Employee Wellness Newsletter

Who needs Wellness Programs? If you work in an office or a jobsite or are a member of an organization who spends a considerable amount of time at work, you will benefit from a well-designed employee health promotion program. Staff Members spend a minimum of about 200 hours a month at work – a considerable amount of time.

Furthermore, stress, distractions and the pressures of the job can take its toll on the staff member, which makes it important that a health promotion program is implemented.

Today, all across America, Canada, Europe and Asia, top corporate Wellness Programs are being used to help improve employee conditions at work and reduce the cost of employee healthcare.

Some of the top Health Promotion Programs currently in use today include -

Wellness Programs – Health Risk Assessments (HRAs) (HRAs)

Health Risk Assessment (HRA) is a top Wellness Program currently in use globally. Organizations that implement it determine the safety and health concerns of staff by the assessment of appropriateness of the facilities and equipment against the needs of the staff.

It can, for example, guide the company into determining how much air quality within an office room affects the users and then help the assessment team to come up with the measures necessary to correct the problem.

An HRA can also evaluate the level of exposure staff have to certain hazardous or hazardous materials and practices.

Wellness Programs – Immunizations.

This is not always practiced in every country since there are regions where government sponsored immunization shots are available. Nevertheless, it’s also become an important component of the top Health Promotion Programs in many companies in North America.

Immunization shots, such as those used to combat flu, for instance, are offered to employees for free.

Worker Assistance Programs (EAPs)

Staff Member Assistance Programs (EAPs) consist of a wide variety of services. It can range from providing educational resources to workforce regarding health issues to sponsoring health services and medical care. In many organizations, medical and insurance have also become a staple part of their benefits system.

Weight Management Programs

This is another health promotion program that corporations use, specifically those that offer in-house commissary or cafeteria services. Instead of serving richer, high-calorie fare, cafeterias offer choices for a healthier diet, typically in the form of low-calorie foods and sugar substitutes.

Worker Health Promotion Newsletters – Health Education Programs

One of the top Health Promotion Programs that organizations can begin is a self-powered tool using a newsletter to promote wellness, coupled with a visible campaign.

The campaign could  be done periodically and focus on a specific topic, such as smoking hazards, cancer, stress, carpal tunnel syndrome, safety in the worksite, etc.

The newsletter in itself can be an effective means to deliver information to workforce or members of an organization but it’s far from perfect. Some workforce, for instance, may not peruse the newsletter in its entirety or even pay attention to it.

If the issues outlined in the newsletter are promoted through an active and highly visible campaign, it will be easier to maximize positive results.

Physical Fitness and Fitness Programs

Another top wellness program for companies is one that involves physical activities. Companies often sponsor exercise-related events such as marathons and organization sports programs to encourage staff members to remain fit or lose excess weight. In mid- to large-sized companies, companies may even pay for health and fitness center memberships or in-house exercise facilities.

Wellness Program Incentives.

Some of the top Health Promotion Programs implemented by companies involve incentive rewards. This involves company-sponsored programs that reward staff members for achieving specific wellness objectives.

Participation in health campaigns and signing up for Wellness Programs are two of the most commonly rewarded schemes. Rewards can range from special recognitions to points (for bigger rewards) to specific gifts. In several cases, cash may also be used.

Notwithstanding, incentive systems have had mixed reactions and levels of success. But it continues to be one of the top choices among corporations who are willing to modify it to fit their unique needs.

Wellness Programs – Group Activities

In many businesses, businesses take advantage of peer pressure in order to encourage personnel to participate in Wellness Programs. This is currently one of the favorite staff member Wellness Programs currently in use today and growing in popularity.

Peer pressure is often leveraged to help promote competitions referring to corporate wellness and to persuade staff members to be active in company-sponsored wellness fairs.

Health promotion programs at the corporate level are beneficial, right? Health Promotion statistics obviously show that such health promotion programs are not only cost-effective to the company but can assist the employee in developing a healthier lifestyle.

With the rising cost of health care, wellness programs simply make sense. So where does the problem come in? Let us examine the topic from both perspectives.

Health Promotion Programs –  the Good

o  A sampling of corporate returns on investment for health promotion programs –  Bank of America –  600%; General Motors – 370%; Pepsico –  300%; Citibank –  465%; and the Washoe County School District leading the pack at a whopping 1,560%. (Campbell,J., Wellness Improvement Professionals, www.wellnessimprovementexperts.com, Albuquerque, New Mexico.)

o  Organizations with health promotion programs have realized a 28% reduction in sick leave, a 26% reduction in adjunctive health care costs and a 30% reduction in disability and staff members compensation costs. (Health Affairs, Volume 21, No.2, March, 2002.)

o  The Washoe county School District in Northern Nevada realized a $15.60 return on investment for every dollar spent as a result of a 20% reduction in absenteeism. (Hardy,A. (2005).  At the Top of the Class. WELCOA’s Absolute Advantage Magazine, 5(1), 14-20.)

o  Wellness programs provide the structure, encouragement, incentives and ongoing support that many person need in order to make lifestyle changes.

o  Workers also realize returns on their efforts. FiServ, a financial services technology corporation, gave staff members who filled out a health risk appraisal a meaningful discount on their medical insurance premium. (Holland, Kelley, the New York Times, July 22, 2007.)

Health Promotion Programs –  the Bad

The flip side of the argument centers on basic human rights. Do we want/need our corporation to tell us to eat our veggies or lose 30 pounds? A number of corporations are doing just that and at least one lawsuit has resulted because of it.

o  Three hundred corporations have requested assistance from a national employment and labor law firm to institute more aggressive health promotion programs.(Cornwell, Lisa, Associated Press, Albuquerque Journal, September 10,2007.)

o  Clarian Health, based in Indianapolis, Will begin decreasing worker paychecks by $10.00 for every worker who’s a Body Mass Index (BMI)  of greater than 29.9 because not enough employees were utilizing their wellness services.(Cornwell, Lisa, Associated Press, Albuquerque Journal, September 10,2007.)

o  Scott Rodrigues filed a suit against his prospective corporation, Scotts Miracle-Gro, because he believed the corporation’s antitobacco use policy violated his civil rights.  The corporation has a policy against hiring workforce who smoke and Mr. Rodrigues’drug screen was positive for nicotine.(Holland, Kelley, the New York Times,July 22,2007.)

o  Worker advocates are concerned that health discrimination might not be covered below the American Citizens with Disabilities Act.(Cornwell, Lisa, Associated Press, Albuquerque Journal, September 10,2007.)

Penalizing personnel by hitting them hardest where it hurts the most,their pocketbook, doesn’t appear to be a favorable approach to molding human behavior.

Such tactics may result in increased resentments and retaliation, primarily in the form of absenteeism and presenteeism (decreased productivity on the job.) Voluntary, incentive-based wellness programs, like the one in the Washoe County School District, can and do produce results.

A positive attitude by senior level management along with an opportunity for staff members to have a stake in the decision-making may yield the greatest dividends to both corporation and worker.

The motivation and resolve needed to change unhealthful lifestyle habits can best be derived from the basic tenets of encouragement, respect and support.

Getting Began – Secure executive management support

o  Justifications for having a wellness fair

o  Health risk assessments

o  Make certain to help for high-risk population –  smokers, obese staff

o  Early detection of diabetes, heart disease risk factors (high cholesterol, high blood pressure)

Health Fair Participation – Identify your audience

o  Employees only, whole family, retirees?

o  Community involvement? Theme?

Health Fair Time Line

o  Be sure to set a date and time Allow 4-6 months of planning time

Wellness Fair Developing

o  Identify health-related screenings, tests, other activities you’ll offer Identify educational literature and other learning opportunities health fair will provide Include any “fun” activities, or food/beverage needs for the fair

Health Fair Location and Logistics

o  Consider location large enough to accommodate the biggest volume of people  at “peak time” periods

o  Determine how booths/stations will be set up

Health Fair Providers

o  Target relevant health/safety-related community and corporate vendors to provide services, educational materials, incentives and giveaways

Health Fair Marketing and Advertising

o  Determine marketing tools to be used to inform employees/participants (posters, mailings, e-mail)

o  Determine any incentives or giveaways that’ll be included in the fair or used to encourage participation in the fair

Health Fair Scheduling

o  Coordinate timing and events with staff and/or volunteers

Wellness Fair Personnel

o  Schedule appropriate specialists Doctor or similar healthcare personnel to provide patient consultation for review of blood draw lab results

o  Nurse(s) to administer immunizations

o  Administrative/all-purpose individual to facilitate paper work, finger sticks and to provide general assistance

o  Pharmacist or pharmacist assistant if appropriate Dietitian for nutritional counseling suggested personnel designated for health fairs

Footnotes

1 the Robert Wood Johnson Foundation via Reuters Health E-Line.

2 Kaiser Daily Health Policy Report, (9/11/03)

3 www.cdc.gov/nccdphp/dnpa/press/archive/lower_cost.htm

4 “Is Stress Nibbling Away at Your Bottom Line?” By Stephen Alper, Nov. 15, 2002.

5 Health Promotion in the Worksite, Michael P. O’Donnell, page 415.

6 http – //www.bmpcoe.org/bestpractices/internal/dayto/dayto_6.html

According to Gordian Health Solutions, the effectiveness of wellness programs in bettering health and decling healthcare costs is directly linked to incentives -

o  The more substantial the incentives,

o  The higher the success rate.

Incentives can range from tokens of achievement, such as t-shirts, water bottles and sports equipment, to more substantial financial awards, such as cash incentives or copay vouchers for the successful completion of a wellness program.

Nationwide Insurance is seeing results from a small incentive program initiated by one of the company’s onsite nurses.  To encourage lunchtime walking, the employee has informally launched a “shoelace program” modeled after the karate-belt color system.

Staff Members progress through the color scale until they reach “black-lace” status.  The reward system has resulted in more staff members making commitments to walk during their lunch hour.

At the high end of the reward spectrum, some corporations pay cash to employees who meet wellness objectives. LuK, Inc. offers employees $250 for kicking the tobacco habit and remaining smoke free for 12 months.

For logging fitness points that add up to 10 miles a month, workforce are eligible for health assessments, which could lead to reward amounts of up to $225.

The most effective motivator, as reported by Gordian research, comes through linking participation in health promotion programs directly to insurance premiums. Doing so obviously demonstrates to personnel the positive effects of wellness on their own healthcare costs.

Usually, the first step in linking wellness programming to insurance coverage is lowering deductibles for wellness care or eliminating deductibles altogether. By adding this benefit, businesses can encourage staff to undertake routine screenings and other procedures to respond to medical problems before they become chronic.

Early detection benefits both patient health and business health care costs.

Incentivizing wellness program participation with healthcare credits

More frequently, businesss are going beyond increased wellness care coverage and looking to demonstrate the importance of wellness by linking participation to employees’ bottom lines.

Worthington Industries has lately rolled out a wellness program that allows employees to eliminate their portion of the insurance premium by enrolling in a Healthful Options wellness program.

During the first year of the Healthful Choices program, personnel and their spouses complete Personal Health Assessments and biometric screenings to determine their levels of health risks.

Nurses, dietitians and exercise experts are available to help moderate- and high-risk participants develop individual action plans for improved health through the use of educational materials, behavior modification, telephone help from third-party program health coordinators, and formal health management programs.

By completing the assessments, staff earn their full premium credit. Because some plans at Worthington require no staff member contribution, a cash award takes the place of a credit in those cases.

During year two of the wellness program, the wellness bar is raised slightly.  To continue to receive the wellness credit, participants in the moderate- to high-risk category will be required to work at establishing objectives with third-party health coordinators.

Year three raises the bar again, requiring participants to show progress in meeting goals and to continue to work with health coordinators to reach goals.

After year three, Worthington Industries employees will be on the wellness track.  The company believes that’ll mean a healthier workforce and cost savings for employees and the company.

The well being of Worthington staff members is the foundation of this wellness program, and both staff members and the corporation are expected to benefit from the long-term advantages of the Healthful Options Health Promotion Program.

While Worthington has taken a broad approach to wellness, other corporations have found success in offering incentives in specific areas. Longaberger, for example, offers a discount on healthcare policies for staff members who don’t use tobacco.

An individual employee who doesn’t use tobacco saves $7 per bi-weekly pay. for tobacco-free personnel with family coverage whose families are also tobacco-free, the savings increases to $14 per pay.

The next step –  Penalizing harmful behaviors

As it stands, health care is the only type of insurance that does not focus on penalizing for behaviors that put the insured party at risk. With health care costs rising so dramatically, that could soon change.

Just as an accident likely raises auto insurance premiums, increasing premiums for those who engage in unhealthful behaviors is a possible next step in corporations’ attempts to manage health care costs.

Reports that staff would support this type of action are stacking up. One Ohio employer conducted an informal survey that indicated staff would consider it a morale improve if health-conscious staff were relieved of some of the burden of subsidizing care for staff who engage in behaviors that negatively affect their health.

Whether or not this type of health promotion program gains popularity, one thing is sure –  the need to control the rise in healthcare costs is becoming ever more pressing.

Take the first step

No matter what the strategy, from offering staff members health resources to providing incentives for healthful behaviors, companys have a real opportunity to improve morale and productivity, decrease absenteeism and control healthcare costs through wellness.

The first step is committing to taking one, whatever size effort is appropriate for your business.  Big strides start with small steps.

Preventing injuries is a high priority for employers, namely in factory settings such as Honda. That’s why the corporation offers a few programsâ.”including line-site process examinations â.”to identify potential hazards and help reduce the chance of injury.

As part of an early intervention program, Honda staff who are feeling pain can receive a massage of the affected area during work time.

Stretching programs are another effective tool in injury prevention. As reported by the Best Practices in Manufacturing Web site, Dayton Parts, Inc. (DPI) in Harrisburg, Pa., conducted research that revealed approximately 80 percent of all manufacturing injuries occurred within the first two hours of each shift.

After implementing a program that required production workforce to stretch for 10 to 15 minutes at the beginning of their shifts, they saw a dramatic reduction in injuries.

While the DPI program costs about $75,000 a year to operate, and other business programs, it’s assisted bring the annual cost of workers’ compensation from $700,000 to $200,000 each year.6

To help prevent lengthy absences and reduce workers’ compensation claims, Honda instituted a work recovery program. Through the program, employees who’ve had an injury can work in a modified jobâ.”getting better.

Staff Members in the program spend their work days receiving physical conditioning to elevate overall fitness, physical therapy to restore functionality, health education and nutrition counseling.  The program is based on data that shows fewer work days are lost when an staff member stays connected to the work environment.

The Ohio Bureau of Workers’ Compensation, www.ohiobwc.com, provides a “10-Step Corporation Plan” as a guide for corporations in providing wellness programs that aim to reduce injuries.  The plan includes information on safety and health programs to prevent occurrences of on-the-job accidents, including -

Staff Member involvement – to ensure the success of any organization health promotion program, workforce must participate in the safety and health-management process.

This could be done through safety and health audits, accident examinations, or by forming safety and health involvement teams, focus groups or committees.

Orientation and training plan – Conduct orientation and training sessions to educate staff members on the corporation’s safety policies.

These sessions should include procedures for the safe use of machinery and tools, chemical hazards and how to prevent contact or exposure, specific job/task safe practices, and hazard recognition and prevention.

Communication – Open communication keeps workers informed and provides suggestions and feedback on the effectiveness of the company’s health promotion program.

Through memos, bulletin boards and staff meetings, important health and safety information can be conveyed throughout the business, keeping all senior level management staff and staff knowledgeable about the company’s safe practices.

The business plan also outlines incentives for post-injury procedures, including -

Medical treatment and return-to-work practices – arly return-to-work strategies help injured or ill workers return to work in a timely manner.

Corporations should establish a disability management policy to help injured or ill employees obtain quality medical treatment, making their transition back to work quick and effortless.

Timely notification of claims – Employers should document worksite injuries immediately after they occur and promptly send that documentation to a claims handler.

Rapidly providing claim information demonstrates care and concern for the injured employee, prevents delays and confusion with the claim process, and reduces the potential for abuse or needless litigation.

Record keeping – Internal documents should be kept to record work-time injuries and to assess the success of the company’s safety efforts.

Business audits, surveys and injury or disease reports can all be used to analyze which safety practices and policies have proven successful, and what areas of wellness need improvement.

Dr. Moore of Nationwide maintains that immunization is the most cost-effective treatment in medicine. for example, vaccinating children against the influenza virus averages a savings (including health care costs, parents’ missed work, etc.) of up to $35 per vaccine recipient.

And professionals predict that estimate is low, because it does not take into account the rapid spread of the flu.

The American Association of Family Physicians’ Web site, www.aafp.org, offers a advised adult immunization schedule developed by the Advisory Committee on Immunization Practices.

This schedule, tiered by age and chances of exposure, recommends diphtheria, tetanus, influenza, pneumonococcal, hepatitis B, hepatitis C, measles, mumps and rubella, varicella and meningococcal vaccinations.

Ideas to incorporate avoidance and early detection -

o  Hold a health fair and invite companies that provide screening services for such conditions as blood pressure, blood iron, cholesterol, Body Mass Index (BMI)  and diabetes.

o  Give educational materials about well-baby care and immunizations.

o  Select health care coverage plans that include wellness check-ups and immunizations.

o  Provide onsite mammograms for workers.

o  Sponsor onsite flu shots to coincide with flu season.

Advantages of Stress Reduction Programs

While stress cannot be eliminated from life, or even from the workplace, coping skills can be created with relative ease. Stress management skills lead to decreased absenteeism and more effective, more productive workforce.

Because stress has been shown to contribute to such physical conditions as ulcers, high blood pressure (BP) and stroke, stress reduction has a direct impact on bettering physical health.

Studies have shown that heart patients who attend stress management programs have 42% lower health care costs. Other studies have documented a 50% reduction in medical services use when stress management programs are employed.

Further, Worker Assistance Program (EAP) experts estimate that 20 percent of any workforce is affected by personal problems that can influence work performance.

Stress reduction tactics to consider -

o  Give onsite yoga or meditation classes.

o  Organize support groups among employees.

o  Sponsor stress management classes during the workday.

o  Provide an employee assistance program that includes both counseling and referral.

o  Give onsite counseling for staff by a work-related trauma, like the death of a coworker.

Benefits of Prenatal Care and Breastfeeding

The old adage “an ounce of avoidance is worth a pound of cure” is especially relevant to when applied to preventive measures taken during pregnancy, when several extra ounces of birth weight can save a child’s life.

During pregnancy, simple precautions can help avoid catastrophic results; giving up use of tobacco, for instance, drastically lowers the risk of miscarriage and pre-term labor.

The March of Dimes reports that if all women took adequate folic acid before conception and during pregnancy, the number of babies born with a neural tube defect could drop by as much as 70 percent.

The physical and emotional benefits of proper prenatal care to a mother and child are underscored by a strong organization case for offering prenatal wellness benefits. Nationwide’s Chief Medical Director, Dr. Michael Moore, estimates costs to care for one baby delivered prematurely could approach $500,000.

First steps in fostering a prenatal program -

o  Invite the March of Dimes to present information about prenatal health at an staff member brownbag lunch or breakfast meeting.

o  Hold prenatal care information classes for interested workers at lunch.

o  Give educational materials about the effects of alcohol, drugs and smoking on an unborn child.

o  Give incentives for adopting healthy life choices during pregnancy.

o  Make available prenatal programs and education as part of the corporation health care package.

A Employee Wellness Program is an accross the board program to help and support employees in implementing healthier lifestyles.  This could possibly include rising employee awareness on health topics, scheduling behavior modification programs, and/or implementing employer policies that support health-related objectives.  Programs and policies that promote increased physical activity, tobacco use prevention and cessation, and healthy meal selections are a few examples.  

Dimensions of Wellness

Wellness is more than just physical fitness alone.  In addition to physical fitness, the ranges of good health include:

   • Spiritual Wellness,
   • Emotional Dimension of Wellness,
   • Social Dimension of Wellness,
   • Intellectual Dimension of Wellness

These dimensions are frequently depicted as a “life wheel” with examples of health dimensions that include fitness, diet, purpose in life, financial planning, social connections & backing systems, stress management, mind-body health, career planning and continued learning.   The key behind individual health is keeping the “life wheel” in balance.  A accross the board workplace wellness program addresses most, if not all, of these dimensions.

Why Workplace Wellness Programs?

staff members invest a whole lot of time on the job, and the bottom line is that our traditional work-week is increasing.  In fact, the typical American now labors about 47 hours every week.  Additionally, items such as modems, laptops, cell phones, voice and email have confused the line between life and work.  These realities diminish the amount of time that the average person is able to devote to health & wellness pursuits, and yet staff members are expected to be at top performance when at work.

A current study conducted by the American Association of Occupational Health Nurses found that workplace wellness or Employee Health Promotion Programs are efficacious in assisting employees to make positive health changes due to several factors such as convenience, environmental backing, and co-worker or social acceptance.  

What’s the Link between Wellness and the Workplace?

Programs and policies that reward healthy behaviors can make a big difference on employee wellness AND have an influence on the company’s bottom line.  Studies show that for each dollar invested by employers in Worksite Health Promotion Programs/wellness programs, there were savings between $1.49 to $4.91 with a average savings of $3.14*.  In company vocabulary, that’s more than a 3:1 minimum ROI – a number that is difficult to disregard, and a best practice that must warrant serious consideration from employers.  In fact, a Worksite Health Promotion Program literature review posted in Health Promotion Practitioner Journal observed:

   • 19 studies found a 28.3% reduction in sick time
   • 16 studies shown a 5.6:1 ROI
   • 23 showed a 26.1% decrease in medical costs
   • 4 observed a 30 percent decline in direct health care and workers’ compensation claims

There is little doubt that a all-inclusive wellness program targeted to meet an enterprise’s specific needs can save money by decreasing absenteeism, decreasing medical care expenditures, decreasing employee turnover, and expanding productiveness.

• The U.S. Department of Health & Human Services, 2003

After cost, poor employee engagement and inadequate talks and backing are listed as the greatest challenges for corporations administering any health benefi t program.22

By law, organizations are required to explain any benefits or explicit conditions of employment to all staff members – this is called “due process,” and it usually takes the form of a packet of information that new staff members are asked to review and sign during orientation or, in the case of existing staff members, a brief communication during open enrollment periods.

Corporations that only engage in the minimally required due process communication of a Corporate Health Promotion Program, however, do a disservice to the program and the employer.

Opinions about Medical Care in corporations represent one of the largest disconnects between management and workers. In discussing the need for savings, most corporations (70 percent) believe their organization effectively communicates about rising Medical Care costs, while only 34 percent of workers feel rising Medical Care costs influence their business’ ability to succeed.23 When it comes to conduct, 74 percent of corporations believe their workers must be held largely accountable for improving, managing and maintaining health, yet only 4 percent of corporations think that workers participate in these activities.

Under the proposed rules, the four specifications to be a bona fide Company Health Promotion Program are:

- The total reward that may be given to an individual is limited. The departments invited comments on the appropriate level of the reward, suggesting that a limit of ten% to 20% of the total expense of employee-only coverage may be appropriate.
- The program must be reasonably designed to promote good health or prevent disease for individuals in the program.
- The reward must be available to all similarly situated people. More specifically, the program must allow any individual for whom it is unreasonably diffi cult due to a health care condition to meet the Employee Wellness Program standard (or for whom it is medically inadvisable to attempt to meet the Employee Wellness Program standard) an opportunity to satisfy a reasonable alternative standard.
- All plan materials describing the terms of the program must disclose the availability of a reasonable alternative standard.
Source: U.S. Department of Labor Employee Benefits Security Administration

As Northwestern Memorial’s Kathryn Krivy says, “The most fundamental failure in any Corporate Health Promotion Program is not communicating. You need to tell people what you’re doing and why you’re doing it. You have to get workers engaged and inform them of what’s going on.”

A properly implemented Worksite Wellness Program is designed to save a company more money with greater participation. However, a company must match its focus on program design with an equally strategic investment in efforts to engage employees in the initiatives.

Lay out your case – Despite widespread recognition of increasing Medical Care costs, staff members remain skeptical that the concern affects corporation operations. In fact, only 53 percent of staff members even believe what their corporation communicates about the subject.24 Employers need to be more candid and forthcoming about the amount they spend on Medical Care and how that relates to larger budgetary constraints and potential investments.

Says Motorola’s Saenz: “We share with workers that we have been able to maintain Motorola’s Health Care spend trend below national average over the past several years due to their participation in our various Corporate Wellness Programs. This transparency is necessary to keep reminding people the reasons for our behaviors.”

An effective strategy is to focus on the cost savings and overriding health benefi ts to the employee and not the employer. By personalizing the information in this way, it produces a win-win scenario instead of presenting the program as a sacrifi ce on the part of the employee. Information should be presented through multiple channels, constructed in a way that makes sense to all levels of staff members, and given to staff members, dependents and retirees.

Make it your own – Every Workplace Health Promotion Program will be different, and must reflect the culture of a business. While program areas will be determined by analyzing employee health risks, the actual offerings must be shaped by the nature of the business. Younger, more active employee communities may be attracted by different programs than an older or technicaloriented employee. Additionally, a global business with mobile workers will have different needs than a business with one central location.

As noted earlier regarding PepsiCo’s HealthRoads, one strategy is for businesses to brand their Workplace Wellness Programs. Union Pacifi c Railroad (HealthTracks), General Motors (LifeSteps) and Caterpillar (Healthy Balance) all adopted this approach to help create recognition and a larger meaning around their efforts. Having a branded plan helps workers and other stakeholders see the larger goals/objectives of the Workplace Wellness Program, rather than focusing on isolated offerings.

Say it loud, say it proud – As a potential cost-saving program, Company Health Promotion Programs must be given the same executive substructure and internal commitment as any comparable corporation effort. Employers must not approach wellness as simply a preventive, financially-motivated program, but rather as an opportunity for the corporation to distinguish itself and become more competitive.

Jeffrey Treem, analyst, Edelman Change and Employee Program Engagement Group, says that effective communication about Workplace Health Promotion Programs ought to be integrated into existing corporation communication channels and vehicles. “This covers executive communication to external stakeholders,” he notes, “because this sends a powerful message back to staff members about the significance of the programs. Workplace Health Promotion Programs ought to not be treated as merely an additional employee perk, but rather a progressive and strategic effort to lower costs and create a healthier work environment.” Talk among yourselves – The most powerful champions of any Workplace Health Promotion Program will be the participants.

Employers ought to find ways to facilitate discussions about the program among staff members. This could take the form of support groups, interactive media and the sharing of success stories.

Nevertheless, since Employee Wellness Programs touch on potentially private health problems, it is valuable communication remains positive and inclusive, while not pressuring employees. Discussion of wellness problems should be voluntary, though companies may consider providing incentives/rewards for those willing to contribute. Motivation and information from peers is likely to carry more credibility and significance than messages from management.

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