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[Audiobook] Human Resources | Health and Wellness at Work
How can workplace wellness programs transform your business? By listening to our latest episode, you'll uncover the secrets to enhancing employee happiness, productivity, and overall company success through strategic health and wellness initiatives. We kick off by defining these programs and exploring the financial savings they can bring to your organization. Hear Sandra's inspiring story of overcoming smoking with company support and how fitness discounts can pave the way for a healthier workforce.
We then turn our focus to the critical issue of substance abuse in the workplace. Discover the high stakes of nicotine dependence, alcohol, and drug abuse, and their impact on both health and productivity. Through Tony's transformative journey, we discuss effective support strategies such as free nicotine gum and health screenings that companies can implement to foster a healthier workplace. Learn how investing in cessation programs can lead to a significant boost in employee well-being and performance.
Lastly, we delve into the nuts and bolts of creating customized health and wellness programs that truly work. From thorough planning and management backing to the importance of preventative health screenings, we cover it all. Philip's challenges in rolling out a mandatory wellness program underline the necessity of research and communication. By following our insights, you can cultivate a culture of wellness that not only supports employee health but also drives engagement and loyalty. Don't miss our closing thoughts on the profound impact of workplace wellness, featuring wisdom from historical figures and a heartfelt wish for your continued journey towards better health.
Sign up for our self-paced courses or instructor-led workshops at www.ht-a.solutions
Sign up for our self-paced courses or instructor-led workshops at www.ht-a.solutions
Sign up for our self-paced courses or instructor-led workshops at www.ht-a.solutions
Health and Wellness at Work. Module 1. Getting Started. Health and wellness are important aspects in anyone's life. Having employees who are happy and healthy is important in a company. Employees who are happy are more productive and stay longer with the company. Offering a health and wellness program helps you as an employer while helping your employees.
Speaker 1:Module 2. Definition of a health and wellness program. Understanding the meaning of a health and wellness program is the first step in effectively creating one. Every year, companies spend massive amounts of money on health-related issues that could be avoided. A health and wellness program can help alleviate some of these expenses. Let's explore together how a health and wellness program could help you and your company. When your employees are happy and healthy, they cost your company less money and health expenses and have better lives in general. According to a study done by the National Coalition on Health Care, employer insurance premiums increased 7.7 percent twice the rate of inflation. Employer insurance premiums increased 7.7% twice the rate of inflation. So what exactly is a health and wellness program? A health and wellness program is a corporate program that is implemented to enhance physical and or mental health. There are many types of health and wellness programs and many benefits. Depending on the program, they can help reduce health insurance costs, safety incidents and even absenteeism.
Speaker 1:According to the National Safety Council, nearly 1 million workers a day are absent due to stress, costing American companies roughly $300 billion a year in loss of productivity and the cost of temporary help. Productivity is the capacity or ability to produce goods or services. A company thrives on maximizing their productivity. When are employees at their most productive state? The answer is simple when they are happy, healthy and engaged. Employees who are stressed or ill are not going to be as productive as employees who are happy and healthy. Stressed out and unhealthy employees have lower morale and higher absenteeism. They are prone to more accidents and have a decreased interest in their positions. According to a study done by Perry T Integrated Benefits Institute, employers paid upwards of $20,000 per employee per year for all health costs and lost productivity costs. Over $6,000 of that was due to a loss in productivity due to sick leave. Employees who are happy work smarter and harder.
Speaker 1:There are many ways to have a health and wellness plan geared towards keeping employees happy. Offering a stress management workshop could provide employees with some strategies for dealing with stress in their life, or some financial counseling could help alleviate financial stressors. There has been a direct correlation between exercise and happiness, so an exercise-centered wellness plan could help as well. Exercise releases the dopamine in your brain. Dopamine is considered to be the happy chemical. It's a chemical in the brain that promotes pleasure and happiness. Exercise also boosts energy and helps reduce stress.
Speaker 1:Having healthier employees is the most basic goal of a health and wellness program. Having healthier employees means less cost for doctor's visits, prescription drugs and hospital visits. Healthcare benefits are one of the costliest expenses for a company. On average, employers contribute $10,000 to each employee's $15,000 family coverage premium. It costs a company more to insure employees who have health issues like diabetes, high blood pressure and those who smoke. A health and wellness program that aids in lessening preventative conditions can reduce health care costs for both the employee and the company. According to the CDC, a smoker who spends $6 on a pack of cigarettes a day can save more than $2,000 a year by giving up smoking, and many companies provide lower insurance premiums for non-smokers, creating additional savings. Companies provide lower insurance premiums for non-smokers, creating additional savings.
Speaker 1:Absenteeism refers primarily to an unscheduled absence of an employee and is a huge expense for companies. Today, an employee's absence can be for justifiable reasons, like illness or injuries, but regardless of the reasons behind their absence, productivity declines when employees are away from their positions. A healthy employee is less likely to get sick and thus less likely to call in. When an employee is absent, morale and productivity decrease and costs increase. An employee who is away from their position is usually replaced with another employee or a temporary employee. If the replacement employee needs to be trained, the productivity is either lessened or comes to a stop. If it's a current employee who is replacing the absent employee, they may gain overtime because of the extra shift. The company may also have to pay PTO to the absent employee.
Speaker 1:Sandra is an employee of a major grocery chain in Utah that specializes in organic and local products. She has been working at the grocery store for five years and enjoys her job. Her job is physically demanding. There is a lot of heavy lifting and walking in her position. In addition, sometimes the customers are not as pleasant as she would hope. The stress of dealing with difficult customers sometimes is overwhelming for new employees. Sandra has had many offers for employment from other grocery store chains, but she never strays. She likes her job but she loves the company. The company offers a lot of benefits that she would miss if she switched companies. She was able to quit smoking because of their smoking cessation plan, which in turn helped with her daughter's asthma problems. She gets a discount to the gym which she uses to blow off work stress after a long day. The company offers a lot of health-related plans that show her they really care about her physical and mental well-being. They have even started paying for her evening college courses. Sandra is working to get a degree in management so that she can continue with the company as a manager.
Speaker 1:Module 3. Types of Health and Wellness Programs. On average, an employee spends a third of the day at work, which is a lot of time. With all of the time we spend at work, health and wellness programs give the company a unique opportunity to enrich the lives of its employees by promoting good health. There are many different types of health and wellness programs that a company can adopt. You will need to evaluate which programs are needed for your company in order to optimize the best results. Here are just a few of the more major health and wellness programs that you could implement in your company.
Speaker 1:One of the primary health and wellness program types focuses on health behaviors. Health behaviors are the actions of a single person or group of people to modify or preserve their health status in order to avoid injury or illness. A health behavior could be something as simple as deciding to go for a walk every day, or something as complex as getting treatment for a substance abuse problem. The four most common health behavior programs are Increasing physical activity, nutrition and weight loss, tobacco cessation, substance abuse treatment, health screenings and maintenance are an integral part of a health and wellness program.
Speaker 1:Health screenings are tests that detect diseases or conditions prior to the presentation of symptoms. These types of screenings could be for something as common as high blood pressure, diabetes or cancer. Providing employees with a free screening helps both the employee and the company by identifying these diseases and conditions before they become fatal. Maintenance refers to checkups, physical exams and immunizations. Offering a yearly physical or checkup is a great preventative measure that aids in wellness. Having a yearly exam allows you to gain some familiarity with your physician and then with your health needs. During these visits, your doctor can potentially identify conditions that have not yet presented themselves via symptoms. According to the Partnership to Fight Chronic Disease, nearly a third of the 133 million Americans with a chronic disease don't even know they have the disease, which means as many as 100,000 lives could be saved each year by simply increasing the use of common preventive care services like physical exams.
Speaker 1:According to the CDC, mental health is a state of well-being in which the individual realizes their own abilities, can cope with the normal stresses of life, can work productively and fruitfully, and is able to make a contribution to their community. The CDC also states that fewer than 20% of US adults are considered to be in a state of optimal mental health. Mental health is a broad topic that can have a negative stigma attached to it, but it is a serious issue. Mental health programs can help with stress management, grieving employees and employees who need a support system. Depression is a leading cause for absenteeism and reduced productivity. Employees who are depressed are less engaged and don't put in the effort that a happy employee would. Keeping your employees happy and healthy benefits your company.
Speaker 1:Some health and wellness programs can target safety in and out of the workplace. Regardless of if the injury happens on or off the job, it could still mean that your employees are absent for a long length of time. Having programs in place that help the employee avoid injuries on and off the job will only benefit your company. A wellness program could include teaching the proper way to lift heavy objects or what kind of posture to use when sitting at a computer. The most common types of injuries are falls, slips and trips, repetitive motion, falling objects, overexertion. There are many types of safety programs you can implement. The most important aspect is to make sure that the employees are educated on how to keep from injuring themselves. Safety programs could consist of back injury prevention, education on ergonomics, proper lifting, safety instructions for hand tools, instructions on how to use a fire extinguisher, how to prevent slips, trips and falls.
Speaker 1:John had a heart attack last year during a time when he was dealing with a lot of stress. After the heart attack, he found out he had been living with high blood pressure and cholesterol for some time. His doctor put him on some medications to help control these conditions, gave him a diet and exercise plan and suggested he take some stress management courses. After he was able to return to work, his boss came by to check on him. John's boss reminded him that the company offers counseling to their employees and that could help John deal with his stress. He also told John that the company has healthy eating options in the cafeteria and can give him a discount on a gym membership. Today John is still with the company. He now has the tools he needs to deal with the daily stress that his life creates. He has lost 30 pounds and has lowered his cholesterol and blood pressure. John has never felt better.
Speaker 1:Module 4. Health Behavior Programs. There are many different programs you can utilize to promote the health and wellness of your employees. This particular section is going to focus on health behavior programs. These programs are used to improve the routine behaviors of an individual to increase their health and well-being. These types of programs should be voluntary but highly recommended.
Speaker 1:Many physicians will agree that exercise has a multitude of physical and mental health benefits. Adding exercise to your employee's life will create a happier and healthier employee, thus giving you happier customers. The benefits of exercising include decreases weight when combined with a diet, improves mood, increases energy, facilitates better sleep, reduces stress, lowers blood pressure, lowers cholesterol, reduces type 2 diabetes risks, increases bone and muscle strength, reduces risk of colon cancer, reduces risk of breast cancer. With all of these health benefits, why wouldn't you want to encourage physical activity? While you can't make it mandatory, there are ways to make it fun for employees and make them want to participate. The way to ensure your program is effective is by talking to your employees and finding out what would motivate them to exercise. Here are a few ideas for you. Have a walking break for the employees. Here are a few ideas for you. Have a walking break for the employees. Offer free or discounted gym memberships. Partake in community walks like March of Dimes or Breast Cancer Awareness. Establish indoor or outdoor walking trails on the company property. Offer incentives for employees to use the stairwells instead of the elevator. Sponsor employee athletic teams. Develop a stretching policy. Have a designated area where employees can exercise. Provide jump ropes, yoga mats, etc. Put a bicycle rack area for employees who want to ride their bikes to work.
Speaker 1:Obesity is a growing problem all over the world and a hot-button issue. According to the Journal of American Medicine, more than one-third of Americans are obese. The same article stated that the estimated annual medical costs of obesity in the US were $147 billion. The average costs for an obese person were $1,429 higher than the costs for a person of normal weight. Implementing a weight loss program and or a nutrition program helps the company save money and the employee live longer. Not only would it positively affect the employee's life, but their families as well. Have a healthy food vending machine or offer healthy options in the vending machine. Offer free fruit in the break room. Offer discounts on healthy options in the cafeteria. Have a healthy food potluck. Have a contest for healthy recipes. Offer a healthy cooking demonstration. Have a weight food potluck. Have a contest for healthy recipes. Offer a healthy cooking demonstration. Have a weight loss support group. Encourage breakfast. Provide information on vitamins. Put food pyramid charts or my plate food guides in break areas. Have water coolers in the office to promote drinking water. Offer educational materials relating to nutrition. Have an area where employees can weigh themselves. Have employees submit healthy recipes for company cookbook.
Speaker 1:So many people die each year because of tobacco-related illnesses. For many people who are using tobacco, they may feel like quitting would be too hard. Offering an incentive and support could be the push they need to take the leap into quitting. In the US today, the most typical form of chemical dependence is nicotine. The nicotine is what makes quitting such an arduous task. People with nicotine withdrawal can have cravings, irritability, weight gain, anxiety, depression, trouble sleeping, restlessness, headaches and problems concentrating. As bad as those symptoms are, the effects of tobacco use could be much worse. Tobacco use could contribute to the following illnesses Stroke, heart disease, increased blood pressure, copd, chronic obstructive pulmonary disease, cancer, pregnancy and birth risks. Reduced fertility in males. Reduced bone health and birth risks. Reduced fertility in males. Reduced bone health. Reduced tooth and gum health. Type 2 diabetes. Reduced immune system. Rheumatoid arthritis.
Speaker 1:Tobacco cessation programs are beneficial to the company and the employee. Having happy and healthy employees help productivity and engagement. Knowing that your company cares about your well-being makes the employee feel like they are important, and they are. Here are a few tobacco cessation program ideas Offer free nicotine gum or patches. Offer cessation medications prescribed by MD. Reduce cost of health insurance for non-smoking employees. Reduce cost of health insurance for nicotine-free employees. Provide access to tobacco cessation programs and support groups on the job site. If possible. Offer small rewards for employees who commit to quit smoking. Offer additional rewards at their 6 and 12-month anniversaries, checked with nicotine testing.
Speaker 1:Substance abuse can develop from many different factors emotional, mental or physical. There are three major types of substance abuse alcohol, illegal drugs and prescription drugs. The most commonly abused and easiest to obtain substance is alcohol. According to SAMHSA, substance Abuse and Mental Health Services Administration, 19.2 million workers reported using alcohol at work or being impaired by alcohol at work at least once. Alcohol is dangerous because it is easily accessible and inexpensive.
Speaker 1:Illegal drugs are a rising problem. They range anywhere from marijuana to cocaine. These drugs are highly addictive and have a host of negative mental and physical health effects. Prescription drug abuse is as adverse as illegal drug abuse. People who abuse prescription drugs can obtain their drugs legally or illegally. Some patients will go to multiple doctors faking illnesses to get prescriptions to a multitude of drugs. Some patients steal their prescriptions from friends and family members and some buy them from drug dealers. Illegal drugs and prescription drugs not only put the health of the user in danger, but also their safety.
Speaker 1:Drug addiction develops for various reasons. Sometimes a person gets injured and has to take medications to alleviate the pain, which they then become addicted to. Sometimes the user has a trauma or mental illness that facilitates the addiction. There are many reasons why someone may become addicted to a substance, and usually it is very difficult to kick the habit. Needless to say, drug and alcohol addiction can cause a lot of problems for the user, their family and usually it is very difficult to kick the habit. Needless to say, drug and alcohol addiction can cause a lot of problems for the user, their family and the company they work for. Drug and alcohol use can affect the company in the following ways Increases the cost of healthcare, reduces productivity. Increases absenteeism. Reduces morale, inflates the risk of on-the-job accidents, increases employee turnover. Employees are the most important asset to a company. A company cannot run without them and therefore their health and well-being are a crucial part of the success of the company. Offering a program that could enrich their lives not only helps the employee but the company's bottom line.
Speaker 1:Tony has had problems with addictions over the years. He has been addicted to cigarettes, alcohol and prescription painkillers. Because of his many issues with addiction, he has been fired from many jobs, some of them really good jobs. His last time being fired it took him almost nine months to find another job. He has been working at his current position for about three months and he has already had some incidents. He enjoys this job and is very concerned about losing it. He decides to take advantage of the substance abuse and tobacco programs offered by the company. While working these programs, they suggest that he increases exercise in an effort to help him manage his stress levels. At his yearly review, his life is better than ever. He has been sober for over six months and has never felt better in his life. His boss has also noticed the improvement in Tony's productivity and attitude and is very pleased with his performance.
Speaker 1:Module 5. Health Screenings and Maintenance Programs. Having health screenings and maintenance programs for your employees can really boost their awareness about potential harmful conditions. These programs can also assist in early detection, prevent conditionings from worsening and possibly prevent them altogether. Catching those conditions early helps the patient, but also helps lower the healthcare claim costs to the company. Too many people in this country die because they are unaware that they have common health issues. Many people die yearly from cardiac-related issues that could have been detected and treated easily by a physician. Offering preventative healthcare screenings can help save the lives of your employees, thus saving you from the costs of having to find replacement employees for them.
Speaker 1:A health screening is a test that helps patients identify possible conditions before the symptoms present themselves. There are many types of screenings you can offer employees for them, a health screening is a test that helps patients identify possible conditions before the symptoms present themselves. There are many types of screenings you can offer. Some are life-saving and some aren't as serious. However, all of them will better the lives of your employees. Here are a few types of health screenings you can offer General health risk assessment Dental health assessment, diabetes, glucose testing, hearing testing, blood pressure, cholesterol eye exams, bmi testing, bone density testing, posture screening, spinal analysis.
Speaker 1:A cancer screening specifically looks for cancer in the body. With a lot of conditions, early detection is preferred, but with cancer it is key. The National Cancer Institute estimates that the number of new cases of cancer or cancer incidence is approximately 443 per 100,000 men and women per year. The most common types of cancer screenings offered are Breast cancer and mobile mammography, skin cancer, prostate cancer screenings. Not all kinds of cancer can be detected with a health fair style cancer screening. For some, you will need to contact your physician. It is still important to promote regular visits with the patient's health care physician to screen for other types of cancers.
Speaker 1:A physical exam is the process of evaluating a patient's body in order to detect new conditions, changes in current conditions or treat current conditions. In basic terms, it means a brief overview of the patient to make sure they are getting the proper care. These physicals allow the doctor to have familiarity with you and your health conditions and aid in better treatment. They can also help detect and prevent health issues before they become more serious. Most of us don't go to the doctor every week, and a lot of Americans don't go into the office unless they are sick. That is why these yearly visits are so important. It allows you and the doctor to touch base with each other and make sure your body is functioning as it should be. You check in with your employees annually during their review, don't you? It's just as important for them to do the same with their doctor. So what are the main types of annual examinations? Eye exam, physical Well child checks, pelvic exam.
Speaker 1:Early detection is important in health and well-being, but maintaining the conditions that you currently have is equally important. So what is a maintenance program? A maintenance program is a health program that promotes treatment or prevention of common conditions. These conditions could be a mild hypothyroid, getting your immunizations, or type 2 diabetes. According to the American Diabetes Association, approximately 5,000 people per day are diagnosed with diabetes. That is a large amount of our population that is finding out each day that they have a condition that could possibly be fatal if left untreated. The ADA also states that approximately 71,000 people die each year from diabetes and more than 200,000 die each year due to health complications that diabetes has contributed to.
Speaker 1:Encouraging your staff to take care of these conditions helps boost productivity and morale and decrease absenteeism. It can't be stressed enough that happy and healthy employees create happy customers. Keeping your employees in a positive health state boosts your company's bottom line and the company image. Not to mention, you feel great about taking care of your employees. So what types of issues could you consider focusing on? So what types of issues could you consider focusing on? Back pain, immunizations and flu shots, asthma, diabetes, blood pressure and cholesterol Depression, cancer, obesity, hypertension.
Speaker 1:The smarter, faster, better company decided to throw a huge health and wellness fair to help keep their employees healthy. They started advertising for the event months ago in order to get the maximum number of attendees. During this health screening, they offered blood pressure, bmi, cholesterol and diabetes testing. They also had a mobile mammography bus come to the event and had a flu shot booth. The event was open to all employees and their immediate family members. The event also offered information on nutrition and weight loss. They had ergonomics and a healthy cooking demonstration. The event was a huge success. Over 85% of the employees and their families attended. Because of the health event. The majority of the company received their flu shots. People who participated in the screenings were given a lot of relevant information to help assist with their health issues. Many people were diagnosed and given information and instructions on the next steps in treatment, module 6.
Speaker 1:Mental Health Programs. Mental disorders are becoming more prominent in the world today. As a nation, we have finally started to recognize mental conditions as more than character flaws, but the stigma still remains for many people. Like in physical health, mental health can decline rapidly if not treated properly. This particular section is not just for serious mental ailments, but for daily mental issues. We all have stress, depression and anxiety from time to time. Giving your employees support through tough times is a crucial part of health and wellness. Having a supportive friend helps, but having a whole company support you can help you get back up after a fall.
Speaker 1:Stress is something we are all familiar with. It's very normal. We deal with it on a daily basis. A little stress is great. It helps us be more productive, but too much is dangerous. So what is the definition of stress? Webster's Dictionary defines stress as a state of mental tension and worry caused by problems in your life, work, etc. Or something that causes strong feelings of worry or anxiety. Excessive stress can cause heart disease, depression and even death. Stress can come from daily life, financial strain, heavy workload or personal issues. Being stressed can make you feel overwhelmed and many aren't able to deal with the stress properly. Unhealthy ways of dealing with stress are Ignoring the stressor, Smoking, drinking alcohol in excess and or using drugs Over or under eating, withdrawing from society, family and friends, excessive sleeping or not sleeping enough, overextending yourself with activities, lashing out at others. Healthy ways of dealing with stress are Exercise, spending time with friends or family, spending time with a pet, listening to music, relaxing, meditating, writing in a diary.
Speaker 1:Having a program that will help your employees manage their stress will boost your company morale and productivity. What are some ways your company can help reduce stress? Have an area where employees can post funny, tasteful cartoons or jokes. Have a day where employees can get a massage. Create a book club, bowling league or some other sort of social activity. Have a day where employees can get a massage. Create a book club, bowling league or some other sort of social activity. Have a meditation break. Play relaxing music. Offer financial counseling.
Speaker 1:Offering a support group for your employees is an amazing way to say you care about their well-being. A support group is a group of people who have a situation or condition in common and give support to one another. Support groups are effective for dealing with issues, and having people who understand your particular issue can help them heal and grow. While support groups are important, they should not be used as a substitute for professional treatment. There are many types of support groups. These groups can be for a specific condition, like breast cancer, or for a situation like grief. Support groups can help in the following ways Gain information about what to expect, treatments, resources and doctors. Release depression, stress and anxiety. Improve coping skills. Provides a safe place to talk about issues openly and honestly. Offering a support group is a fairly inexpensive way to show support for your employees. Most support groups only require a room, and some chairs Members of the support group can chip in to bring refreshments for after the meeting.
Speaker 1:Sometimes, having a one-on-one conversation with a licensed professional is the best way to resolve some of the emotional strain you may have in your life. Webster's Dictionary defines counseling as professional guidance of the individual by utilizing psychological methods, especially in collecting case history data using various techniques of the personal interview and testing interests and aptitudes. A counselor or therapist works one-on-one with a person to help them resolve the cause of the issue that they are having. Therapists and counselors work to give the patients the tools they need to move past whatever issues they are seeking help for. The goal is to help the patient resolve their issues so that they can move on and live a happy life. Sometimes in life things happen that we don't know how to handle, and sometimes we react to things because of underlying issues we are not aware of. An employee who is struggling at work may not know that they need some guidance. Giving them the option to talk to a professional and work out some of those hindrances can be very positive.
Speaker 1:It used to be that mental illness was a taboo topic. If you were diagnosed, you may not have received the treatment you needed. Medical professionals now acknowledge that mental illnesses are true illnesses. These days, people are more understanding of mental illnesses, but there is still a negative stigma that lingers. Most people who have not personally been affected by mental illnesses do not know a lot about them. The truth is, we all, at some point or another, have poor mental health, either due to stress or situational issues. We have all, at some point, had depression or anxiety, and that makes us normal human beings. Some people have more constant and chronic conditions. Providing awareness and education about these issues will help all of your employees, even those not suffering. Awareness and education help those who are suffering from a mental illness recognize their symptoms and possibly acknowledge they need help. It also helps other employees recognize symptoms and may give them more understanding of other employees.
Speaker 1:Here are some facts on mental illness provided by NAMI, national Alliance on Mental Illness. 1 in 4 Americans experience mental illness every year. 1 in 17 Americans live with serious mental illnesses. 60% of adults who have a mental illness do not get treatment. Mood disorders like depression are the third most common cause of hospitalization for people ages 18 to 44. Suicide ranks number 10 in the most common causes of death, which makes it more common than homicide. Suicide is the third leading cause of death among Americans between the ages of 15 to 24, and the second leading cause of death among those between the ages of 25 to 34.
Speaker 1:Cheryl is usually an upbeat employee. She shows up early and is friendly with all of her co -workers. She regularly has lunch with many different people within the office and participates in a multitude of office functions. Lately, her supervisor has noticed that her demeanor has changed. She has become withdrawn from the other employees and seems irritable. She has been showing up late for work and even her appearance has changed. She used to be the most professional of dressers, but now she comes to work disheveled, wearing ill-fitting and usually wrinkled garb. Her supervisor calls her into the office and tells her that she is concerned about her well-being. She asks Cheryl if there is anything in her life that is upsetting her. Cheryl tells her boss that she is having a lot of stress currently in her life. Her daughter has been sick lately and in and out of the hospital she is struggling with the financial burden of the treatments and the added stress of a sick child.
Speaker 1:Module 7. Evaluate the Need. By this time you have gained a little more knowledge regarding the many options for a health and wellness program. I hope you are excited by the different ways you can help your employees and company. There are still a few more things that need to be straightened out before starting the design of your health and wellness program. Finding out for sure what the need in your company is will help the future program you implement grow and thrive. In this module we will discuss some of the items to add to your to-do list. So the old saying you don't know where you're going until you know where you've been is really apropos in this instance. How can you effectively create a new wellness program if you don't know what the former or current program is? If your company has a current, or used to have, a wellness program, reviewing it is important At this stage. You want to try to determine what aspects of it were effective and thusly what aspects of it were ineffective. It would be a waste of effort to build a new wellness program that is identical to the previous one that failed. If your company doesn't currently have a program, then the task is basically done.
Speaker 1:Environmental factors are an important area to investigate when putting together an employee wellness plan. Environmental factors are basically the surroundings your employees work in. It is strongly recommended going to the work sites yourself and seeing the areas in person. These problems can range from something as dangerous as a hole in the floor to a light bulb being burned out. You won't know all of the problems unless you go and investigate. Ask the employees if there are any hazards that you have not noticed. They are your eyes and ears. They are there on a daily basis and know the issues. Keep an open mind when reviewing these areas. You don't have to just look for the obvious issues.
Speaker 1:Take into consideration how comfortable the employees are in their workspaces. Here are some out-of-the-box examples. You might ask yourself Are the stairs too slick? Are they dangerous for the employees to use when it rains or snows? This may indicate that part of your program should include putting a surface on the stairs to prevent slips and falls. Is the lighting appropriate? If the lighting is not bright enough, accidents and mistakes can happen. Are the desks at the lighting appropriate? If the lighting is not bright enough, accidents and mistakes can happen. Are the desks at the appropriate height? If the employee is having to hunch over, it could cause back and neck problems for the employee, which could cause them to be absent. Does the work area need to be painted? Having the right color on the walls can boost an employee's mood. Having a calming color like light blue or green may reduce stress mood. Having a calming color like light blue or green may reduce stress.
Speaker 1:There are more diseases and conditions out there than any one person can count. Some illnesses are genetic, some are environmental, others are age-related. The ability to identify common health conditions and procedures helps you gauge what types of programs you would want to offer. This is divided into two sections common health conditions and common procedures. The first is common health conditions, which can be obtained by the diagnosis codes on the health insurance claims. Noticing that a common health condition such as obesity is prevalent in your facility can help you determine that maybe a weight loss program is necessary. Some of the most common health conditions include arthritis, asthma, cancer, chronic obstructive pulmonary disease, copd, diabetes, eating disorders, heart disease, obesity, poor oral health, osteoporosis. The second aspect is identifying common procedures. You will also use the insurance claims to review these statistics. Identifying the common procedures can help you formulate a plan to reduce them. Noticing that the majority of people are having echocardiograms and open heart surgery may indicate that you need to offer programs that focus on heart health. These programs may help you reduce health care costs by preventing conditions or managing them before they result in more costly procedures. The CDC reported the following approximations 2 million arteriography and angiocardiography procedures, 1 million cardiac catheterizations, 700,000 total knee replacements, 300,000 total hip replacements.
Speaker 1:The basic premise is that you want to identify what your employees would really benefit from. If you have a company of all-male employees, you wouldn't want to offer OBGYN visits to your employees. Another area that will need reviewing is company employee health information. To complete this process, you will need to get access to the employee absenteeism and incident records. So what are you looking for in this information? When looking at absenteeism, it is important to find out why they were absent from work. Finding out that a large number of people are absent because they have the flu may mean that flu shots should be part of your new wellness program. Also, looking at workplace incidents can help you access where the problem areas are in your company. Noticing that a particular department has more back injuries could mean that the policies for lifting aren't being implemented or need to be updated. According to the Bureau of Labor Statistics, there are approximately 500,000 reported on the job incidents due to falls, slips and trips. They also estimated 600,000 reported incidents due to overexertion. Roughly 180,000 of those were from lifting or lowering. Understanding what your company's issues are for absenteeism and injuries can provide the roadmap to an effective health and wellness program.
Speaker 1:Felicia has been put in charge of researching what is needed for creating a new health and wellness plan. The company had a health and wellness plan five years ago, but it was discontinued because no one participated in it. She reviews the old health and wellness plan and takes notes on which aspects of the plan were useful and which she needs to avoid. She then visits the job sites to see what environmental factors she needs to consider. She talks to the employees and gets their feedback on what they want and what the hazards are. In their daily work routine, felicia contacts the insurance department to identify what conditions and procedures are more commonly billed. She notices that there is an influx in high blood pressure claims and makes notes on how to help reduce that number. Lastly, she contacts her HR department and reviews absences and on-the-job incidents.
Speaker 1:Module 8. Planning Process. At this point you should have a good understanding of the types of programs and what they are. You have done your research and see what you need to factor into your plan. Now it's time to get started with creating the program. A well-planned program could be the determining factor between success and failure. A great health and wellness plan can increase productivity and morale, but a poor one can decrease them. When you are creating a company-wide program, it is important to include the company. Having input from the employees makes the program more accessible and is a way for you to make sure it is something that every employee can relate to.
Speaker 1:A health and wellness team or committee are a group of diverse representatives from within the company that assist in the creation of the health and wellness plan. When you create your committee, you want to make sure that you get a broad network of employees. When selecting the committee, you want to include regular employees and senior management. Examples of health and wellness committee members may include human resources representatives, employee nurse, union representative or leader, company legal representative, executive or senior management, marketing representative. Regular employee representatives from various departments. Once your committee has been determined, you will want to collectively define your goals. Hopefully, you have done your research and determine what the needs are in your company. Your committee can review the information collected and determine what type of programs need to be implemented. Having your goals clearly defined will help you create a blueprint of how to build your health and wellness program.
Speaker 1:Clearly defined goals are important, but you also need them to be realistic. A realistic goal is one that can be attained in a practical fashion. For example, while most of us would like to set a goal of 100% participation in the wellness program, that is unrealistic. A more realistic goal would be 65% participation. When setting the goals, here are some things to consider. Who is the goal for? Is it for the whole company? A select demographic of employees or a specific department? Is this something the employees would be willing to participate in? How can it be implemented? What kind of manpower and resources is it going to take? When should it be implemented? Is this something that you can start immediately or seasonally? What is the preferred action or reaction? How can the success rate be measured? How often can the success rate be measured? Is there an incentive and if so, what is it? So you've done your research and have your big ideas on paper.
Speaker 1:The next step is to gauge what the budget will need to be. So what exactly is a budget? According to Webster's Dictionary, it is defined as an estimate of expenditure for a set period of time. Figuring out how much you can spend on a program is important. The Wellness Council of America recommends that at least $100 to $150 per employee per year should be spent on promoting wellness. They also suggest adding another $300 per employee annually if incentives and health coaching are desired. You don't want to start a wellness program only to discontinue it the next year, so when making the budget, you need to have sustainability in mind. Having a health and wellness plan that goes to the wayside due to budgeting issues will drop morale and thus productivity.
Speaker 1:When you submit a budget, you want to make sure you have all of your potential expenses covered so that in the end, your company and employees can gain the reward. You may also need to include what the company's projected financial return would be on implementing the employee health and wellness program. Corporate Wellness Magazine reported that every $1 invested in employee wellness programs yields roughly $4 in savings through reduced sick days, higher productivity and decreased overall health costs. Items you should consider in the budget should include materials costs the costs of the materials for the program, including the rental on areas where functions area held. Incentive costs how much you want to spend on incentives for program participation. Outsourced costs, doctors, vendors and other contractors. Advertising costs the cost of flyers, posters and other advertising for the wellness program. Employee time costs cost of flyers, posters and other advertising for the wellness program. Employee time costs. Cost of employees who participate in creating, implementing and maintaining the program. The committee could be included in this cost.
Speaker 1:At this point, you are going to want to identify which of your goals are going to be policy and which are going to be programs. So what's the difference? In this instance, a policy is a guideline that an employee has to follow as a requirement for their employment. Adopting a smoke-free work environment and banning use of tobacco on the property would be an example of a policy. A program in this context is voluntary and the employee can choose to participate or not. An example of a program would be offering a weight loss program for the employees.
Speaker 1:Philip is a fitness enthusiast and wanted his employees to follow in his footsteps. He decided to create an employee health and wellness program. The program he wanted to create focused mostly on weight loss and physical activity. He has decided that he didn't need to have a committee to help him plan his program. He can do it himself. He didn't do any research because he felt like he knew that no one in his company is exercising enough. He decided to put the health and wellness changes in his policies and not into a voluntary program. The wellness plan consisted of mandatory exercising for 30 minutes a day, fast food banned from the property. Green tea and water only area allowed on the property, no other drinks. After implementing the program, he had a huge spike in job abandonment and a drop in productivity. This confused him because he had just implemented this wellness program to help enrich his employees' lives.
Speaker 1:Module 9. Implementation. After all of the hard work and research is complete, it's time to implement the program. This is the launch point for your plan and, if done right, can lead to success. According to the National Business Coalition on Health, caterpillar Inc reduced premiums by $75 a month for employees who complete a health risk assessment. Up to 90% of eligible employees participate. There are still a few more tasks on your to-do list. The tasks are fairly basic but very important.
Speaker 1:To have a successful launch, you will need to get management support, test out your program, advertise the program and acquire incentives. Management support is crucial. Employees follow their leaders and if the leader is on board, the employees will be also. Your goal is to have a supportive manager who encourages their employees to participate. Now, not every manager is just going to jump on board. Some will require some factual encouragement. Be ready to give them the facts of why this program is important and how it will improve their departments. At the end of the day, the company is a business and the financial bottom line is an important factor. Letting the management team know how a wellness program will boost their productivity is a huge push for support. Why is management support important? It aids in creating a culture of wellness. Having a management team that cares about its employees builds a stronger company foundation. Employees follow the example of their leaders. Management can aid in getting awareness about the program out to the employees.
Speaker 1:For generations, italian women have been making delicious meatballs. These handcrafted rounds of meat are great for spaghetti, sandwiches, soups or just by themselves. What does this have to do with employee health and wellness? Part of the secret to creating a great meatball is testing out a small ball before processing the whole batch. This enables the cook to test the seasoning and make adjustments to the remainder of the batch.
Speaker 1:In implementing a health and wellness program, you need to do the same thing. You don't want to launch the whole program only to find out that the program is flawed beyond repair. Start with a small part of the program, like offering gym membership discounts. Evaluate the response from employees. Then address the other aspects of the program accordingly. You wouldn't buy a whole bottle of expensive perfume without testing it. Do the same to your employee health and wellness program. So creating this program is great, unless no one knows about it.
Speaker 1:If your health and wellness team or committee have a marketing representative, this process may be much easier, because they deal with advertising on a daily basis. If you don't have a marketing representative, it's fine. You can still get the word out. You want to get the word out to the whole company and make sure they don't forget about the program. There are many ways to do this, but the hard job is making it engaging and selecting the proper time and place to advertise. Having some sort of logo, color, font or design can help in branding the program. This causes employees to recognize it through visual indicators. You can use those visual indicators on written communications about the program. There are many ways to post advertisements about your health and wellness program Email messages, an article in the company newsletter, banners, posters, cards, flyers and paycheck stuffers, word of mouth and announcements at meetings. Intranet postings. Where to place advertisements in the company? On the employee entrance door, in the copy room, in the restroom, in the break room, in the elevators and or staircases.
Speaker 1:An incentive is something that motivates someone to perform an action. According to a survey from Fidelity Investments, almost 90% of employers offer wellness incentives to employees who work toward getting healthier. Rewards could be offered by participating, by the outcome or by the employee's progress. Participation-based incentives are basically just incentives for participating in the program. These incentives could include a t-shirt or gym membership, for example. Outcome-based incentives are rewards for employees who reach certain health goals, such as lowering BMI or blood pressure. An employee who had high cholesterol and has lowered it through diet and exercise could qualify for an outcome-based incentive. Progress-based incentives are rewards for the progress the employee has made, but do not hinge on them reaching the goal. If the employee's goal is to lose 100 pounds and the employee has lost 2 pounds a week for the past month, they may qualify for a progress-based incentive. Examples of incentives Free or low-cost screenings, free or discounted gym membership, free or discounted immunizations, fun pedometers, water bottles, lunch coolers, fitness and food journal, pill boxes, t-shirts, stress reliever ball, cash incentives or gift certificates, vacation prizes, raffles and drawings.
Speaker 1:Over the past year, jasmine has had a plethora of health issues and has been in and out of the hospital because of fluctuating blood pressure. The strain of the medical issues has hit her heart, both emotionally and financially. Jasmine has missed a lot of work, sometimes because she is so stressed and feels depressed. Her boss requested that she speak to human resources about her mental and medical status. While venting to the human resources representative, she was told that the company offers a support group for people going through tough times due to medical illness, and three free sessions of counseling with a licensed therapist. Jasmine was shocked that she was so unaware of the resources that were available to her and decided to take advantage of them. She also discovered that the company has a contract with a gym that allows employees free membership. Jasmine checked with her co-workers and very few of them knew about the opportunities for wellness the company offered Module 10.
Speaker 1:Create a Culture of Wellness. Module 10. Create a Culture of Wellness. By now, you have a clear understanding of how healthy employees equals a healthy company. Creating an environment in which health is an area of concern can help keep your employees healthy. This type of environment we refer to as a culture of wellness. A culture of wellness is a collective set of values that is geared towards health. There are many ways to create a culture of wellness, but in this section we will discuss some of the more common ones.
Speaker 1:These days, our lives are filled with fast food restaurants and vending machines. For many Americans, their breakfast and lunch, and perhaps even their dinner, come from these locations. Us Department of Agriculture reported that the number of fast food restaurants has more than doubled since the 1970s. Fast food is easy and relatively inexpensive, but it's full of fat and sodium and offers few healthy options. The CDC states that reducing the sodium Americans consume by 1,200 milligrams per day on average could save up to $20 billion a year in medical costs. Now you can't make healthy eating mandatory, but you can make it as available and accessible as the junk food. Most people want to eat healthier, but the convenience of the other foods dissuades them from doing so. According to Medscape, over 85% of adults do not eat the recommended amounts of fruits and vegetables each day. So how can you offer healthy options? Have free fruit in the break room. Have healthy options in the vending machine. Have discounts on healthy options in the cafeteria. Offer healthy cooking demonstrations when having a lunch meeting. Purchase healthy option meals like salad.
Speaker 1:Offering your employees a break is an important part of wellness. We are at work for so many hours in the day. Sometimes we just need to walk away from the station and reboot or stretch your limbs. According to the American Heart Association, sedentary jobs have increased by approximately 80% since 1950. Taking a break from work in the form of a vacation creates wellness also, out of the 168 hours we have in a week, most of us spend 40 hours or more at work. That is almost a third of our lives. In the long run, vacations can help reduce absenteeism and improve productivity. The point of a wellness program is to keep our employees healthy.
Speaker 1:Keeping drugs, alcohol and tobacco out of the workplace is one step toward accomplishing that goal. Alcohol, drugs and tobacco can damage major organs, can cause or increase the risk of developing cancer, and can even cause death. Alcohol and drug users can be prone to outbursts, mood swings and poor decision-making. According to the National Survey on Drug Use and Health, of the nearly 20 million current illicit drug users aged 18 or older, 66% were employed either full or part-time. Most smokers go on smoke breaks three to four times a day for 15 minutes each break. That's an hour a day in lost productivity.
Speaker 1:Here are some not-so-fun facts provided by the CDC. Smoking causes an estimated 90% of all lung cancer deaths in men and 80% of all lung cancer deaths in women. Smokers take almost 8 days more of sick leave compared to employees who do not smoke. For every person who dies from a smoking-related disease, about 30 more people suffer with at least one serious illness from smoking. More than 16 million Americans suffer from a disease caused by smoking. Secondhand smoke causes about 7,000 deaths from lung cancer and an estimated 33,000 deaths from heart disease annually. Businesses pay an average of $2,000 in workers' compensation costs for smokers, compared to $175 for nonsmokers. Creating an environment that is free from these pollutions helps your employees and your company by Reducing absenteeism and job turnover, improving productivity, reducing healthcare costs, reducing the occurrence of on-the-job accidents and disability claims, creating a safe and healthy workplace.
Speaker 1:Hazards are anything that could possibly harm an employee, either physically or mentally. The major sources of hazards come from people, equipment, environment and materials. Osha groups hazards into the following areas Physical hazards in the environment that can cause physical harm. Examples extreme temperatures in the work environment, causing heat exhaustion, radiation, exposure to UV rays. Ergonomic hazards when the body position type of work put strain on the body. Example having to slump over at a desk that is too short, creating poor posture, repetitive motion. Safety hazards due to unsafe work conditions. Example tripping on a cord in the middle of the floor. Frayed electrical cords, confined spaces. Machinery hazards. Chemical and dust dangerous dusts or chemicals can be in liquid, solid or gas that an employee is exposed to. Example an employee getting a rash from a cleaning product they use in the workplace toxic fumes, flammable materials, pesticides, biological hazardous substance from a person, plant or animal. Example an employee contracting the flu from a patient in the hospital that they work at. Blood, urine and body fluids, bacteria and viruses, mold Plants, insect bites, injuries and infection from animals. Psychological Hazards that cause stress or mental anguish. Example Heavy workload demands causing stress, workplace violence, lack of respect, lack of flexibility, lack of support, sexual harassment.
Speaker 1:How are hazards eliminated? Simply fix the items in the workplace that are in disrepair or need adjusting. No one wants to go to work and worry about their safety, especially when an easy fix is all it takes to prevent issues. Assess environmental factors. Survey work areas for items that need to be repaired or altered for function. If necessary, change procedural policies in an effort to have a safer work area. If necessary, change procedural policies in an effort to have a safer work area.
Speaker 1:Jana is a well-respected systems administrator who left her previous company because the work environment was so stressful and poorly taken care of. She has been looking for months for a new company to work for and has finally found a place that she feels would be perfect for her. She heard from another employee that the company has a fabulous health and wellness program. She did some investigating and found out that they offer a free salad bar to their employees, have a fitness center on the premises and that they are the lowest-ranked company in the city for on-the-job injuries and turnover. Jana decided to go to the human resources department to obtain more information. She was pleased to hear that the company had a number of health benefits, including an annual health fair. The staff at the company seemed to be happy to be there and the facility seemed well-maintained. Jana is sure this is the place she needs to be. Jana applied to this company and got the position she wanted. She has never been happier.
Speaker 1:Module 11. Evaluate Results. Module 11. Evaluate Results.
Speaker 1:After you have successfully implemented your employee health and wellness program, it's time to just sit back and relax Right Wrong. Not evaluating your health and wellness program is like driving a car blindfolded. It may go smooth at first, but eventually you're going to crash. It is your duty to check that the program is running smoothly and making progress. If it's not going the way you anticipated, then you may need to make some adjustments. Now it's time for you to see the results of all your hard work. At this part in your journey you are going to be putting your research cap back on. You can start by checking to see what percentage of the company is participating in the program. Try to be specific. If there is a part of your program with very low participation, then it may be an indicator that you need to adjust something. Also, checking the insurance claims to see if any of the targeted areas have decreased or increased is a helpful evaluation tool. Next, check with human resources to see if absenteeism, turnover and on-the-job injury rates have declined.
Speaker 1:If your employees aren't happy, no one is happy. Customers want to do business with a company who has employees who want to help them and are enthusiastic about their jobs. Happy customers make the company happy because it increases sales. So if you implement your health and wellness program and find out your employees aren't happy with it, something needs to change. How can you evaluate your employees' satisfaction? Surveys are a good start or regular face-to-face feedback if your company is small enough. Also, it helps to ask your employees what they would like to see from their wellness plan. Sometimes polling your employees can give you a better idea about employee satisfaction.
Speaker 1:Once you've gotten your very important feedback, it's time for you to make any changes that are needed. There is never going to be a time where every single aspect works 100% of the time. Many of these types of programs have to be changed to meet the needs and expectations of the company and employees. Also, keep in mind that things change all of the time. In a company, some policies put in place today can become obsolete within a matter of years. You have to be able to adapt and keep up with the needs of your employees. Making these changes helps make sure that your program is around and utilized for years to come.
Speaker 1:People love to be praised, and encouraging healthy behavior with praise will really boost your wellness program. Be praised and encouraging healthy behavior with praise will really boost your wellness program. Your management team will want updates on the program. They lent their support and encouraged their employees to participate. They want to know that it was for a good reason. So share the good news about what your wellness program has achieved.
Speaker 1:How do you go about sharing the achievements? It can be a little tricky, because health is a very personal subject. You don't necessarily want to call out in front of the company that John Doe lowered his outrageously high cholesterol by half, because that may be embarrassing. Sally Smith may be happy with her 150-pound weight loss and grateful for the company providing the program that assisted her, but she may not want the whole company to know she started out at over 300 pounds. So be tactful and respectful when announcing achievements. Make sure you ask permission if you're going to announce specific individuals' achievements to the company. There are also ways you can share achievements without naming any one person. Here are some examples. This past year our whole company lost 3,274 pounds. This year the company walked an average of 2,000 steps a month. This last quarter we reduced our blood pressure by 25%. We reduced our overall BMI by 27%. In the last six months, devin worked what felt like day and night to implement the health and wellness program at his company. He took a lot of care in the planning of his program and is very proud of it.
Speaker 1:Six months after the program started, he decided it was time to evaluate the program In reality. He wanted to see what good work he had done, because he hadn't at that point received any feedback. So he gathered reports and surveys to see the progress the company had made. He was dismayed to learn that the participation rate was very low. Most of the surveys that he received seemed like the employees didn't know anything about the program. Those who had participated in the program seemed to have a wealth of suggestions or complaints. As he saw them, devin was very upset by this. He had expected to get pats on the back, but not criticism. After he calmed down and really read the comments, he realized that the employees were not attacking his work. They wanted to help him make it better. They had a lot of really good suggestions, but the biggest suggestion was that many of the employees didn't know about the program. It became obvious to him that he needed to come up with a better marketing strategy. Because of the feedback, he was able to fix the problems with his program and add new programs. After the year's end, he conducted another evaluation and found that participation had risen 45%. He was now excited to find out what else the employees could suggest to make the wellness program the best anyone had ever seen Module 12.
Speaker 1:Wrapping Up Although this workshop is coming to a close, we hope that your journey to creating an effective health and wellness program is just beginning. We wish you the best of luck on the rest of your travels. Words from the wise George Bernard Shaw Give a man health and a course to steer, and he'll never stop to trouble about whether he's happy or not. Buddha, to keep the body in good health is a duty, otherwise we shall not be able to keep our mind strong and clear. Audrey Hepburn, I heard a definition once happiness is health and a short memory. I wish I'd invented it, because it is very true.
