Long Live New Year’s Resolutions!

January is filled with people overcome with determination to make healthy lifestyle choices. However, according to U.S News & World Report, 80% of new year’s resolutions fail by February.

You can and should help your employees. Incorporating wellness into the workplace environment will make positive lifestyle changes less daunting. It also helps the employer. Employees are the greatest asset of every organization and putting effort into the right employee wellness initiatives will encourage teamwork and morale, increase productivity, and reduce sick leave and workplace accidents.

The need for workplace wellness promotion. Most adults spend a large portion of their awake hours at work, in an environment that contributes to poor health choices. Desk jobs lead to physical inactivity, workplace stress leads to poor mental health and sleep, office parties and activities promote unhealthy food choices… the list goes on. Combining several of these factors puts employee’s health and productivity at risk.

The importance of physical activity. The CDC states physical activity is one of the most important things you can do for your health. There is a strong correlation between regular physical activity and the reduced risk for heart disease, diabetes, obesity, high blood pressure, stroke, depression, certain kinds of cancer, and premature death. Physical activity has a positive effect on metal health too. Exercise improves mood, sleep, thinking, learning and judgement. Despite popular belief, physical activity can increase energy levels, reduce risk of injury, and help with pain management. Getting employees more physically active can create a healthier workforce, increase productivity, and decrease absenteeism. According to a HERO study of over 20,000 US workers, those who reported a healthy diet and regular exercise experienced 27% less absenteeism and were 20% more likely to have higher job performance. This research shows that physically active employees can lower employer health care costs.

The importance of nutrition. What we eat also plays a huge role in the cause and prevention of several diseases including heart disease, stroke, high blood pressure, diabetes, and some cancer. Evidence shows that eating a low-calorie diet and nutrient dense food each day protects against poor health outcomes. Americans tend to consume too many calories from solid fats, added sugars and refined grains. These poor nutrition habits led to over 60% of Americans being overweight or obese. Overweight and obese employees are absent more frequently, less productive at work, more likely to require short-term disability benefits, and spend more on medical care.

Don’t know where to start? Organizations have many options when it comes to providing employees with an adequate employee wellness program. Options include but are not limited to:

·  Wellness events - walking groups, nutrition programs, resilience programs, lunch and learns

·  Services - employee assistance programs, health screenings, health coaching

· Resources - learning modules, webinars, fitness equipment, designated walking paths, healthy food

· Environmental changes – eliminate vending machines, create a company food order policy, review smokers’ tents, encourage movement breaks

·  Leadership – impress upon leadership that their responsibilities include supporting the wellness initiatives

·  New hires – take the time to let new hires know about your healthy culture

·  Shift to virtual – amidst a global pandemic, tap into technology to connect workers: step challenges, webinar education, healthy-selfie challenges, small accountability groups, etc.

· Culture and community - recognition, paid time off for wellness, volunteer projects

We are not going to tell you sustainable workplace wellness initiatives are easy; however, they do not have to be expensive. Tap into your existing resources. Your broker, carriers, and third-party administrators are all able and willing to assist. You will find many associates are passionate about wellness. Solicit a volunteer from each department to meet monthly for 30 minutes to keep your programs fresh. Wellness goals fall in line with safety; partner with your safety manager and the safety committee. Additionally, some state workers compensation departments offer grants for new wellness initiatives. If you have a budget, there are hundreds of wellness companies out there to help you with onsite screenings, wellness portals, coaching, custom benefit magazines and more. We know you already wear a lot of hats; you don’t have to do workplace wellness alone!

Struggling to get engagement over the 30% breakwall? First of all, employee engagement should be more than showing up at biometric screenings or logging in activities to receive incentives or avoid penalties. Companies must create and maintain a sincere interest in living a healthy life. Leadership at every level must participate and encourage others. A committee of wellness champions can round out the wellness strategy and disseminate initiatives for greater participation. Communication must be multilevel: email, intranet, johnny journals, postcards, benefit summaries, leadership speeches, any and all opportunities, utilize them…

Ultimately the goal is simple: create an environment where living a healthy lifestyle is not daunting. The benefits of cultivating employee well-being can and will separate your organization from others.

Long live new year’s resolutions!

 

Engaging Employees in Their Health and Wellness. (2018, August 24). Retrieved January 29, 2021, from https://www.cdc.gov/workplacehealthpromotion/initiatives/resource-center/case-studies/engage-employees-health-wellness.html

National Center for Chronic Disease Prevention and Health Promotion. (2021, January 19). Retrieved January 29, 2021, from https://www.cdc.gov/chronicdisease/