12 ways to make your workplace better for your health
If health is on your resolution list for 2016, don't forget to include your workspace in the plans. Working from home or sitting in an office cubicle can cause stress, keep you sedentary and add to unhealthy habits you're trying to break.
Health.com offers 12 things you can do to make your workplace better for your health and wellbeing.
Remind yourself to sit less:
People who work at desks should stand or walk around for at least two hours a day to avoid health risks related to too much sitting, according to a 2015 British study. "Moving around throughout your workday is really important," says Robert Graham, MD, director of integrative health and wellness for Northwell Health System, in Great Neck, NY. "Not only is it good for you physically, but studies show that it can increase productivity and more likely to focus on the task at hand."
Computer programs like Move for iOS or Big Stretch Reminder for Windows can remind you to take breaks at regular intervals; some even provide suggestions for stretches and exercises you can do at your workspace. Can't install software on your work machine? Download an app to your smartphone, or use the free website RegularBreaks.com.
Clear the air:
It's not unusual for office environments to trigger what's known as occupational allergies—sensitivities to chemicals in carpet, office furniture, or paint, for example, that can trigger problems like headaches and rashes. And even if you don't have physical symptoms, it's possible that stuffy air in your workplace could be hampering your brainpower: In a 2015 Harvard University study, offices with increased ventilation and lower levels of air pollutants were linked to better employee performance.
You may not be able to change furnishings or ventilation system at your job, but perhaps you can let in some fresh air by keeping windows open while you work. If that's not an option, consider getting an air purifier with a HEPA filter for your desk.
Try a standing desk:
If your workplace allows it, switching to a standing desk can help you sit less and move more during the day. But being on your feet all day can also lead to aches and pains, so look for a setup that allows you to adjust the height or your work station and use a chair when needed.
You can even make a DIY standing desk if you don't have the space or resources for a real one; just be sure to keep your computer monitor at eye level, and your arms bent at 90 degrees to reach the keyboard, to avoid neck and arm pain.
Paint your walls green:
Shades of green have been linked to enhanced creative thinking, says Sally Augustin, PhD, an environmental psychologist and principal at Design With Science. "And most of us have to be creative at work, whether we're coming up with a new advertising slogan or figuring out how to analyze data on a spreadsheet in a different way," she says. To get the most out of your walls, choose a hue that's quiet and calming—like a sage or sea-foam green. "Colors that aren't very saturated but relatively bright put us in the right sort of relaxed mental state to be doing knowledge work."
Can't paint your space? Wallpapering your cube with a green backdrop or adding green elements to your desk may also be helpful, Augustin says. And whatever you do, she adds, avoid red; it's been shown to negatively affect analytical performance.
Add a plant:
Bringing nature into your office can be a great way to inspire creativity and a feeling of wellness, says Augustin. "Plants are great from a psychological perspective," she says. "You don't want to pack too many into a small space, but it can be great to have a small plant on your desktop, or something a little larger in the corner of your office."
Opt for green, leafy plants, rather than cacti—whose spikes can create the opposite of a relaxed feeling—or flowers with a strong scent, which can be distracting or irritating. Some plants, like the sansevieria, may even improve air quality in your office.
Display (a few) personal items:
Decorating your desk can help you feel comfortable, which can reduce workplace stress and dissatisfaction, Augustin says. But to avoid a cluttered feeling, which can actually cause more stress, stick with just a few items.
"Pick out three or four things that are significant to you—like a family photo or an award you're particularly proud of—and make sure those are in your view," she says. "But remember that the more stuff you add to your desk, the more your brain has to constantly scan and keep track of. Working in a crowded space can be mentally exhausting, even if you don't realize it."
Use aromatherapy:
The smell of citrus can lift your spirits and improve thinking and memory, says Augustin. "I like to keep an aromatherapy dispenser on my desk that makes my work area smell like lemon," she says.
Skip candles and air fresheners that use artificial scents (and release potentially irritating chemicals), and opt for an essential oil diffuser that delivers a subtle, natural aroma. Keep in mind, though, that any scent may cause irritation or allergic reactions. If breathing in a scent all day bothers you, try sucking on lemon candies while you work, instead.
Stop eating at your desk:
"One of the most important things you can do during the work day is to not eat at your desk," says Dr. Graham. "Have a dedicated area where you can go to get out of your own environment and have lunch, preferably with other people, so you can truly get that break during the day."
Sitting down to lunch away from your desk won't just keep crumbs out of your keyboard; it can also help reset your brain for an afternoon of productivity. Plus, it can stop you from eating mindlessly while you work or surf the Internet. "We are not great at multi-tasking," says Dr. Graham. "If you're eating while distracted, you are much more likely to overeat."
Pay attention to posture:
Sitting all day isn't the healthiest thing for you, but slouching all day is even worse. "Posture is very important, both to health and to workplace performance," says Dr. Graham. "Sitting up tall gives you a sense of accomplishment, while slouching and slumping make you feel tired and lazy." On top of that, hunching over a computer is a leading cause of back pain.
Invest in (or ask your boss to provide you with) an ergonomic desk chair that supports correct posture. You can also try a gadget like the Lumo Lift, a tiny sensor that pins to your shirt and vibrates when it senses you slouching forward.
Squeeze in mini workouts:
Even if you can't fit in a full workout over your lunch break, you can still do some simple stretches and strength moves right in your office. Keeping small workout props, like hand weights or resistance bands, within eyesight can encourage you to take exercise breaks throughout the day. "And even if you don't have equipment, you can do things like chair yoga or standing push-ups, using nothing but your office furniture," says Dr. Graham.
Sitting on an exercise ball can also help engage your core muscles while you work, but make sure you don't slouch forward while you're using it. To keep this trick from backfiring, swap out your desk chair for just 10 to 20 minutes at a time and pay close attention to your form.
Take your pet to work:
Allowing people to bring their dogs to work reduced job stress and boosted employee satisfaction in a 2012 study from Virginia Commonwealth University. And it wasn't just dog owners who benefited from the pet-friendly policy; other employees who came into contact with the animals reported less stress, as well.
"Of course, it is important to have policies in place to ensure only friendly, clean and well-behaved pets are present in the workplace," the study authors said in a university news release; it's also important to take into consideration coworkers who may be allergic to pets.
Adjust your lighting:
Getting natural light during the day is ideal, so your best bet is to sit near a window if possible. In fact, people with windows in their offices get better sleep and are more physically active than those without, according to a 2013 study from Northwestern University. "Being exposed to daylight helps keep your stress levels and your circadian rhythm in check," Augustin says.
If windows aren't an option, consider the temperature of your office lighting. "Cooler, bluish light is generally good for analytical thinking, while warmer bulbs are better for socializing and interaction with other people," says Augustin. Having a desk lamp you can turn on and off, rather than just one overhead light, can also help reduce eyestrain.
Is a wearable health tracker worth the investment?
Wearable health trackers are the buzz in the new year. From the Biggest Loser giving contestants the Garmin VivoFit to FitBit's response to the Apple watch, there's plenty of options to choose from for your employees.
But is adding a wearable health tracker to your wellness plan a good idea?
Jen Arnold, MS, RD/LDN, shared her thoughts on not only using the device, but also the advantages and disadvantages for employers in the article, "13 Ways to Decide if Wearables are Worth the Investment."
Below are the bullet points she makes in the article:
Advantages of an activity tracker:
The “Cool” Factor: Your employees will appreciate the gift even if you are just subsidizing the cost or if they are getting the cheapest version.
Automatic Feedback: Wearable devices have the ability to give employees real time feedback so they can do something about. You can look at your device, see if you are under performing on activity for the day and start moving.
Fun Challenges: The dashboard gives employees options to set up their own challenges or you can run a company wide one. This is a fun way to get a positive reaction and interest from employees.
Scalabilty: Many employers have employees scattered all over their state, the US or even globally. Having employees connected through their fitness tracker eliminates the need to be in person, which isn’t possible for many employers.
Revival of a Tired Wellness Program: Let’s face it, it’s easy to run out of fun ideas and your wellness program can get a bit boring. Adding free or subsidized activity trackers can liven up your program and get employees excited again.
Create a “fit” group identity for tracker wearers. Hey, you have a Fitbit just like me. That’s a great reason to strike up a conversation a fellow employee who you don’t know. Working on a similar goal gets people talking about their device and the many steps they are taking towards better health. It’s always wonderful to hear employees talking about their fitness in an excited way instead of the dreaded tone of guilt.
Despite these advantages, there are some drawbacks of purchasing activity trackers to consider:
Cost: Although fitness trackers are cheap when compared to the cost of health insurance for your employees, it can kill a wellness budget in a hot second. Fitbit in particular requires the employer to subsidize a percentage of the device and if you have a lot of employees, the cost may be difficult to justify to your CEO. Also, the dashboard is around $7,000 per year (or is at the time of this post) and you really need the dashboard to get employees involved.
Abandonment rate: A recent survey found that after about six months of use, one-third of U.S. consumers don’t use their wearable devices. That’s about how long I lasted with mine.
It’s not the magic bullet: Although an activity tracker may help your employees get up and moving more, it won’t magically make your employees healthy and lower health care costs. You still have to incorporate other resources into your wellness program.
Not everyone will want one: As cool as you think an activity tracker is, 100% of your employees will not want one. This could actually be an advantage if you are trying to watch your budget.
Privacy concerns: Some people are skeptics by nature and you’ll need to ensure employees who has access to their data and what you are doing with it.
Addiction: I’m using this heavy word a bit lightly here but if you’ve owned an activity tracker, you’ll know what I’m talking about. It’s the reason why you walk circles around your house while the rest of the family is sleeping or you get pissed if you went on a run without your tracker. Tracking means competing with someone (even if it’s yourself) and that’s only sustainable for so long.
Motivation: You are going to reach the employees ready to make a change about their health while the ones that aren’t ready will pass on the opportunity. That’s fine not to dwell on those that aren’t motivated but chances are they would have joined you in a less expensive exercise challenge.
Here’s the million dollar question….does it increase exercise? Truth is, we don’t really know. There is minimal research around these devices but one small study in older women found that they may increase exercise more than a pedometer (at least during the 16 week study). We are working with an employer group that is starting a fitness tracker challenge now so I’ll let you know the results.
Bottom line: unless you have a well built wellness strategy that includes other resources for your employees, then fitness trackers are probably not worth the investment UNLESS you have extra money to spend and one or more of the advantages above applies to your worksite.
17 New Year's Resolutions you have a shot at keeping in 2016
Creating New Year's resolutions offers a chance to improve yourself. Whether it's losing weight, saving money or quitting smoking, baby steps can help you succeed.
Leigh Weingus, an editor with EliteDaily.com, offers 17 resolutions that won't have you frustrated after week one and could help you reach your larger goals for the year ahead.
Do yoga once a week.
Whether it’s a 30-minute YouTube video or an hour-long class at your local studio, getting your downward dog on isn’t too much to ask when it comes to taking care of your mind, body and soul.
Wake up 15 minutes earlier.
It’s 15 minutes, not two hours. And it can make a huge difference in your morning routine.
Pack your lunch twice a week.
We know the salad joint near your office is healthy and delicious, but it’s costing you ten bucks every day. Making your salad at home twice a week isn’t much work, and it’s a lot less expensive.
Hold a plank for one minute, three days a week.
Plank pose does wonders for your core, back and overall strength. It’s tough, but it’s three minutes in your entire week. You’ve got this!
Skip one restaurant outing a week.
If you’re in the habit of dining out four nights a week, cut it down to three. You’ll save yourself calories and money.
Download a meditation app.
So meditating for two hours a day wasn’t realistic, but downloading a free meditation app is. A lot of the apps out there have options for meditating for a few minutes at a time — and you can handle that.
Escort electronics out of your bedroom an hour before bedtime.
Bring a book in instead. Trust us, you’ll sleep a lot better.
Get a latte twice a week instead of every day.
That thing is costing you like $4.25, right? Brewing your coffee at home most days will leave a nice chunk of change in your pocket by the end of the year.
Take a 20-minute walk every day.
It’s not running a marathon, and it’ll get you moving and make you happier. Maybe it means watching one less episode of “Friends” on Netflix every night, Rachel and Joey will understand.
Pick five things that scare you and do all of them.
The saying “do one thing every day that scares you” is pretty overwhelming. Try picking five things that scare you and set out to accomplish them throughout the year, whether it’s trying out a dating app or going skydiving.
Carve out a “power hour” every week.
You know those nagging tasks that never seem to get done, like cleaning out your junk drawer or sweeping the floor? Carve out an hour every week to tackle them. You’ll get a lot done and won’t have to worry about them for the rest of the week.
Dedicate two hours every week to YOU.
And no, scrolling through your Instagram feed doesn’t count. Spend two hours every week doing something you truly love, whether it’s painting, reading a book or going for a long run. No technology allowed.
Finish something you started in 2015.
Maybe you half-started a blog in 2015 but never got around to finishing it. You have a head start, so make sure it actually gets done this year.
Make a phone call every week to someone you love.
Connections with others make us happy, and it can be hard to keep in touch with your best friend who lives across the country or your grandma who has a hard time hearing. So every week, make a call to someone you love. It’ll make you (and the person you’re calling) super happy.
Just eliminate one “bad” thing.
Don’t swear off sugar, salt and alcohol. It’ll be so damn hard you’ll give up immediately. Instead, pick one thing.
If you’ve noticed you have a bad habit of eating a bag of chips every day after work, just give that up. You may be surprised by what a difference it makes.
Start wearing sunscreen.
We know, a tan is nice. But skin cancer and wrinkles are not. Wear sunscreen this year!
Incorporate a little more water into your day.
You don’t need to start downing 16 glasses a day. Maybe just start drinking a cup of tea or a glass of water when you wake up. Hydrate, people.
Here’s to a happy and healthy 2016.
Health apps widely embraced, but sustained engagement a challenge
Original post ebn.benefitnews.com
Employers using health apps as part of their wellness programs may want to pay attention to what is being called the most in-depth analysis to date of health-related app use in the United States.
A new online national survey of Americans’ health app use shows both positive and negative aspects of their adoption. The survey results, published in the Journal of Medical Internet Research mHealth and uHealth, and analyzed by researchers at NYU Langone Medical Center, show that 65% of respondents indicated that apps improved their health, and a majority had strong faith in the accuracy and effectiveness of the apps.
In addition, 58% of the 1,604 adult smartphone users surveyed had downloaded one of the estimated 40,000 available health-related mobile apps, while 42% had downloaded five or more.
About 65% of respondents reported using health apps on a daily basis. According to the survey, the most popular apps were those used to track physical activity (53%), food consumption (48%), weight loss (47%), and exercise instruction (34%).
However, at the same time, 46% of those surveyed admitted to having downloaded an app they no longer used. Respondents also cited cost, disinterest over time, and privacy concerns as barriers to wider and more effective use of the apps.
The most common reasons for people not downloading apps were lack of interest, cost, high volume of information that needed to be entered on a daily basis, and concern about apps collecting their personal data. When it comes to cost, 41% said they would never pay anything for a health app, 20% would pay only up to $1.99, while 23% said they pay at most between $2 and $5.99.
“Our study suggests that while many Americans have embraced health apps along with their smartphones, there are challenges to keeping users engaged, and many Americans who might benefit are not using them at all,” says lead investigator and clinical psychologist Paul Krebs, an assistant professor at NYU Langone. “There is still much more to be learned about how we can broaden the appeal and make best use of the wide variety of health apps now available — not just for fitness and nutrition, but for other purposes, such as monitoring sleep and scheduling medical appointments.”
Further, Krebs argues that far more must be done to test and validate the health benefits of apps and that app developers also need to address consumer concerns about privacy, keeping purchase costs low, and reducing the burden of data entry.
The average age of respondents was 40, and a majority had annual incomes of less than $50,000. Overall, those most likely in the survey to use health apps were younger, more educated, of higher income, of Hispanic ethnicity, or obese (with a body mass index of 30 or more).
Greg Slabodkin writes for Health Data Management, a SourceMedia publication.
Help your employees find time for fitness
If you asked, the majority of your employees would say they would like to get more exercise. But many would add it's hard to find the time.
Fitting in fitness benefits not only your employees, but you, the employer. Why?
Ann Wyatt, with HealthFitness, lays out the facts in her blog, "8 ways to help your employees find time for fitness."
- Physical inactivity and its adverse health effects are comparable to that of smoking and obesity.
- Sedentary jobs have increased 83 percent since 1950.
- More than 80 percent of American adults do not meet the recommended amounts of physical activity.
- Not only does being physically active boost the health of your employees, but it’s good for your business as well. Research shows that workers who exercise during the day reported a 15 percent boost in performance, a happier mood and increased ability to meet deadlines.
So, how can you help you employees find time for fitness. Wyatt offers these suggestions:
Leadership support. At one of our technology client sites, a focus group shared that a key barrier to participation was an underlying perception that if they were seen working out, they will be seen as slackers and not working. We helped change that perception by recruiting C-suite leadership to work out while on the clock, opening the door for employees to see that fitness was a priority all of the way up the ladder.
Offer a variety of fitness options. To appeal to the range of ages and diversity of employees at a leading biotech company, HealthFitness offers a variety of 15 group exercise classes each week—from strength training to Pilates to HIIT (high-intensity interval training) classes.
Extend hours of corporate fitness center. At one of our manufacturing client sites, the staff has extended the hours of the fitness center early and late to accommodate different work shifts. At another site, employees at a high-tech company work a variety of hours throughout the day. To meet the needs of this diverse group of employees, the fitness center is open 24/7 and is staffed from 7 a.m. to 6 p.m.
Step up to better health. An eight-week walking program at a leading car manufacturing company encourages participants to use pedometers to track steps taken on the production line, in the lunchroom, during breaks, off campus and at home.
Take a hike at work. Walking trails give employees the opportunity to exercise at work. At one of our client sites, the trails are clearly marked and measured so employees can keep up with how far they walk. Employees can walk a shorter route during breaks and take a longer walk during lunch.
Encourage at-desk workouts. To inspire employees at a biotech client site to sit less and move more, HealthFitness staff host 15-minute energy breaks in conference rooms where employees learn workouts do to at their desks.
Provide a virtual fitness trainer. To reach employees who are not comfortable going to the gym—or exercising with their co-workers—HealthFitness staff at one of our high-tech client sites create and post short videos with exercise tips on the company’s intranet site.
Tips to succeed at your New Year Resolution
Wellness, which covers more than fitness, is at the top of many resolution lists year after year. Wellness can also mean eating healthier, quitting smoking or reducing stress.
People with all the desire in the world to succeed at their resolution fall short within the first week.
Ipswich life coach Ronita Neal shared some advice with The Queensland Times on ways to keep your resolutions in 2016.
Think through your resolution
"The problem is seven seconds from midnight and maybe with a few drinks under your belt is not the best time to make a resolution about change," Ronita said.
Don't make too many resolutions
"It is not useful to make a whole heap of impulsive resolutions that it will be impossible to keep and so you start the year as a failure."
Make 'smart' resolutions
Ronita describes smart resolutions as being specific, measurable, achievable, relevant and time bound.
"Change is hard and we need to make sure we have carefully considered what we want in the context of our life goals," Ronita explained. "It is a good idea to think about all the different areas of your life and where you would most benefit from making changes."
Remember change takes time
"In order to keep your resolutions and achieve your goals, you will need to keep up your motivation over a long period of time, but most of us give up too quickly," she said.
Sticking to change could take up to three months of constantly making the choice.
"When you are trying to break a habit your brain usually has a very short-term focus and will throw a "tantrum" to get what it wants (the old way) now. Just remind yourself why you are making the change (long-term goal) and don't go for the short-term pleasure."
Resolve to change what you can control
Setting a goal to lose a certain amount of weight in a certain number of weeks may seem like a good resolution. But while it's specific and measurable, the outcome isn't entirely under your control.
According to Ronita, a resolution we can control is how much effort we put in.
"Have you been for your walk, did you do your weights session at the gym, did you leave the yummy packet of chocolate biscuits in the shop, and have you avoided the deep fried chips this week?" Ronita said.
"This continued effort, if at a sufficiently serious level, will eventually yield results such as being fitter, healthier, more active, more toned and happier."
Don't stop working
"Set progressively harder targets and make sure there is no end point for habits you need to keep going (for example, lose five kilograms for a specific event) because then your brain will have no reason to continue with the new habits."
Take small steps
"If you are confident and are working on bigger work goals make sure you still cut them down into smaller steps. Measure, reward ... and review frequently."
Wellness programs in 2016: What employers need to know
Original post by Sheryl Smolkin, ebn.benefitnews.com
In 2016 an increasing number of employers will buy in to a shifting perspective on wellness that will move from simply supporting the physical and mental health of their workforce to enhancing their quality of life by promoting social connectedness, job satisfaction and financial security.
As a vice president with the National Business Group on Health, LuAnn Heinen works with large self-insured employers. “We don’t need to ask anymore if our members offer any kind of a wellness program because virtually all of them are doing something,” she says.
A survey conducted by the NBGH and Fidelity in early 2015 revealed that onsite flu shots (90%), health fairs/educational seminars, promotions (84%) and health risk assessments (83%) were the most prevalent health risk management programs offered by employers.
RELATED: Tips to building a wellness champion network
Heinen says typical wellness programs have been growing in popularity for the last decade because employers viewed them as a way to deal with increasing healthcare costs and to improve the health of their employee populations. Nevertheless, she notes, “recently there is an exciting new trend as more and more companies are looking beyond wellness to employee well-being.”
One aspect of total wellness that is expected to show continued growth in 2016 is a focus on financial security, personalized by the employees’ stage of life. “For example, millennials are interested in financial education about buying a house, having a baby and saving for their kids’ college education,” she says. “How to handle student loans and manage other debts are also big areas of concern.”
Bruce Elliott, manager of human resources at the Society of Human Resources Management, agrees that the trend to supporting employee financial wellness is on the rise. He points to PwC’s new employee benefit announced in September which will pay $1,200 a year for its associates and senior associates with one to six years of work experience to help reduce their student burden. The company expects that over time, this benefit could help reduce student loan principal and interest obligations by as much as $10,000 per employee, and shorten loan payoff periods by up to three years.
When it comes to segmented wellness programs, Elliott says they can be delivered in many ways including via lunch and learns, webcasts and individual appointments with financial planners. “But demographics are really key to programs offered,” he says. “It’s one thing to offer robust retirement planning services but if the average age of your employee population is 28, what kind of bang for your buck are you going to get, because retirement is not really their focus.”
RELATED: 14 tips to help your company implement wearables in wellness programs
What other wellness trends do experts anticipate moving into 2016?
“Employers will find ways to re-energize their approach to programs supporting the physical health of their population to make these programs a more positive employee experience and increase their engagement,” believes Heinen.
She cites the example of retail giant Target offering Fitbit activity trackers to its 335,000 U.S. employees as a way to improve workers’ fitness and reduce health costs.
She also believes we will see more benefit and HR managers getting out of their silos and partnering with other internal groups to support the health and well-being of employees. “This could involve working with the real estate or facilities group to look at changing workspaces, purchase standing desks or setting aside more spaces for social connection like coffee bars. Providing healthy meals in the cafeteria and promoting health and safety will also require partnerships with other departments,” she says.
Elliott believes that in 2016 more employers will look for creative ways to enhance the financial wellness of employees. For example, he notes that that Starbucks now pays most of the tuition costs for employees who get a degree from Arizona State University Online.
The coffee company announced in September 2015 that employees who work at least 20 hours a week and enroll in the university’s online bachelor’s degree will get $6,500 – about half of their tuition – reimbursed for the first two years plus full tuition for the final two.
RELATED: One compelling reason to participate in a wellness plan
In the medical-wellness space, Elliott sees the use of DNA testing and genetics to develop personalized disease prevention plans as definitely leading edge. In fact, Newtopia recently signed an agreement with Aetna to begin offering its enterprise health engagement platform to the insurance company’s largest employer customers and their employees.
The agreement follows the successful completion of a robust pilot program with Aetna employees who had, or were at risk for, metabolic syndrome, a combination of health factors that increase an individual's chance of developing diabetes, stroke, and heart disease. By analyzing key health markers and health benefit claims in the pilot program, Aetna verified that participants lost weight, reduced their waist size and had high levels of engagement in the program.
And because Elliott views provision of mental health services currently as the weakest link in employer wellness programs, he predicts 2016 will bring continued expansion of employee assistance programs and mental health provider networks.
Sheryl Smolkin is a lawyer and freelance writer based in Toronto.
Tips to building a wellness champion network
Original post by shrm.org
A wellness champion network is a group of employees who work to improve the health and culture of the workplace in conjunction with an employer-sponsored wellness program. By socially connecting with others and helping to educate their co-workers about program offerings, wellness champions strive to achieve this shared goal.
For companies that have champion networks in place, their champions are crucial to how program information is communicated to employees—and the level of acceptance their programs receive.
Research by StayWell, a health engagement firm, has shown promising connections between the use of wellness champion networks as a part of organizational culture and wellness program outcomes, such as health risk assessment completion rates. Employers are recognizing the potential impact of the social influence of wellness champions.
RELATED: 14 tips to help your company implement wearables in wellness programs
Employer Guidance at a Glance
Wellness champions generally volunteer for this role; it is not part of their paid position. And a company can have a handful of champions or it can have hundreds, depending on the company size and number of locations.
Though there is no clear evidence to indicate what constitutes an optimal number of champions, experienced wellness practitioners often recommend setting a target of a representative 1 percent of your workplace population to serve as champions. A “stretch goal” could be to have up to 3 percent of your workforce serving as champions.
What does it take to be a wellness champion? The one essential characteristic for an individual to possess is a passion for good health. Whether champions aim to lose weight, manage their diabetes, become more active or stop smoking, or if they have already achieved their health goals, champions need to believe in the value of health improvement and be willing to support the benefits of corporate wellness programs—and to share both their passion and experiences with others. These are individuals who truly embrace the notion of “walking the talk” and strive to be positive health role models to their peers.
Creating a Wellness Champion Network
If you think your organization would benefit from a wellness champion network, or if you already have a network in place and are looking to enhance or improve on how the group currently operates, think about the following questions:
Who are your top wellness champion candidates?
Seek out employees with the following characteristics:
- Passionate—Employees who aspire to be champions and have enthusiasm for enhancing the culture of health at their workplace.
- Social skills—Employees who naturally make connections with and show compassion for their co-workers. Champions should be easy to approach, have strong communication and leadership skills, and be looked up to by their co-workers.
- Role model qualities—Employees who express a personal interest in healthy lifestyles, regardless of their current health status, can be excellent advocates for healthy behavior change.
What roles and responsibilities will you assign your wellness network champions at various levels?
This is closely tied to the goals and objectives employers hope to achieve. For example, tasking wellness champions with helping to improve awareness of wellness programs and increasing engagement in health education opportunities across the employee population can help create or enhance a culture of health at the workplace, as well as improve program participation. In addition, wellness champions can be responsible for:
- Collaboration with established groups within the workforce.
- Communication with location-specific leadership.
- Providing feedback to corporate benefits/HR departments regarding program implementation and offerings.
What internal communications systems need to be in place?
Establish a communication structure for the network that aims to empower employees with information worth sharing among their peers. To do this:
- Ensure that champions are provided clear expectations from a wellness leader about the responsibilities of network membership and how expectations fluctuate based on program-year initiatives.
- Ask about conflicts of interest. Consider screening volunteers about interests outside of the company related to commercial health products or programs.
- Encourage network members to consider how they can effectively reach out to employees and keep management informed around the feedback they receive.
- Consider establishing reporting metrics, giving your wellness champions and leaders known targets and a consistent structure for reporting their initiatives.
For example, you may choose to tie results of your wellness network to your overarching employee health management goals, or to the three pillars of a comprehensive wellness program: communications, culture and incentives.
Employees involved in the network need to be able and willing to dedicate time to the role, and they need to have the support of their supervisor or manager for the responsibilities and expected time commitment of being a champion. StayWell’s research indicates champions average about 12 hours per month on wellness activities at their locations.
What metrics should be used to measure increase in wellness events/programs?
Metrics should align with the overall goals and objectives established for your wellness champion network. These may include:
- Program participation rates, overall and/or tracked by location or facility.
- Employee satisfaction with specific aspects of the program (that may be influenced by the wellness champions).
- Changing cultural norms, such as food orders for meetings and events and vending machine sales, through the use of a culture assessment.
Tips to Ensure Network Success
The following are examples of what champions can do to promote improved health throughout an organization:
- Routinely communicate. Ensure that wellness program and policy information/updates are received and understood by their fellow employees.
- Be visible. Serve as role models to other employees by implementing and actively participating in program offerings.
- Share wellness stories. Testimonials can be a profoundly effective motivation tool.
- Host wellness-related educational events. These can include “lunch and learns” to promote healthy behaviors (healthy eating, exercise) and stress management techniques.
- Organize physical activity. Mid-day walks and after-work exercise are examples.
- Coordinate health fairs and onsite screenings. This will involve working closing with HR staff and management.
- Keep the program fun!
This wellness champion network tip sheet poster can be printed and posted at your worksite.
A final point: Once you establish a wellness champion network, it’s essential to nurture it so the team can continue to support your corporate health initiatives.
14 tips to help your company implement wearables in wellness programs
Fitbit, Garmin, and Mio are just a few of the companies offering everyone the chance to keep track of their fitness level throughout the day. Features include tracking steps, sleep and workouts.
Companies, like Target, are finding ways to implement wearable technology into their Wellness Programs. The programs, a part of employee benefits packages, can help lower healthcare costs, reduce absenteeism and increase productivity.
Implementing the wearable technology is a viable option, but without proper implementation it could create legal challenges.
Experts from various industries came together at Fitbit's recent Captivate 2015 conference and created a list of best practices and lessons learned from their experiences with wellness programs tied to wearables.
James Martin with CIO.com compiled a list of the best tips from those speakers in San Francisco.
Employee wellness plans, privacy and compliance
1) Show employees their personal information is secure
Several speakers emphasized that organizations should show (not tell) employees that health and fitness data is secure.
Some employees initially hesitate to share step counts or other health data with their employers, according to Jim Huffman, senior vice president and head of U.S. Health and Wellness Benefits for Bank of America. These people worry that the information could negatively affect their insurance premiums, chances for promotions or opportunities for raises.
Bank of America is "loud and clear" when it regularly addresses such fears in employee communications and assures staff such information won't be used against them. Buffman said companies have to "prove it," too. In the second year of its wellness program, for example, Bank of America didn't increase health insurance premium rates for any of its U.S. employees, even though the company's own costs rose. Bank of America leaders felt it was important to "pay it forward" and demonstrate to employees that participating in its fitness programs is only beneficial. However, Huffman adds that organizations will "always have a portion of employees who will not share their information."
2) Go above and beyond to protect employee data
Wellness and fitness program managers should "take extraordinary steps" to protect sensitive information collected via wellness programs, Huffman said. He also suggested that companies work closely with HR managers to assure staff that their wellness program teams don't have access to sensitive data, such as employee health insurance claims.
Eric Dreiband, a partner with law firm Jones Day, stressed the importance of maintaining a secure "firewall" between data collected by wearable technology and personnel records. The goal is to keep staff health and fitness data away from supervisors or other decision makers, so that it cannot inadvertently affect employee pay or promotions.
If that data isn't kept separate, and there's an employee complaint, the government could investigate and file a lawsuit, according to Dreiband. The Equal Employment Opportunity Commission sued companies in the past because their wellness programs allegedly violated federal anti-discrimination laws when they coerced people to participate.
3) Stay up to data on relevant regulations
Organizations that use wearables to collect employee data need to be clear on the potential compliance and legal issues related to the Affordable Care Act (ACA), Health Insurance Portability and Accountability Act (HIPAA), and Americans with Disabilities Act (ADA), Dreiband said. Wellness plans that collect medical information, such as heart rate and blood pressure, must be voluntary and may not carry a penalty for non-participation in any way, or they could violate the ADA, for example.
Putting employee fitness data to work
4) Compare anonymous fitness data and business goals
Whenever possible, it's a good idea to tie aggregated, anonymous data from corporate wellness program or fitness challenges to metrics that measure business goals, according to Liz Boehm, experience innovation network director for Vocera, a healthcare communication system vendor.
By combining these data sets, senior management can see how (or if) wellness program engagement helps the company achieve fewer manufacturing errors, lower employee turnover rates, or achieve other business goals. These insights can help keep senior executives bullish on the company's wellness and fitness programs, and convince skeptics the programs are worth the effort and expense.
5) Don't overthink baselines
Companies should avoid getting bogged down when they try to determine baselines for the wellness and fitness program data they want to measure, according to Jennifer Benz, CEO of Benz Communications, which specializes in helping organizations communicate health and wellness programs to employees. (Notable Benz clients include Intuit and Adobe.)
"There's already a lot of great baseline data out there, so you don't have to figure out precisely where your organization is to figure out how to measure improvements."
6) Keep it simple
Companies shouldn't get carried away and try to measure too many things, Benz said.
"Most successful organizations find a couple of metrics to track that are key to their overall business environment," she said.
Wellness programs can often have a "halo effect," as well, giving employees a better sense of their health, according to Benz, which is "something you may not be able to measure, but will be able to see and hear among people in your organization."
Tips for enhanced communication, outreach for fitness programs
7) No silver bullet
There is no single communications channel that's best for raising employee awareness and engagement, according to Benz. So, it's best to embrace multiple channels and formats. Most employees have preferred ways of receiving information, such as viewing online video or reading infographics and email, and the way to reach the largest audience is by using more communication methods.
Ultimately, the goal is "to change wellness behavior, not communications behavior," Boehm said.
Bank of America uses "every form of communications possible" to detail updates, features and benefits related to its wellness program and health challenges, according to Huffman, including the company Intranet, email, "snail mail" sent to employee homes, and team meetings. Before opening each day, Bank of America branches also have "team huddles," which are ideal for communicating information about company wellness programs.
8) Share employees' positive experiences
Several speakers at the San Francisco Fitbit conference said sharing testimonials is an excellent way to engage employees in wellness programs or fitness challenges.
"People love to read stories about their colleagues," Benz said. For example, an 'average Joe' who was a smoker for 20 years successfully completed a cessation program offered by one of Benz's corporate clients. The company highlighted 'Joe's' accomplishment in one of its employee newsletters, and nearly 100 fellow employees emailed him to say the story inspired them to join the program, Benz said. Joe also told his company benefits manager that, after all the recognition he received for quitting, he "definitely can't start smoking again."
Boehm added that organizations should find testimonials from all levels of the company and "keep putting them out there." Employees featured in testimonials can be a wellness program's "best advocates."
9) Focus over generality in communications
Unfortunately, there's no one-size-fits-all approach to effective communication, Boehm said. "The more tailored your communications are (to individual interests), the more engagement you'll get." You're trying to get people to change their behavior, she said. But if your approach is too broad or general, employees might think the message doesn't apply to them.
10) Be timely and proactive
Organizations' communications should be timely and relevant whenever possible, according to Benz. She suggests following the "TaskRabbit model" by striving to make communications "helpful for others" and giving employees information they can act on. For example, if an employee needs an MRI, a company might provide information on affordable facilities that perform the test before the employee makes an appointment.
More tips for successful corporate wellness programs
11) It's not all about the Benjamins
It's never a good idea to depend solely on financial incentives to motivate employees. Many employers choose to increase financial incentives to motivate staff health improvement, but the majority of workers don't take full advantage of the incentives, according LuAnn Heinen, vice president, National Business Group on Health (NBGH).
In 2015, 79 percent of employers will offer monetary health incentives, up from 63 percent five years earlier, according to a 2015 NBGH and Fidelity Investments survey, which Heinen cited. The same survey also found the average maximum incentive amount rose to $693 this year compared to $594 in 2014, while only 47 percent of employees earn the full incentive amount, and 26 percent earn just a portion of the total.
Though important, financial incentives, as well as future health rewards don't always motivate sustainable participation in wellness challenges and fitness programs, Heinen said. The promise of fun, overall better quality of life, and higher energy levels are often more effective motivators, she said.
12) Help employees help themselves
Creativity can go a long way toward giving employees easy options to care for themselves. For example, mindfulness — the act of "being in the moment" —is gaining popularity in corporate wellness programs, according to Heinen. Pitney Bowes, for example, offers five-minute guided meditation for employees over the phone.
13) More physical activity isn't always better
The goal of increasing physical activity isn't always appropriate for all workers. Some workers, such as nurses or employees in packing and shipping departments are always on their feet, so increasing steps isn't necessarily a wise move, Boehm said. Instead, decreasing steps can make these types or workers more efficient in their jobs and "give them energy to focus on what matters most" at work and at home.
14) Cheaters never prosper
Organization shouldn't worry about fitness challenge "cheaters," or people who manipulate their fitness data. Companies that roll out a Fitbit Wellness program can enable or disable employees from manually logging steps, according to Amy McDonough, vice president and general manager, Fitbit Wellness. However, McDonough says Fitbit has "found that with good communications and transparency about how a program ties to incentives and what data is being shared, the majority of employees will be honest and will keep each other honest."
4 ways to maximize the benefit of your workday breaks
Take a look at your workday. When do you take a break? How long is your break? What do you do on your break? Do you take more than one break? Do you feel recharged after your break?
Those questions were the focus of a study done by 2 Baylor University researchers. Emily Hunter, Ph.D. and Cindy Wu, Ph.D. are associate professors of management in Baylor's Hankamer School of business. The pair surveyed 95 employees between the ages of 22 and 67 over a 5-day workweek. Each person was asked to document each break they took.
The research defined a break as “any period of time, formal or informal, during the workday in which work-relevant tasks are not required or expected, including but not limited to a break for lunch, coffee, personal email or socializing with coworkers, not including bathroom breaks.”
When compiling the total of 959 break surveys, Hunter and Wu were able to provide a greater understanding of workday breaks. Their findings offer suggestions on when, where and how to plan the most beneficial daily escapes when on the clock.
Key findings of the study include:
1) Best time to take a workday break: Mid-morning.
A typical work day may have you counting down to lunch, but the study found an earlier break is more successful in replenishing energy, concentration and motivation.
“We found that when more hours had elapsed since the beginning of the work shift, fewer resources and more symptoms of poor health were reported after a break,” the study says. “Therefore, breaks later in the day seem to be less effective.”
2) What to do on your break: Something you enjoy and not necessarily non-work related.
The study found no evidence that non-work-related activities are more beneficial. Instead, do things choose to do and like to do which could include work-related tasks.
“Finding something on your break that you prefer to do – something that’s not given to you or assigned to you – are the kinds of activities that are going to make your breaks much more restful, provide better recovery and help you come back to work stronger,” Hunter said.
3)"Better Breaks" = Better health, increased job satisfaction
Employee surveys showed those that took mid-morning breaks and did things they preferred led to less somatic symptoms like headaches, eyestrain and lower back pain after the break.
The study also found the employees also experienced increased job satisfaction and a decrease in emotional exhaustion.
4) But how long should the break be?
The study wasn't able to pinpoint an exact length of time for a better workday break, but it did find that more short breaks with associated with higher resources - energy, concentration, and motivation.
“Unlike your cellphone, which popular wisdom tells us should be depleted to zero percent before you charge it fully to 100 percent, people instead need to charge more frequently throughout the day,” Hunter said.
Hunter and Wu believe the results of the study benefit both managers and employees.