as deterrents.

 

This points to the need for a comprehensive, structured Employee Health and Wellness Program using a creative approach, with an incentive for participation and effective program marketing.

 

By investing in an organized Employee Health and Wellness Program headed by a qualified healthcare professional such as an worksite nurse, businesses can give staff members the access to the health information they want, and increase participation and generate interest at the same time.

 

The result: staff members become savvier healthcare consumers who feel more in charge of their personal health. And healthier staff members make for a healthier bottom line.

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 Employee Health and Wellness Program services and initiatives 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 worker, 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 worker/employer involvement in the community

• Blood drives
• Sponsorship of fund raising for community schools and social services
• Community recycling initiatives
• Youth league sports sponsorship
• Job training initiatives

• Public relations and media initiatives 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

 

The environmental conditions of the worksite can be divided into both physical and psychosocial domains, both of which influence the climate and culture of a worksite. The cultural norms of a workplace have been identified as powerful determinants of worker health and behavior (Baum, 1995). Ultimately, workers benefit most from a healthy, supportive; eustressful workplace community was they feel valued and respected. Since adults spend approximately one third of their waking hours at work, one would hope that staff members view work as less of a necessity and more of an enjoyable experience.

 

The climate of a workplace is also more conducive to enhancing health and human performance when the environment is safe, clean, aesthetically pleasing and ergonomically engineered. While some occupations maybe inherently dangerous (e.g., fire fighter, military personnel) all comprehensive Employee Health and Wellness Programs should control exposure to unhealthy conditions including: hazardous chemicals, noise, temperature, radiation and other risky conditions. Program examples include:

 

• Employee Health and Wellness Programs grounded in supportive cultural change strategies

• Environmental and safety compliance measures

                        Lighting

                        Ventilation

                        Heating

                        Control of toxic substances

                        Noise

                        Universal precautions

• Ergonomically designed workstations

• Sanitary, clean, well maintained physical environment

• Recycling promoted initiatives

• worker & management training in emergency procedures

 

An worker’s psychological health can never be neglected in a comprehensive model of Employee Health and Wellness Programs. Originating out of a need for alcohol abuse initiatives in the workplace, today’s employee assistance programs (EAP) encompass assessment and counseling for substance abuse and dependency, stress related disorders, family conflicts and other personal issues.

 

Evidence of the need for such initiatives is wide spread. In a national survey conducted by the Northwestern Life Insurance Company (1992) 46 percent of staff members reported that their job was very stressful, 34 percent thought about quitting their jobs because of workplace stress, and 14 percent did leave their job because of stress. Alcohol and substance abuse problems and issues of workplace violence and harassment are common areas of concern. For many the only viable treatment solution is the Employee Health and Wellness Program.  Exemplary Employee Health and Wellness Programs will include:

 

• Personalized assessment of worker concerns

• Assistance in treatment choice

• Emphasis on prevention and treatment

• Personal and family counseling initiatives

• Treatment for addictions:

                        Drugs

                        Alcohol

                        Gambling

• Crisis intervention initiatives

• Stress Management Programs

• Ongoing support groups

• Management and worker training to identify individuals at risk.

• After treatment care

nutrition and physical fitness initiatives have demonstrated effectiveness in delaying the onset of worker morbidity while enhancing self esteem, stress management and general feelings of well being. Although many nutrition and physical fitness initiatives are instructional in nature, they should go beyond educational initiatives by providing enabling supports for the adoption of healthy behaviors.

 

Quality Employee Health and Wellness Programs promote and facilitate participation in daily physical activity for all staff members, and when possible family members and retired workers. This is accomplished through access to fitness facilities, (preferably on site) and properly supervised exercise classes. In addition a comprehensive program will provide opportunities for Personalized exercise and nutrition prescriptions from certified professionals. Commitment to the model is demonstrated through occupational food services and sales consistent with healthy nutrition. Specific initiatives to include:

 

• Strength / Resistance training

• Flexibility conditioning initiatives

• Healthy cooking classes

• Aerobic conditioning initiatives

• Diet analysis and planning assistance

• Physical rehabilitative initiatives

• Weight/body fat control initiatives

• Team and individual recreational sports initiatives

• Physical fitness assessments and initiatives

 

As the science behind Employee Health and Wellness Programs continues to evolve, the need to define and articulate the components of this comprehensive approach increases. In 1987 Allensworth and Kolbe (1987) expanded the prevailing definition of comprehensive school health to include the domains of Health Instruction, Environmental Health, Health Services, Physical Fitness Education, Counseling and Psychological Services, School Food Service, Employee Health and Wellness Programs for Faculty and Staff, and the Integration of School and Community Resources.

 

To promote the health of school age children, prevention specialists have realized that an integrated comprehensive approach is the most effective strategy. Relying only on health education or Physical Fitness Education initiatives to foster children’s health has demonstrated limited effectiveness. Consistent health messages delivered by numerous agents increases the possibility of attaining health goals and objectives. A similar model is essential if Employee Health and Wellness Programs are to impact positively on the health and performance of all staff members.

 

A comprehensive model of Employee Health and Wellness Programs includes the following components; Health Education Initiatives, worker Health Services and Benefits, nutrition and physical fitness Initiatives, Employee Health and Wellness Program Policies and Procedures, Counseling and Employee Assistance Programs, a Safe and Healthy Work Environment, and the Integration of Company and Community Resources. This model can be used to evaluate and plan for Employee Health and Wellness Programs that are truly comprehensive in nature, focusing on primary, secondary, and tertiary prevention strategies for staff members.

 

One value of a truly comprehensive model is that it is possible to promote a holistic philosophy of worker health. A healthy, productive worker is one who is given the opportunity to develop emotionally, physically, intellectually, socially and spiritually. In addition, this model supports the ideals of wellness and optimal health by encouraging worksites to go beyond initiatives designed to only reduce healthcare costs, prevent disease, or maintain health.

 

A primary factor in the utility of this model is the integration and overlap of responsibilities. Implementation and design are dependent upon the motivation of qualified – and ideally – credentialed professionals throughout the administrative structure of a company. Such a model requires consistent communication between health educators, medical staff, human resource managers, physical therapists, industrial hygienists, exercise physiologists, ergonomic engineers, dietitians, occupational therapists, psychologists and independent consultants. Planning must also incorporate active involvement of workers, administrators, family members, and company retirees at all stages of the development, implementation and evaluation stages. All must be committed to the development of a healthy organization where staff members are happy and proud to work.

 

Various organizations are working to advance the science of Employee Health and Wellness Programs. Health educators have the training and expertise to be leaders in this field. On the basis of theoretical foundations of behavior and the results of empirical research, we must start to articulate a clear vision of what optimal initiatives should consist of. Components of this model are included below for reference and will be discussed individually in coming posts.

 

• Health Education

• nutrition and physical fitness Initiatives

• worker Health Services and worker Benefits

• Employee Assistance Programs and Counseling Programs

• Health and Safe Work Environment

• Health Related company Policies and Procedures

• Integration of company and Community Resources

Employee Health and Wellness Program Benefits still aren’t self-evident to some executives, even though the research, real-world evidence and cost-benefit analyses are demonstrative. With careful planning, almost every business can reap Employee Health and Wellness Program Benefits.

 

Part of the problem is that some executives erroneously believe that the Employee Health and Wellness Program Benefits are mostly on the staff member side. The truth is that Employee Health and Wellness Program Benefits both the company and staff member – and according to Employee Health and Wellness Program statistics , the employer stands to gain $2.30 to $10.10 in savings per dollar spent. Employee physical fitness saves organizations money.

 

At the same time, medical care and insurance costs continue to skyrocket. Employee Health and Wellness Program Benefits are one of the only ways to cut those costs while helping workers at the same time. As Karen Roberts, senior vice president with Aon Consulting, said about Employee Health and Wellness Program Benefits in her address at the 2006 WorldAtWork Total Rewards Conference & Exhibition, “If you can’t afford to invest in wellness this year, you’re never going to afford it.”

 

Employee Health and Wellness Program Benefits include helping to prevent cancer, obesity, heart disease and hypertension. It’s rare that companies can cut costs and assist struggling workers, support families and even arguably save lives. Isn’t that a good thing?

Onsite Employee Health Screening and Biometric Testing means better heath risk assessment baselines and better security

 

“Onsite Employee Health Screening and Biometric Testing” is a hot phrase these days, but it can help your staff members with health management, too. When the pundits talk about Onsite Employee Health Screening and Biometric Testing, they’re usually referring to retinal scanners, fingerprint readers, and other high-tech security measures. However, if you trace the phrase “Onsite Employee Health Screening and Biometric Testing” back to its roots, it refers to the measurement of unique human physical and behavioral characteristics.

 

Employee Health and Wellness Programs are of imperative importance to the modern business. As a result, Onsite Employee Health Screening and Biometric Testing should be one of the tools in the arsenal of a forward-thinking organization.

 

Workplace Health Screening and Biometric Testings aren’t just a “feel-good” measure for your workers. Assessments of staff member health help your workers to prioritize their well-being, which results in happier, more productive workers. Health risk assessments also build your database of staff member biometric data. Onsite Employee Health Screening and Biometric Testing, when handled workplace by our experienced professionals, is hassle-free and smoothly organized. The biometric data we collect then can be stored digitally for years or even decades, helping you and your staff members build better health risk assessment baselines that you can use to analyze staff members physical fitness and the efficacy of your company’s Health and Productivity Programs. Collected biometric data can even allow an staff member’s doctor to assess that person’s health over many years, helping him or her spot trends and diagnose disease.

 

Onsite Employee Health Screening and Biometric Testing extends to a wide variety of health risk tests, including measurements of blood pressure, blood type, body fat, substance abuse, and susceptibility to cardiovascular disease. Collecting biometric data for security purposes – like fingerprints, facial recognition imprints, or hand geometry – can be dovetailed with our health tests to minimize workflow disruption.

Wellness Fair activities put the spotlight on Employee Health and Wellness Programs

 

A Wellness Fair is a outstanding way to shake your staff members out of the doldrums and into better awareness of their health and wellness. A Wellness Fair brings your organization together to discuss Employee Health and Wellness Programs, examine Health Insurance and “cafeteria” plans, explore health savings accounts, publicize Employee Health and Wellness Program Programs and share success stories and challenges.

 

Some common Wellness Fair desired outcomes include:

 

better awareness of the health services and resources available to workers, both from their company and from local, state, regional and national health services;

increased motivation for improving health behavior

increased participation in Employee Health and Wellness Programs, commuter and carshare programs and health savings accounts

better awareness of person health status through Health Screening and Biometric Testings, Wellness Fair activities, displays, handouts, and demonstrations, and

better information on what workers are seeking from their company’s health management initiatives, and which workers are interested in participating.

 

Planning a Wellness Fair

 

Planning a Wellness Fair is a lot like starting an Employee Health and Wellness Program on a smaller scale. Just like an Employee Health and Wellness Program, your Wellness Fair will need publicity, logistical planning, programming, targeted goals, in-house marketing and of course, executive approval. Festive touches like free food, kid-friendly activities, live music, art displays, talent shows and other community-minded fun will help cement the appeal of your Wellness Fair and ensure that the Wellness Fair becomes a welcomed, annual event.

 

You can find some Wellness Fair planning tips at the Family and Consumer Sciences site of Texas A&M University. These Wellness Fair tips are aimed more at community and non-profit organizers, but you can discover many useful Wellness Fair ideas at the site.

 

Wellness Fairs and Employee Health and Wellness Program Recruitment

 

Many Employee Health and Wellness Program planners find that Wellness Fairs are the primary reason why workers sign up for walking Employee Health and Wellness Programs, health savings accounts and other pro-Employee Health and Wellness Programs.

 

Don’t forget – not only do workers value these programs highly, but the increased energy and decreased sick leave associated with Employee Health and Wellness Programs also saves your business money. The Employee Health and Wellness Program Statistics are clear – healthier companies work harder and pay less in Health Insurance premiums.

Employee Health and Wellness Programs: The Grand Slam

 

Employee Health and Wellness Programs are as close to a grand slam proposition as you’ll find, according to most researchers and Employee Health and Wellness Program experts.

 

But if you have skeptics in your organization who are questioning the time and expense of starting an Employee Health and Wellness Program, you may be wary too. Aren’t staff member Employee Health and Wellness Programs subject to the adage “There’s no such thing as a free lunch”?

 

Employee Health and Wellness Programs Don’t Have To Be Expensive

 

Fortunately, staff member Employee Health and Wellness Programs don’t require a big investment. Like any other corporate project, mismanagement and “death by committee” can inflate the cost of Employee Health and Wellness Programs, but it’s hard to spend too much time and money on them. After all, Employee Health and Wellness Programs are mostly informational in nature. Flyers, e-mails, maps, and Employee Health and Wellness Program Wellness Fairs can only cost so much. There’s no expensive, specialized Employee Health and Wellness Program machinery.

 

Employee Health and Wellness Program statistics on successful programs are particularly persuasive. Unlike many cost-saving measures, Employee Health and Wellness Programs actually add to staff member satisfaction – but they also reduce Health Insurance premiums and staff member absenteeism.

 

What are some common Employee Health and Wellness Programs?

 

Employee Health and Wellness Programs run the gamut, depending on your workplace demographic, from exercise for health patients to nutritional initiatives that encourage workers to replace unhealthy snack foods with healthy fare like dried fruit and shelled nuts.

 

Following are some examples of Employee Health and Wellness Programs:

 

• ergonomic safety
• cardiovascular disease education and testing
• staff member safety
• Health risk assessments
• walking Employee Health and Wellness Programs
• drug testing