Corporate Wellness ConsultantsCorporate Wellness Consultants and Corporate Wellness Programs

What is Corporate Wellness Program data?

Corporate Wellness Program data is information that is collected about your Corporate Wellness Program. All Corporate Wellness Programs should include data as an integral part of the Corporate Wellness Program plan.

Why should you care about Corporate Wellness Program data?

Information tells the Wellness story. Information is the tangible proof of a Wellness Program’s impact.

Building data into Corporate Wellness Programs

Why bother with Corporate Wellness Program Data?

You need Corporate Wellness Program data to:
• Evaluate whether or not your Corporate Wellness Program is working.
• Answer the ‘so what?’ about the need for a Corporate Wellness Program.
• Provide information to Senior Management about the impact of the Corporate Wellness Program.
• Write a budget justification so you can secure Corporate Wellness Program resources.
• Use Corporate Wellness Program resources efficiently and market your Corporate Wellness Program more effectively.

Where to begin collecting Corporate Wellness Program data:
• MAKE A PLAN to collect the data: decide what, when, and how data will be collected.
• Find out what data is ALREADY BEING COLLECTED.
o By way of example: use dairy sales data in the dining facility to measure the impact of a milk marketing/dairy month campaign.
• Begin collecting JUST A FEW small pieces of information. Be creative!
o By way of example: BMI, APFT scores (before & after), tobacco quit rates

IT’S NEVER TO LATE TO START collecting Corporate Wellness Program data.

Innovative Corporate Wellness Program data strategies
• Use local college/graduate students to help collect, input, and analyze Corporate Wellness Program data.
• If your business has an internship program, get to know the Internship Director. Take advantage of intern resources – including having the Director and/or interns implement the data collection plan for your Corporate Wellness Program.
• Use data to let upper management know about the Corporate Wellness Programs affect on the workers.

Present this information at their monthly/quarterly meetings.
• Use creative follow-up strategies to get data. Phone calls can be effective, but also consider email, mailed surveys with return postage provided, and going to the units in person to collect the information.
• Make data collection ‘fun’ for Corporate Wellness Program members.
o By way of example: use a team approach – the team with the ‘best’ overall results gets some sort of award or recognition.
• ALWAYS relate the impact of your Corporate Wellness Program to readiness.

Collaboration and Effective Corporate Wellness Programs

Why should you collaborate?

Active, ongoing partnerships and cooperative efforts multiply Corporate Wellness Program resources in order to better serve Employees and their families.

How can you build collaboration into a Corporate Wellness Program?

Get Ready…
• Brainstorm a list of every potential Wellness partner you can think of. Be creative!
• Be a politician: introduce yourself to everyone BEFORE you need their help.
• Develop a plan to get Senior Management support from as high up the chain as possible. Make sure to include specific ways that your Corporate Wellness Program will impact force readiness.
• Determine how YOU can help your partners (not just what they can do for you).

Be Steady…
• Solicit input from everyone that your Corporate Wellness Program will affect. Make a special effort to talk to the individuals closest to Corporate Wellness Program implementation (those with “boots on the ground”).
• Your most frequently asked questions should be: “What would you suggest?” and “How do you think this would work best?”
• Find someone who has done the same type of Corporate Wellness Program before and ask their advice. (Hint: the Corporate Wellness Program has a list of many Wellness POCs.)
• Plan NOW to show Corporate Wellness Program effectiveness. Identify who may ALREADY BE COLLECTING information that will show the Corporate Wellness Program is working.

Get Set…
• Step back and review your Corporate Wellness Program from a potential partner’s point of view.
• Brainstorm questions your collaborators might have, and have the answers ready.
• Be ready to frame your “selling points” in terms that are important to each specific partner.
• Put the Corporate Wellness Program benefits in language your collaborators will understand.
• Emphasize to potential partners how this Corporate Wellness Program will provide benefit to them.

And Go…
• Build as many partnerships as you can BEFORE you implement a Corporate Wellness Program.
• Make your partnerships a two-way street: always let your collaborators know what you can do for them – then follow-up and do what you say you would do.
• Maintain Senior Management support by providing a regular flow of information. Invite Senior Management participation in the Corporate Wellness Program and special events whenever possible. (Hint: they make great judges if you have a contest.)
• Provide regular feedback to your collaborators.
• Don’t hog the spotlight: let your collaborators share in the visibility of the Corporate Wellness Program.

Corporate Wellness Programs at the corporate level are beneficial, right? Wellness statistics clearly show that such Corporate Wellness Programs are not only cost-effective to the organization but can assist the employee in developing a healthier lifestyle. With the rising cost of health care, Corporate Wellness Programs simply make sense. So where does the problem come in? Let’s examine the topic from both perspectives.

Corporate Wellness Programs: The Good
• A sampling of return on investment for Corporate Wellness Programs: Bank of America: 600 percent; General Motors:370 percent; Pepsico: 300 percent; Citibank: 465 percent; and the Washoe County School District leading the pack at a whopping 1,560%. (Campbell,J., Wellness Improvement Experts, www.wellnessimprovementexperts.com, Albuquerque, New Mexico.)
• Companies with Corporate Wellness Programs have realized a 28 percent reduction in sick leave, a 26 percent reduction in adjunctive medical costs and a 30 percent reduction in disability and workers compensation costs. (Health Affairs, Volume 21, No.2, March, 2002.)
• The Washoe county School District in Northern Nevada realized a $15.60 return on investment for every dollar spent due to a 20 percent reduction in rates of absence. (Hardy,A. (2005). At the Top Of The Class. WELCOA’s Absolute Advantage Magazine, 5(1), 14-20.)
• Corporate Wellness Programs provide the structure, encouragement, incentives and ongoing support that many individuals need in order to make lifestyle changes.
• Employees also realize returns on their efforts. FiServ, a financial services technology business, gave workers who filled out a health risk assessment a significant discount on their health insurance premium. (Holland, Kelley, The New York Times, July 22, 2007.)

Corporate Wellness Programs: The Bad
The flip side of the argument centers on basic human rights. Do we want/need our employer to tell us to eat our veggies or lose 30 pounds? Some companies are doing just that and at least one lawsuit has resulted because of it.
• Three hundred companies have requested assistance from a national employment and labor law firm to institute more aggressive Corporate Wellness Programs.(Cornwell, Lisa, Associated Press, Albuquerque Journal, September 10,2007.)
• Clarian Health, based in Indianapolis, Will begin decreasing employee paychecks by $10.00 for every employee who has a Body Mass Index (BMI) of greater than 29.9 because not enough workers were utilizing their wellness services.(Cornwell, Lisa, Associated Press, Albuquerque Journal, September 10,2007.)
• Scott Rodrigues filed a suit against his prospective employer, Scotts Miracle-Gro, because he believed the business’s antitobacco use policy violated his civil rights. The business has a policy against hiring workers who smoke and Mr. Rodrigues’drug screen was positive for nicotine.(Holland, Kelley, The New York Times,July 22,2007.)
• employee advocates are concerned that health discrimination may not be covered under the Americans with Disabilities Act.(Cornwell, Lisa, Associated Press, Albuquerque Journal, September 10,2007.)

Penalizing workers by hitting them hardest where it hurts the most, in their pocketbook, does not appear to be a a good approach to molding human behavior.
Such tactics may result in increased resentments and retaliation, primarily in the form of rates of absence and presenteeism (decreased productivity on the job.) Voluntary, incentive-based programs, such as the one in the Washoe County School District, can and do produce results. A positive attitude on the part of management along with an opportunity for workers to have a stake in the decision-making may yield the greatest dividends to both employer and employee.The motivation and resolve needed to change unhealthy lifestyle habits can best be derived from the basic tenets of encouragement, respect and support.

For well over a decade, research has been showing the effectiveness of Corporate Wellness Programs. For every dollar spent on Corporate Wellness Programs, the returns have been cost savings of between $2.30 and $10.10 in the areas of decreased rates of absence, fewer sick days, decreased WSIB/WCB claims, lowered health and insurance costs, and improvements to employee performance and productivity.

Statistics do show that Corporate Wellness Programs increase employee morale, improve the ability to attract and retain key individuals, all while having more alert and productive workers. Some Corporate Wellness Program return on investment statistics of note:

• Canada Life Insurance reported a return of $3.43 on Corporate Wellness Program, and an overall Corporate Wellness Program return on investment of $6.85 on each corporate dollar invested on decreased turnover (32.4 percent lower), productivity gains and decreased medical claims,
• DuPont’s Corporate Wellness Program pilot sites saw a saving of 11,726 disability days and a return of U.S. $2.05 for every dollar invested by the end of the second year,
• The Canadian government’s Corporate Wellness Program return on investment was $1.95-$3.75 per employee per dollar spent (as reported by Dr. Roy Shephard),
• Municipal workers in Toronto, missed 3.35 fewer days in the first six months of their Corporate Wellness Program than workers not enrolled in the program,
• British Columbia Hydro workers enrolled in a Corporate Wellness Program had a turnover rate of just 3.5 percent compared with a Corporation average of 10.3%,
• Johnson & Johnson estimated an average saving of U.S. $224.66 per employee per year for the four years examined after the program introduction, with the bulk of the savings being in the third and fourth years,
• Pacific Bell reported that overall rates of absence decreased after beginning a Corporate Wellness Program,
• Coca Cola report saving $500 every year per employee after beginning a Corporate Wellness Program, with only 60 percent of their workers participating,
• Coors Brewing Co. reported that for each dollar spent on their Corporate Wellness Program they saw a $5.50 return, and the workers who participated decreased their absentee rate by 18%, and
• Prudential Insurance Company reported that the benefits costs for workers participating in their program were $312, as opposed to $574 for non-members

Staff members breathe life and value into your business.  Within the modern worksite there are increasing instances of stress, anxiety, obesity, depression, and heart disease.  The modern worksite has become increasingly exercise-free.

Technological advances have lessened the need to “walk” at work.  Moving a mouse has the same level of physical exertion as pressing the buttons on a remote control.  Emails, the fax, and the internet have meant that it is possible to run a business without having to leave the chair.  The “advances” affect physical and mental health in a disastrous manner ultimately affecting your business’s profit.

A sedentary lifestyle is a recipe for disaster – heart disease, chronic back pain, repetitive stress disorder, and low employee self-esteem are symptomatic of a work environment in which the only exercise available is surfing the net.  Corporation morale will invariably suffer if an exercise policy is not endorsed and put in place.

Regular exercise can significantly improve workplace health.  Instances of absenteeism and staff turnover, low staff morale and decreased productivity can be alleviated with a Corporate Wellness Program that energizes and motivates tired workers.  Boredom, repetitive motion injuries and workplace fatigue can only be combated with physical and mental stimulation.

Studies show, workers who are physically active on a regular basis record less sick days each year and are more energetic, dynamic, and industrious.  Investing in the health of your staff pays dividends through increased productivity and goodwill.  Physically active workers are happy workers.

• Lowering health insurance and compensation costs through decreased need for medical services
• Increasing productivity
• Lowering rates of absence
• Increasing morale
• Lowering stress

On top of improving the health of your staff, a broad-based Corporate Wellness Program shows your workers you care about their well-being.

Golds Gym Corporate Wellness Programs is committed to creating a healthy, active workforce, providing employers with training incentives for workers at our state-of-the-art facilities. Golds Gym Employee Wellness also provides training services and facility design at your office location.

Incorporating all aspects of fitness training (strength, core, cardiovascular, flexibility), performing broad-based fitness assessments, designing personalized fitness programs, and dynamic group training programs.  We take pride in our talented, professional workers who provide creative and effective Corporate Wellness Programs for diverse workforces.

Golds Gym Corporate Wellness Program’s workers reach beyond the walls of the fitness center to motivate, educate, and encourage workers to embrace and maintain healthy active lifestyles.  Applying practical experience the Golds Gym Corporate Wellness Program delivers dynamic cost-effective Corporate Wellness Program that help workers work happier, harder, and healthier.

To motivate your workers to exercise, eat better, and lose weight, you could invest heavily in equipment, facilities, and staffing to develop worksite Corporate Wellness Programs for workers, thereby hopefully creating a healthier, more productive workforce.  However, the problem with corporate fitness facilities is that workers spend one quarter of their lives at work and typically are not motivated enough to come in early or stay late to do an exercise program.

Golds Gym Corporate Wellness Programs provides attractive discounts for companies to train at our professionally coordinated facilities.  When your business becomes a member of our Corporate Wellness Program, your workers are eligible for savings off of our regular training rates.  No matter what size of business you keep, we have a Corporate Wellness Program to keep it healthy, happy, and working strong.

• Coca Cola reported saving $500 per employee every year after beginning a Corporate Wellness Program with only 60 percent of their workers participating.
• Pacific Bell reported that overall rates of absence decreased after beginning a Corporate Wellness Program.
• Coors Brewing Company reported that for each dollar spent on their Corporate Wellness Program they saw a $5.50 return and the workers who participated decreased their absentee rate by 18%.
• Prudential Insurance Company reported that the benefits costs for workers participating in their program were $312 as opposed to $574 for non-members (American Association of Occupational Health Nurses, 2004).

To learn more about Gold’s Gym Corporate Wellness Programs contact us at (336) 725-8624.

Flu Shot Facts & Myths

Myth: The flu isn’t a serious disease.
Fact: Influenza (flu) is a serious disease of the nose, throat, and lungs, and it can lead to pneumonia. Each year about 200,000 individuals in the U.S. are hospitalized and about 36,000 individuals die because of the flu. Most who die are 65 years and older. But small children less than 2 years old are as likely as those over 65 to have to go to the hospital because of the flu.

Myth: The flu shot can cause the flu.
Fact: The flu shot cannot cause the flu. Some individuals get a little soreness or redness where they get the shot. It goes away in a day or two. Serious problems from the flu shot are very rare.

Myth: The flu shot does not work.
Fact: Most of the time the flu shot will prevent the flu. In scientific studies, the effectiveness of the flu shot has ranged from 70 percent to 90 percent when there is a good match between circulating viruses and those in the vaccine. Getting the vaccine is your best protection against this disease.

Myth: The side effects are worse than the flu.
Fact: The worst side effect you’re likely to get from a flu shot is a sore arm. The nasal mist flu vaccine might cause nasal congestion, runny nose, sore throat and cough. The risk of a severe allergic reaction is less than 1 in 4 million.

Myth: Only older individuals need a flu vaccine.
Fact: Adults and children with conditions like asthma, diabetes, heart disease, and kidney disease need to get a flu shot. Doctors also recommend children 6 months and older get a flu shot every year until their 5th birthday.

Myth: You must get the flu vaccine before December.
Fact: Flu vaccine can be given before or during the flu season. The best time to get vaccinated is October or November. But you can get vaccinated in December or later.

For more information, ask your medical provider or call 800-CDC-INFO (800-232-4636).  You can also get more information about flu shots by visiting the following Website: www.cdc.gov/flu

Source: The Department of Health and Human ServicesCenters for Disease Control and Prevention

Benefits of Corporate Wellness Programs: Easy to Find

Employer’s are learning that Corporate Wellness Programs is an effective way to increase productivity, improve employee health, reduce medical costs and reduce rates of absence.

A report published in 2003 by the U.S. Department of Health and Human Services (HHS) highlighted how important it is for employers to incorporate Corporate Wellness Programs as part of their corporate strategy. The report asserts that chronic diseases which are largely preventable place a heavy toll on business, including lower productivity and higher health insurance costs.

The Department of Health and Human Services estimates that $1.66 trillion was spent on health care in 2003 and it attributes a majority of those costs to chronic diseases and conditions such as heart disease, diabetes, obesity and asthma. Sadly, the money allocated for preventing or controlling these conditions is negligible.

In a recent article, American Cancer Society CEO John Seffrin reported two thirds of cancer deaths in the U.S. could be prevented through lifestyle changes in diet, exercise, cancer testing and “especially” tobacco use. A well-designed Corporate Wellness Programs initiative serves the best interests of workers and employers alike.

Benefits of Wellness Progams: Return On Investment (ROI)

Ron Goetzel, a nationally recognized expert in the science of health management, data analysis and applied research, said in a recent interview that with an investment of $100 to $150 per employee per year in Corporate Wellness Programs, an employer can expect an average return on investment of approximately $3 for every $1
invested ($300 to $450 savings per employee per year).  Goetzel says, however, that these returns are not typically realized until two to three years into the Corporate Wellness Program.

Benefits of Wellness Progams: Tax Breaks

Sen. Tom Harkin (D-Iowa) has been an outspoken proponent in seeking legislative solutions for a strained medical system.

“As a nation, we have a ‘sick care’ system that is focused on helping individuals after they get sick, rather than a ‘health care’ system which focuses on keeping healthy individuals healthy,” he says.

Harkin introduced the Healthy Lifestyle and Prevention (HeLP) America Act of 2004. One of the initiatives under Title II – Healthier Communities and Workplaces, provides tax credits to companies that offer broad-based programs to promote employee health and grants for small business.

Benefits of Wellness Progams: Getting Started

Implementing a Corporate Wellness Programs can be accomplished with simple, low-cost strategies.

• Provide incentives for participation.
• Establish a wellness informational campaign.
• Schedule wellness seminars on diabetes, nutrition, exercise and cholesterol.
• Establish programs such as fitness, sleep diary, tobacco use cessation and injury prevention.
• Provide onsite chair massages or simple stretching exercises to do at the desk.
• Change snack machine options to offer healthier, low-fat snacks and drinks.
• Actively promote employee participation in all Corporate Wellness Programs.

A successful Corporate Wellness Program can boost business morale, enhance productivity, reduce organizational conflict, attract superior workers and reduce the rate of employee turnover. The case for beginning a Corporate Wellness Program is well worth the effort.

Technological and demographic transformations are changing the nature of work in our society. As these changes occur the broad-based model of Corporate Wellness Programs described above will evolve and continue to develop. If current trends continue, the workers of tomorrow will be older, more racially and ethically diverse, increasingly female, and will often be located off-site. In the later case, technological advances are making it possible for more and more consultants to conduct their work from their homes. Thus the very character of the worksite will change and so must our efforts to deliver Corporate Wellness Programs. As an example, in the future it is likely that a great deal of health education programming will be delivered through personalized interactive multimedia formats, conveniently supplied to any number of workers through telecommunication systems.

As technological innovations increase in the workplace, Corporate Wellness Program consultants will face new health related challenges. In the past, some have assumed that technology would make workers more efficient, thereby allowing workers to work less, while being more productive. In reality, increases in technological innovation have simply allowed more of us to take our work with us where ever we go and feel guilty for not being increasingly productive.

This trend may absorb greater amounts of leisure time that is normally devoted to recreation and relaxation. Subsequent increases in fatigue and stress will ensure the continued need for effective Corporate Wellness Programs.

When considering the scope of Corporate Wellness Programs described in this article, many will think of substantial investments made by large companies. The reality is that 60 percent of individuals working in the U.S. work for a business of less than 100 workers (U. S. Bureau of Census, 1988). Due to economy of scale, it has been difficult and expensive for small business owners to supply adequate medical insurance as well as prevention programming for workers.

Corporate Wellness Program consultants must understand this challenge and develop the method to overcome these obstacles. The proof is clear that much more could be done to advance the health of our society through the workplace. As change agents, health educators must work to empower employers and workers through education of the benefits of Corporate Wellness Programs.

Worksites do not exist in a vacuum. They are part and parcel of the community in which they are located. Successful corporate administrators are cognizant of the need for positive community relations and should do what is necessary to promote good will. What better way to bridge relationships than by utilizing existing community Corporate Wellness Program services and programs whenever possible (e.g., voluntary, private and public health agencies) and providing health related services back to the community. Since the community is also the home of the employee, an effective mode of health promotion is through programming directed at the larger community. Sponsorship of community related health fairs is one example more are listed below.

• Encourages employee/employer involvement in the community
  Blood drives
  Sponsorship of fund raising for community schools and social services
  Community recycling programs
  Youth league sports sponsorship
  Job training programs
• Public relations and media programs advertising a healthy business image
• business newsletters and press releases on health issues to local media
• Environmentally sound use of community resources and waste disposal

At times Corporate Wellness Programs have been instituted as public relations vehicles intended to enhance the corporate image with little concern for improvements in employee health. Companies who are truly committed to enhancing employee health and wellness, are companies who have worked to include Corporate Wellness Programs into the business’s mission statement. With this commitment, policies and procedures can be written to address short and long term goals of increased employee health, productivity, and morale. These policies and procedures are critical to the establishment of supportive organizational cultures conducive to employee health and wellness.

• Active employee involvement in Corporate Wellness Program committees and business decision making
• Availability of flextime work schedules
• No tobacco use policy
• Drug use policy and screening
• Motor vehicle seat restraints and the use of other protective/safety equipment
• Sexual harassment policy
• Family leave programs
• Consistent and frequent awards and recognition of employee work efforts