Wellness Program Blog

Establish and offer “free” health information resources as part of the central workplace wellness plan. Reliable information is available no cost, or at very low cost, through countless resource areas. Ideas and resources will be suggested here. Also review the Resource and Website listings at the end of this guide for more ideas and resources.

Wellness Bulletin Board Ideas

Most workplaces have at least one employee bulletin board located in a central area. Obtain permission to use part of that bulletin board as the “Wellness Corner”, or get management approval to set up a bulletin board dedicated to wellness. Wellness bulletin board suggestions include:

• White 8 1/2” x 11” handouts will be ignored. Use color or nonstandard size and shape when possible.
• Change your bulletin boards often. If they remain the same too long, they become “white noise.”
• Play “Dialing for Dollars” to increase bulletin board attention. Make a random phone call and ask an employee to name the health fact of the day as listed on the health bulletin board. Award nominal prizes to winners. Use an “activities calendar” with targeted advertisements, football schedules, recipes, etc. that will bolster keeping the calendar updated and utilized.

Wellness Library

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

• A local health resources guide with referral lists to help workers hook up with resources if worksite resources cannot be provided. Keep referral lists in a 3-ring binder and update monthly.
• A brief, periodic wellness newsletter or update flyer distributed to workers via their paycheck or department gatherings.
• A variety of consumer books, magazines, videos, and articles related to great health. Solicit employee donations of current titles and recyclable items. Urge workers to checkout materials for loan. Update resources regularly.
• Healthy resources are available at local libraries. Publicize those resources within your onsite wellness library.
• Health magazines can be kept in the employee break area.
• Establish a consumer health information bin that is updated with articles and pertinent information regarding consumerism and medical care. Check the resource listings at the end of this guide for more ideas.
• Free handouts materials can be obtained from local non-profit agencies (American Red Cross, Heart Association, Cancer Society, Lung Association), and made available in employee areas. See website listings and other resources in the back of this guide for more ideas regarding no cost health resources.

New Year’s Resolution Bulletin Board

• Have workers voluntarily write down their health-related New Year’s resolutions on 3” x 5” index cards with their names on the back.
• Display the cards in the form of a collage on the wellness bulletin board.
• Leave the cards up for about two weeks, and then store them in a secure wellness file.
• Display the cards near the end of February to remind workers of their objectives and self-commitments.
• Take the cards down again after another week and again store in a secure file.
• Mail the cards back to the people along with wellness program promotions or other information announcements at the end of March.
• During the year, continue to offer wellness opportunities, support groups, or related activities.

The feasibility of workplace based wellness classes depends on the size of the workforce. Worksite programs must be supported with an adequate number of interested workers to keep a class going. Generally a certain level of employee participation is also essential to be sure availability of facilities such as a room and equipment. There are wide ranges of ongoing classes which can be provided in the workplace, including aerobics, yoga, tai chi, stretching, weight management, stress management, smoking cessation, and self defense.

Depending on results from an interest survey, offering an “introductory” mini class series regarding a topic of high interest might be a great starting idea. By way of example, offer a series of 5 beginning yoga classes to acquaint workers with the posture and pacifying benefits of yoga. Following an introductory series, workers may want to pursue something on their own in the community. Or, possibly an employee interest group could advance where interested workers would pursue the chosen exercise as a group.

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

Many workers and wellness teams are under the impression that the company ought to pay for all wellness activities. Remember the company is paying the bulk of the employee’s health and benefits package. When vacation time, insurance costs, and sick costs are all factored in, the average America company spends very close to $10,000 per year per employee on related health, time off, and lost productivity costs. Health is a personal responsibility and a gift we can all give to ourselves. Help workers increase their understanding and appreciation of self-care for their health by encouraging their share of accountability for healthy and safe living and working.

Other ways of financing workplace based wellness activities and to also “internally” innervate workers are included here:

Subsidies

If there is a budget but not sufficient space or employee to offer worksite classes that are available elsewhere (like Weight Watchers, health clubs exercise classes, Jazzercise, hospital community ed programs, etc.), a subsidy could be provided to those who take advantage of these community resources. Establish standard procedures ahead of time about eligibility and maximum reimbursement, conditions for reimbursement, whether proof of participation is required and what form it ought to take (receipts, log forms, etc). The wellness policy also needs to address whether someone is eligible one time only, once a year, every five years, etc. for reimbursements.
• Subsidies work best when the employee puts out the money and effort first, and then gets a partial reimbursement or completion gift based on some sort of attendance or participation completion.
• The reimbursement must be big enough to be worth the trouble of launching the program, but ought to not cover the entire expenditure of the program.
• It’s easy to get carried away with mandating “proof” in these kinds of programs. Do not make it too bureaucratic or no one will use it. It is valuable to remember no matter how well your policies are set up, there will be people, usually very few, who cheat—that’s unavoidable and shouldn’t become the big focus of documentation requirements.
• Consider appropriate participation gifts in place of monetary reimbursement. By way of example, if an employee meets attendance criteria for a stretching class, offer a stretching strap or yoga mat as the completion gift.
• Be sure to check with the management group regarding policy for subsidies, tax reporting, etc.

Discounts and Donations

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

If management policy does allow for discounts and donations, the whole solicitation process needs to be conducted fairly and spelled out in writing. All interested, qualified vendors, and service providers ought to have a fair unbiased opportunity to take part if they so choose. No inappropriate advantages are given to one provider over another in terms of access to workers, publicity, etc. No vendor or service provider ought to be promised or guaranteed additional revenue, business, or anything else if they choose to voluntarily offer a donation or discount to workers.

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

Hollywood Stars or American Celebrities

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

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

Wellness Book/Journal Club and/or Book Exchange

Similar to any other book discussion group, the readings and focus of this group is health. With a broad “health” definition, countless subjects could 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-Work Stretching Group

A couple of minutes of gentle stretching is an effective way to safely begin the workday. A certified fitness instructor may be asked in to instruct proper stretching techniques. Following that, most often an internal group is able to meet and run itself. Provide periodic refresher sessions with the trainer or instructor to change up the routine and help keep participants motivated.

Considerations for workplace stretching:
• See that you work with your Upper Management Team for stretching endorsement.
• Stretches ought to be taught by a knowledgeable and qualified person.
• Even though pre-work stretches are performed on an employee’s personal time, the question of company liability will probably arise, particularly if someone reports an associated muscular injury. Check with your employer’s legal counsel and/or contact your company workers’ compensation provider to assist in design of an employee release of liability waiver.

Worksite Chair Massage

Bring in a certified massage therapist to offer chair massage at the employees’ expense. These massages are performed totally clothed with the recipient seated in a chair. The therapist brings in a special chair that totally supports the head and shoulders while an upper body massage is given. Sessions are usually fifteen minutes, with a mean cost between $12.00 – $15.00 for each session. Post a sign up sheet with appointments at intervals recommended by the therapist. Be sure the therapist is certified. It will be essential to offer a private space. A group of “regulars” may evolve which could establish a regular massage schedule. Obtain an agreement with management so workers can trade massage time for coffee or personal break time.  Note: management may want the therapist to supply proof of liability insurance.

Art at Work

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

Healthy Email-a-Week

Set up an email list of coworkers who wish to receive an inspirational, humorous or educational health quote, thought, tip or idea once a week by email. Ask members of the Company 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 company rules concerning work time and email protocols.

Hobby Show or Demonstrations

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

Often people avoid low fat foods because they think these foods do not taste great. To help inform workers, purchase a variety 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 encouraging workers to bring and share their favorite low fat or healthy dishes.

Considerations:
• Make sure the selections actually taste great.
• Provide a “fact sheet” with the names and price of the various products to support participants if they want to purchase these products from the supermarket.
• Provide other written information on great nutrition for any interested participants to take. Utilize websites and other resources listed in the Resource Section at the end of this guide.
• Provide small tasting spoons or wooden ice cream tasters.
• It doesn’t take much of each item to give participants a taste of the food or dish. It is not essential to buy enough, or bring enough, food to offer a meal.
• Plan the tasting room after lunch so participants can go in on their own and sample.
• Keep an eye out for overly sweet items…sometimes low fat means elevated sugar – so be sure to look at the label.
• Typical purchases for a workplace sampling could include: 2 boxes of healthy crackers, a package of low fat cheese, a box of low fat cookies, two or three low fat spreads such as 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.
• Provide a beverage such as a new kind of fruit juice or herbal tea.

Group support and encouragement can be very beneficial in helping workers make healthy changes. Create situations, peer groups, or information avenues where the expertise and experiences of coworkers can be shared with others. Some ideas for offering worksite support for healthy changes include:

• Workers can be asked to voluntarily submit suggestions, advice, and strategies related to particular healthy practices they have successfully implemented in their lives. By way of example, ex-smokers can be asked to submit suggestions about what worked for them when they quit; then those ideas can be shared in newsletters, handouts, classes, etc.
• Topics like weight management, stress management, managing change, increasing exercise, etc. lend themselves to this development of collective wisdom sharing.
• Behavior change support groups, created based on employee interest in making healthy change, can meet on regularly to share ideas, resources, support, etc. Company Wellness Programs can offer some help and facilitation in getting a group going. The group then itself takes charge of keeping the group going. Periodically the wellness program can offer to bring in a presenter on a topic relevant to the group. Be sure to help the group set ground rules that everyone agrees to before the group is left on its own.

A health fair is an opportune way to familiarize workers with health problems and related wellness programs. During a health fair workers might be able to get resource materials; take part in provided health screenings (vision, hearing, blood, blood lipids, cancer, dental, etc.); observe demonstrations on the use of exercise equipment; go to mini-classes on various health topics; get no cost promotional items from local employers; try healthy foods; and pick up information about their health benefit plan.

Some employers hold a “health & benefit fair” which includes vendors representing the various employee benefit plans (long-term disability, retirement, etc.) available to workers through their company.

Considerations when coordinating a health fair:

• Setting up a efficacious health fair takes extensive time. Time problems ought to be taken into account in planning and organizing such an event. The most time consuming part is generally 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 be available to allow for the number of vendors involved. Some vendors may have portable displays or materials that will require additional space, access to electrical outlets, or other logistical considerations that must be discussed prior to the health fair.
• Vendors will be looking 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 encourage participation by publicizing the event, selecting the proper venue, and offering incentives/rewards.
• If possible, locate the health fair in an area with heavy foot traffic.
• Ask vendors to provide no cost materials at their table and to make a donation to a prize drawing. Follow all company policies when seeking donations.
• As an idea to improve employee participation and to maintain high interest levels, each attendee could be given a “passport”, similar to a bingo card, to be signed by each vendor. The signed passport serves as the ticket for the prize drawings. Such drawings ought to take place every 15 or 30 minutes.
• Consider teaming up with neighboring employers to stage a health fair. A group effort will spread out the work and maximize participation.

Ideas for a Benefits Fair:

Include representatives from each of your employee benefits provider groups. Ask each vendor to be ready to answer employee questions concerning their program. Representatives could include:

• Retirement plan representative.
• Long-term disability plan representative.
• Health plan representative.
• Health Benefits representative.
• Contract cell phone representative (if applicable).
• Local savings and loan or credit union representative.
• Workers’ compensation representative.

Limited Space for a Health Fair: If space is limited host the fair at lunchtime time. Place stations in company hallways or in individual small conference or office rooms scattered throughout the building. Provide a map with all the stations listed. Have a no cost drawing awarding a prize for anyone who goes to 75 percent of the stations. Use a punch card or similar method to verify.

Resources for health & benefit fairs coordination:

Assume a broad definition of “health” and reflect that by including a variety of vendors and services involved with physical, mental, economic and social health; for example, health agencies, safety employers, benefits providers, local medical care facilities, recreational facilities, parks, monetary planners, childcare referrals, EAP, health clubs, health food stores, library, alternative and complementary medicine providers, etc.

Worksite health screenings can take a variety of forms. Common evaluation components may include:

• Blood Pressure (BP) and pulse rate.
• Cholesterol (typically a finger-stick total cholesterol test, either fasting or non-fasting).
• Blood glucose (diabetes screening).
• Height and weight.
• Percent body fat and/or BMI (body mass index).
• Fitness level.
• Bone Mineral Density(BMD).
• Posture assessment.

Considerations when offering workplace screenings:

• Wellness screenings must be conducted by qualified, and at times, licensed individuals.
• Wellness screenings must be conducted in a location that allows for privacy and confidentiality.
• Time for discussion and explanation screening results must be afforded as part of the evaluation process.
• A process must be in place for referral for participants whose results are indicative of a need for further medical assessment.
• Screenings can be very costly to the central wellness budget OR there may be no expenditure to the program if participants are willing to cover the expenditure of the assessment themselves. By way of example, blood lipid and glucose testing usually costs twenty to twenty-five dollars per person, per exam. Workers may be willing to pay for evaluation in exchange for the convenience of having the evaluation 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. Therefore, a registration and scheduling process must be devised.
• Some types of evaluation, such as fitness testing, require participants to bring casual clothes in which to do the testing. Workers ought to be notified of the need to dress in a specific manner for the evaluation.
• To ensure high attendance at evaluation activities, it is advisable to begin promotion of the event with reminders to workers.
• Supply workers with “screening preparation” standard procedures to remind them how to prepare for the most accurate evaluation results.

Resources for workplace screenings:

1. Consult with a wellness consultant or health evaluation company.
2. If employee participation is sparse for onsite health screenings, or if offering additional workplace evaluation 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 might offer.
3. Local health clubs may also employ qualified employee for some types of screenings, such as fitness testing or body fat assessment.

Want some wellness program ideas and wellness policy ideas to get you started? Or maybe you want to jump start or better upon your current wellness program? The list below provides ‘best practices’ that can help meet any wellness program budget! The Company Wellness  ideas are divided into topic areas.

General Wellness Progam Ideas

• Administer an Employee Needs & Interest Survey
• Establish a Company Wellness  Committee
• Identify medical plans that cover costs for weight management and smoking cessation
• Waive co-pay or reimburse for preventive medical care visits
• Put up pamphlets on a variety of wellness topics for workers to take
• Establish a wellness resource center or library with videos, books, magazines, DVD’s on a variety of topics of interest to workers
• Identify workers who are mentors or champions for healthy activities and ask them to present or to list as a contact for other workers
• Establish and encourage periodic or regular educational sessions.
• Establish monthly educational sessions on the national health observance topic
• Display a Wellness Bulletin Board & update it monthly
• Display messages from national health observances during the month
• Provide healthy tips in newsletters, paycheck stuffers, bulletin boards, etc.
• Develop a benefits fair
• Develop company fitness and healthy eating challenges
• Develop company wellness fairs or other onsite activities

Nutrition Programs

• Provide free, healthy snacks for workers (fruit, nuts, popcorn)
• Provide healthy meal choices in cafeterias and at company activities
• Provide information to workers about the nutritional content of food served in the cafeteria
• Establish a fresh fruit “snack basket” in the breakroom or cafeteria
• Stock vending machines with healthier options
• Partially fund healthy foods in the cafeteria or vending machines (10¢ apples may be more appealing than $1.00 candy bars)
• Create a weekly or monthly healthy lunch club
• Have pamphlets available on a variety of healthy eating topics
• Include nutrition articles in company newsletters
• Provide a healthy meal tasting contest Free
• Provide educational sessions at lunchtime-time on a variety of nutrition topics of interest
• Develop an employee healthy food cookbook. Either sell the cookbook and use profits for programs, or purchase a cookbook for all workers

Weight Loss Programs / Weight Management Programs

• Provide flexible work schedules so that workers can take part in weight-loss programs
• Partially fund registration costs for weight-management programs
• Provide a support group to help workers who are trying to lose weight
• Locate registered dieticians near your workplace as a resource for workers who want information on healthy eating, meal planning or weight management
• Provide individual counseling for workers trying to lose weight
• Provide worksite fitness and weight-management programs through your local hospital, Weight Watchers, TOPS or local, registered dietician
• Provide an educational session on diet myths and healthy eating

Physical Activity Programs

• Offer flexible work schedules to encourage physical activity
• Establish a fitness space with aerobic equipment, and weights
• Establish accessible walking paths, trails, and/or bike routes
• Urge workers to walk more by parking farther away from the entrance
• Establish a fitness center with aerobic equipment, weights, aerobic classes, fitness professionals
• Have walking meetings
• Make the stairways more appealing (carpet, fresh paint, artwork, posters)
• Provide reduced fitness center membership fees to all workers
• Provide facilities for workers to secure bikes
• Provide 5 – 10 minute stretch breaks during the day
• Partially fund fitness center membership for workers who take part a minimal number of days per week (ex., 3 days per week)
• Support lunchtime walking/running clubs or company sports team
• Urge stairwell use and incentives/rewards
• Install a basketball hoop outside
• Urge & support community walks or fitness activities
• Urge walking during breaks and other off-time periods
• Provide periodic fitness incentive programs to encourage physical activity
• Provide educational sessions on fitness activities

Smoking Cessation Programs / Tobacco Cessation Programs

• Establish a tobacco-free grounds
• Establish a tobacco-free workplace
• Encourage the use of 1-800-QUIT-NOW, North Carolina’s no cost Tobacco Use Quitline. Or check www.QuitlineNC.com
• Reimburse for tobacco replacement products
• Partially fund the expenditure of smoking cessation classes
• Provide pamphlets and information on health effects from tobacco use and smoking cessation
• Provide awareness sessions to innervate workers to try to quit tobacco use
• Provide worksite smoking cessation classes

Employee Health Screening

• Discount health care insurance premiums or decrease co-payments for workers who take part in screenings and who take part in managing their risk factors
• Install Blood Pressure (BP) monitoring equipment
• Provide flu shots for workers and family members
• Provide Health Risk Assessments to all workers, including counseling and follow-up
• Provide periodic Blood Pressure (BP) screenings and follow-up
• Provide periodic screenings for blood lipids, blood glucose, body composition, etc.

Stress Management Programs / Work Life Balance Programs

• Offer flexible schedules for family/work life balance
• Provide and encourage an Employee Assistance Program(EAP)
• Provide information on substance abuse prevention
• Provide pamphlets and information on stress management and mental health
• Provide pamphlets and information on work life balance, such as monetary planning, childcare, parenting, elder care, etc.
• Provide supervisor and manager training on communication, relationship building, company stressors, etc.
• Assess company policies and work schedules to identify company stressors
• Assess the Employee Assistance Program(EAP) to be sure it is meeting the needs of the workers and company
• Provide educational sessions on stress management and work life balance
• Provide classes on relaxation, stress management, and work life balance topics