Wellness Program Incentives

The Partnership for Prevention was formed to bolster Fortune 1000 companies to consider making workforce health a CEO problem and adopt strategies to encourage prevention and wellness. Following several years of double-digit rate increases for health care insurance, companies are realizing that one of the best ways to slow the cost increases is to have staff members take more responsibility for both expenditures and health choices. A majority of companies surveyed feel that the best way for decreasing expenditures is financial incentives/rewards to bolster staff members to adopt healthier lifestyles.

Nearly 100 percent of companies surveyed say that health costs will be a critical or significant problem over the next five years, according to a survey by United Benefit Advisors. More companies are adopting higher deductible medical programs with HRA’s or HSA’S, wellness programs, and expanded disease management programs in order to control ever-growing healthcare costs.

Failure to deal with these issues could be disastrous for a business. Wayne Sensor, Chief Executive Officer of Alegent Health recently stated, “I think that we have built a healthcare machinery we can’t afford. I think we are choking the economic engine of America.” In his October 2005 newsletter, Dr. Andrew Weil stated, “I think rising health- care costs are becoming the primary economic problem in our nation”. Obesity costs California companies billions of dollars each year. Projected costs for 2005 may reach 28 billion dollars for direct and indirect healthcare costs, worker’s compensation, and lost productivity. California has experienced one of the fastest growing rates of obesity of any state.

According to California Health and Human Services Secretary Kim Belshe, “The obesity epidemic is more than a public health crisis, it is an economic crisis.” What is frightening is that most people do not even realize that they are obese, which is defined as only 20 percent above normal weight. There is a great need for additional education on weight and resulting diseases, and the worksite is an ideal venue. Wellness education and programs can result in a important return on investment and, if structured properly, can produce results in a very short period of time.

Although a myriad of corporations have attempted some form of wellness program in the past, results from those efforts have been disappointing. In many cases, the healthier employees participated for incentives, such as fitness center memberships, but those who necessitated it most did not take advantage of the program in a meaningful way. Corporations are looking at ways to promote more employees to buy into the wellness movement.

A recent webinar hosted by Human Resource Executive Magazine and presented by Carlson Marketing Group titled, “Healthier employees; Healthier Bottom Line: Engaging employees is the Missing Link in Managing Health Care Costs,” drove this point home. This session offered actionable advice on how employers are achieving higher impact with their wellness investments by focusing on employee engagement. It also highlighted how you can set up an Economic Engagement Model to forecast the potential effect for your employer.

Employers can no longer ignore the issue of their employee’s unhealthy lifestyles and must take action to engage them in a meaningful wellness program to cut health expenditures, absenteeism and lost work rate. employees also profit as they derive better health and greater satisfaction in both their personal and professional lives. The alternative is being caught in a non-competitive position and severely impacting the bottom-line of the business.

A listing of potential wellness subject matters and ideas not previously mentioned follows. Take some time to “think tank and brainstorm” new ideas with your own internal employee Workplace Wellness Program Committee.

Nutrition Category
• Low-fat campaign/food groups
• Team salad bars
• Vending machine changes
• Diet analysis by a dietician
• Produce on parade
• Eating disorder support group
• Restaurant education

Physical Activity/Exercise Category
• “Elevoiders” – stair climbing
• Poker walk
• Mall walking program
• Facilities – showers, bike lockers, exercise space, etc.
• Team treks
• Walk-a-block trails
• Recreational tournaments
• How-to-choose equipment talks
• Running maps
• Biking maps
• Deskercises (mini stretches for desk jockeys)
• Fit-over-forty club
• Tennis shoe Tuesday
• Walk 100 miles in 100 days
• Walking “buddies”
• NW Trek!

Miscellaneous Category
• House calls
• Meet your benefits providers
• Dental health
• Fire safety
• Ergonomic assessments
• Self-help learning
• CPR/first aid course
• Hearing test
• Hand washing campaign
• Cancer screenings
• Back class
• Passports to health
• Vision screenings

Stress Management Category
• Comedy hour
• Stress Pest
• Humor newsletter
• Money management classes
• Time management seminars
• Relaxation class
• Better sleep campaign
• Relaxation room

Other departments within a company will likely focus on related areas of employee safety and injury prevention. Wellness activities are a natural partner to many other human resource, employee motivation, and safety programs. Body mechanics, ergonomics, and safe on the job practices are three areas which may be coordinated together.
• Soft Tissue Sprains & Strains: This injury category continues to remain the number one financial loss for workers’ compensation. Many health insurance dollars are also invested on back pain, other sprains, and strains. Wellness and safety efforts can focus on:
• Warm up stretches before starting work or periodic stretching during work. These can do much to prevent soft tissue injury. Give training to work groups so they may begin a stretching program. These groups can then continue on their own.
• The Worksite Wellness Program Committee might consider contracting a fitness professional to come in and conduct stretching “refreshers” for employee groups throughout the year.
• Provide body mechanics training on an annual basis or more frequently if possible. These training sessions ought to focus on work related tasks and safety, as well as feature a segment on home tasks and body safety.
• Partner with your employer’s workers’ compensation carrier to support  in providing body mechanics training, job safety analysis, and other preventative services which can help workers work safer, smarter, and avert injury.
• Begin a safety concerns suggestion box. Urge staff members to report safety and/or injury concerns. Help upper management to establish policy to recognize and reward staff members who offer safety recommendations, provide tips, and solution ideas.
• A periodic presentation featuring a local medical provider discussing such subject matters as safe body mechanics, recovering from a back injury, appropriate spine care, etc.
• Partner with senior staff and supervisor teams to recognize and reward work groups who are thriving with safety and injury prevention.
• The ergonomics of an employees’ workstation/work place design is valuable and applicable to every group.
• Offer ergonomic training opportunities to interested workers volunteers. These individuals can then assist  other workers to assess their work areas for safety, comfort, and injury prevention.
• It is often more effective to have an observer evaluate staff members for helpful and friendly comfort recommendations rather than it is for individuals to assess themselves.
• One suggestion is to have workers remind one another about correct posture, to take breaks, to stop and do quick mini stretches, etc.
• Take before and after photos of work areas as changes are made. This will help to show how small adjustment changes can often make sizable comfort changes.
• Partner with the employer’s workers’ compensation carrier to help advance ergonomic policies and practices and to provide employee training.

Tying wellness activities into holiday themes is a plan generally used to foster interest and participation. Nonetheless, be aware that offering holiday activities in the worksite can foster concerns. Your worksite may have policies and instructions already in place about concerns such as appropriate decorations themes, work time, etc. Be sure to check with management regarding all instructions and policies.

Remember to include and acknowledge the holiday celebrations of the various cultures or groups represented in your workforce. It is generally safer to use graphics, themes, and wording that are not specific to one culture, as others might feel left out. In fact, acknowledging diverse holidays, if done respectfully, can help familiarize your workforce with values and practices of different cultures and ethnic groups.

A few topical ideas for holiday themes include:
• Workplace Wellness Program Committee participants distribute “healthy heart valentines” to each employee for Valentine’s Day.
• Thanksgiving “turkey trot”. Staff Members who exercise three times a week for at least one-half hour between November 1 and 15 are entered into a drawing for a free turkey (can be purchased at the local grocery store or donated).
• Chinese New Year tai chi demonstration. Consider a follow-up worksite introductory tai chi class offering.
• Christmas/Kwanzaa/Hanukkah/etc. holiday food potluck. Members of different cultural or ethnic groups bring in a dish reflective of their holiday traditions. Each person can say a few words about the origin and tradition behind the food. In this holiday theme, food need not be low fat or especially healthy, since the purpose is enhancing cultural diversity, not counting calories.

Pre/Display Holiday Weigh In

Holiday weight gain can be a tremendous health challenge. This wellness program exercise is fun, low-key, and helps employees monitor their weight during the holiday season.
• Participants weigh-in with a “trusted” confident prior to Thanksgiving. The weigh-ins may be conducted on the honor system, but weight must be recorded on a weight-tracking card. You might invite a local nurse or Weight Watchers representative to monitor weigh-ins.
• employees set a personal intention of maintaining their weight from Thanksgiving to New Year’s Day.
• Weight cards are stored in a secure file location.
• Offer weekly weight management hints. These must be posted next to the wellness bulletin board, sent via email, or offered in handout form.
• Or, alternate the weekly hints with healthy recipe options.
• Remind employees of the necessity to continue physical exercise during the hectic holiday season.
• Weigh everyone the first work day following New Year’s Day. Record the weight on the tracking card.
• staff members who have maintained their weight or who have lost weight receive a prize and award certificate.
• workers who gained weight receive a certificate of completion and an invitation to continue participation in a related health weight wellness exercise.

National health observance campaigns can lighten workload and effort. Many of these well-developed observances have kits and materials which can either be downloaded for free or purchased inexpensively. Monthly health themes, week long events, and nationally recognized days of the year are also wonderful ways to have fun while participating in larger events. Health observances are tied to almost every aspect of wellness and health. Things to consider:

• National observances present opportunities to work with other community agencies and employers to coordinate larger events and celebrations.
• A wellness message is more likely to stick with people if the information is presented at work, in local grocery stores, and on television.
• National Employee Fitness Day/Week (April) is a good place to start.
• A word of advice: do not go overboard in attempting to tie a wellness program into these national observances, as there are so many. Pick one to three events per year and stick with these. Create and promote events well ensuring that workers will come to expect and anticipate these programs each year. It is best to do a few Worksite Wellness Programs very well than a myriad of promotions poorly.

Many employees enjoy group related activities. These activities usually take place on an employee’s time away from work and participation is fully voluntary in nature. Although the sports group is not part of an employee’s regular work duties, if the group or activity is associated with the organization, the organization might be held liable in the event of an employee injury. If the activity brings with it a risk of injury, it is essential to address the possible risk and liability concerns with the correct organization department. Also consult with your organization’s workers’ compensation carrier and/or legal counsel.
• Develop summer softball or volleyball teams, a winter ski outing, fall and winter tobacco-free bowling teams, a spring golf tournament, summer walks, etc.
• Provide brochures and catalogs from area Parks and Recreation departments and county park organizations so employee can take advantage of neighborhood leagues, trips and offerings.
• Invite an official from one of the above employers to speak at a employer brown bag event, or invite an area Parks and Recreation instructor to offer a demonstration of a new class offering.

Family Friendly Activities

Periodically offer activities which can be taken home and shared with the entire family. Ideas for these include:
• TV Free Week (usually in April): Create a chart for the little ones to use to record their TV-free participation.
• Offer a certificate to anyone who is TV-free for a week.
• If possible, offer a few prizes (but not video rental certificates, video games or other TV-related items) for related categories, such as less than 5 hours of TV, no video games for a week, etc.

Stress Management

Many simple wellness activities and practices can help staff members know the role stress plays in effecting health, safety, and productiveness. It is significant to help staff members know simple stress management strategies for decreasing stress levels.
• Stress kit check out. Have stress management tools available for employee use during a scheduled break time. Consider offering relaxation music or programs including player and headphones; mat or blanket to lie on; neck pillow; eye mask; and stress massage rollers.
• Provide a stress management brown bag event at which workers can try different types stress management tools.
• Urge workers to take ten-minute relaxation/exercise breaks. Post reminders.
• Give a comfortable employee break area.
• Designate a “quiet room” for meditation and relaxation, if possible.
• Work with Senior Leadership to keep supervisors informed about the effects of stress in the worksite. Supervisors are often the first step in assisting workers find different ways of managing work related stressors.
• Contact the Employee Assistance Provider (EAP) for a variety of stress management information and self-assessments.
• Offer stress management self-assessments to interested staff members. Follow these up with a stress management videotape, a brown bag presentation, or a area guest speaker.

Mental Health and Wellness

Emotions and mental health greatly affect overriding health and wellbeing. Every Worksite Wellness Program should incorporate some services, programs, resources or activities to address mental health concerns.

Mental health subject matters can be sensitive areas for employees. Therefore, it is valuable to offer information in a variety of ways, worksite presentations being just one possibility. For example, put domestic violence resource cards in the restrooms to offer useful information in a private setting that does not embarrass anyone. Other considerations include:
• When planning to offer an oratory event or presentation a neutral class title will ensure potential participants won’t be put off by the name. For example, “Parenting in 2004″, “Positive Parenting”, or “Parent University” is much more appealing than “Stress and Parenting”.
• Be sure to allot proper time when hosting EAP/mental health courses for a question and answer session so participants may ask specific questions. Always remind participants that individual help is available through the EAP and also through their health benefits. Give written contact information for your EAP, but do so discretely.
• The Employee Assistance Program(EAP) is an great partner and resource for wellness programming in these areas. The EAP can help discover ways to address mental health, stress, coping, and other related issues.

Smoking Cessation

Smoking cessation assistance is a worthwhile wellness exercise. Smoking is frequently a difficult habit to overcome. Workplace wellness activities to support “tobacco-free” living include:
• Use American Lung Association resource. These include the Freedom From Smoking group and/or video-tutorial. There is also a follow-up video “A Lifetime of Freedom From Smoking”.
• Reward people who have successfully quit smoking for six months with an appropriate “kicked the habit” certificate and some type of incentive gift.
• Offer “cold turkey” sandwiches to tobacco users who pledge to quit during the Great American Smokeout.
• Begin a “quitting or thinking about it” support group to help  and advocate people trying to stop smoking.

Alcohol, Drug Abuse, and Addictions

If a substance abuse policy is not in place in your workplace, advocate that one be developed. Request a knowledgeable Employee Health Promotion Program Committee member be included in the policy development process. If such a policy is already in place make sure Employee Health Promotion Program Committee members are aware of the policy and have a thorough understanding of it. From time to time, remind staff members of wellness resources and programs available.
• Invite AA, NA, AI-Anon, and other groups to meet in a company building and/or publicize community gatherings.
• Serve non-alcoholic drinks whenever alcohol is served, and make sure food is always served along with alcoholic beverages.
• Give easily accessible information about counseling, referral, and treatment programs available in the neighborhood. Put this information in an area where it can be viewed without embarrassment.
• When delivering wellness programs include information about responsible alcohol use on stress/weight management, diet, physical fitness, smoking, and accident prevention.
• Issues such as co-dependence and the difficulty of helping a substance abuser can also be addressed. Offer this information as part of the wellness program by offering informational materials, brown bag sessions, EAP information, etc.
• The Employee Assistance Program(EAP) provider is an excellent resource for substance abuse wellness programming and or employee assistance.
• Other addictions, such as problem gambling, food addiction, shopping, Internet addiction, etc., can be an issue and can reach the point of affecting a person’s life and work. Provide information, video review, or employee assistance sessions approaching these subject matters.
• A Company Wellness Program Committee member may gain personal information regarding a employee concern. Remember to keep all employee information totally confidential.

Interest in increasing physical exercise ranks nearly as high as weight management in employee interest and need. Ideas for building employee awareness and participation in physical activities follow:

• Fitness classes in the worksite: Onsite exercise can be much more convenient for workers. Nonetheless, workplace classes require logistical planning and coordination with attention to details. Onsite classes are generally more feasible for larger organizations. As part of the steps in planning and assessment, talk with other Company Health Promotion Programs offering worksite classes. Ask what their experience has been like. Speak to potential vendors in the area as well. Find out what it would take to offer an on-Site fitness class. YMCA’s, health clubs, and neighborhood recreation programs are great resources for this kind of discussion. It is also feasible to offer a “mini” introductory worksite class series. A mini series might consist of an introduction to a new physical exercise area. Staff Members are then expected to make the transition to home or neighborhood based programs.
• Nerf Olympics: Nerf games are fun (and entertaining) activities that encourage movement, flexibility, stress reduction, and usually are a good laugh. When planning such an activity consider setting up a “challenge” stations with various activities. Ideas for activities include hula hoop contests, Nerf basketball free throws, Nerf football tosses, Frisbee “golf”, jump rope, etc. The Wellness Team will lay out the course. Each colleague goes through the stations and gets a “gold” medal (you can buy these at party stores and toy stores inexpensively) for completing all of the stations (no matter how badly they perform). Begin each colleague at intervals allowing for smooth running, but expect high difficulty stations to be backed up. This delay can add to the fun and creates a ‘keystone cops’ scenario. Nerf Olympics is a wonderful activity to do with an audience, so encourage cheering coworkers.
• Offer incentives to staff members who engage in aerobic exercise such as walking, running and bicycling on their own time (see objective setting program, offer points toward prizes, etc.).
• Give out maps of walking/jogging trails located near the workplace. Mark distances in steps and miles. Encourage employees to walk during lunch and/or break times. Post a steps accumulated map on a workplace wall where employees can log their steps or miles.
• Encourage joggers, walkers, and those who enjoying other forms of exercise to form fitness groups to meet before work, at lunchtime, or after work.
• Promote the use of stairs instead of elevators. Place bulletin boards, art contests, etc., in stairwells.
• Offer “Bike-to-Work” or Walk-to-Work week.
• Provide five-minute desk stretching at the worksite. This can relieve repetitive motion issues as well as eye and back strain.
• Develop a personal challenge exercise such as “Climb a Mountain” or “Swim a Sea”. This is an honor system program in which participating staff members are awarded minutes, steps, or miles credit for cardiovascular exercise (swimming, walking, running, skiing, biking, stair stepping, aerobics, etc.). The object of this type of challenge is to accumulate the equivalent mileage it would take to reach the top of a famous mountain, span a body of water (swim the Columbia River), or reach a distant city/county. Try personalizing the challenge as much as possible to individual interests and/or area geographical matches close to the worksite.
• Gather a variety of exercise video or DVD tapes. Workers can either check out a tape for home use, or offer a group exercise video class.
• If it is not possible for employee to leave the building to work out during lunch, try implementing an in-house aerobic walking track for employee use in an unused part of the workplace for lunch, break or after hours use. An example of how this problem might be solved is the use of stationary bikes and other small exercise equipment provided for employee by some 911 call centers.
• Organize a “Personal Best” Challenge”. Staff Members run, walk, bike, etc. their own personal best time. Repeat the personal best challenge each quarter to six months. Each time an employee improves, offer recognition and an appropriate award. Also, recognize those employees who maintain their personal best in the same way. Encourage non-participating employees to get involved. Assist these individuals in choosing an exercise that is comfortable and of interest for them, and one in which they can succeed and progress.
• When you offer an introductory or other worksite exercise class or activity, make sure the instructor can relate to the audience, and the audience can relate to the instructor. Have a Workplace Wellness Program Committee member go to a current class by the selected instructor class prior to the instructor delivering a class at worksite. Also, consider the staff members who may be potentially attending the class. Sometimes larger and/or older exercise instructors are often better accepted by audiences who are similarly sized and aged.
• Organize a themed “virtual” trek. Calculate the mileage for the proposed “trip” ahead of time. Be sure that the distance is appropriate for the number of expected participants and time for the event (six to eight weeks) works well. For longer programs, small teams can accumulate their mileage for the trip. Establish a reporting network. Display a map to track the trip. Chart the progress with stick pins, a magic marker, or a highlighter. Provide a brief humorous fictional narrative of the trip, posting a new one each week. Include as many participants’ names as possible. Alternate posting humorous texts with health tips along the way. Provide an incentive at the end of the trip.

Ideas For Physical Activity Themes:

• Swim the Mississippi to the Mardi gras.
• Take a tour to all Oregon counties.
• Take a tour of Oregon from Enterprise to Brookings.
• Run or walk around the world (25,000 miles).
• Tour de France (take all summer)
• Tour de France on a stationary bike (take all winter)
• Indianapolis 500
• Climb Mount Everest (stairs or stair climbers). Target Sir Edmund Hilary’s birthday or the anniversary of the first conquest as a completion date.
• Climb Mount Washington or Mt. Hood. Target President’s Day as a completion date.
• Climb any significant mountain and tie it to any remotely related event.
• Use time in exercise as a measurement for the contest rather than distance. This allows you to treat all forms of aerobic exercise more equitably.