All posts tagged obesity

Employee Wellness Programs are a key factor in employee engagement and overall company success in today’s business world. Wellness programs are consistently evolving and changing as employee demands shift. Companies are constantly looking for new ways to engage and encourage their employees, preferably at a lower cost. Below are some effective and cost-efficient ways to enhance your employee wellness programs, leaving your employees happier and more excited about work!

  1. Walk and Talk Meetings

Walk and Talk meetings are becoming a popular new way that companies can encourage employee fitness in the workplace. The average American employee spends the vast majority of the day sitting at the desk, and studies show that 86% of them hate it. The walk and talk meetings provide a way to get up and move around, while still being productive with the work that needs to be accomplished. In addition, walking boosts creativity and new environments produce fresh ideas. A Stanford study recently found that, “walking has a very specific benefit – the improvement of creativity.” So, next time you’re looking for a boost of creativity and activity in your schedule, consider taking your meeting for a walk.

  1. Fit Bit Challenges

Fit Bits are one of the most popular fitness trackers on the market. Several employees already have personal Fit Bits so bringing them into the workplace is an easy transition. For those that do not, many companies are buying them in large bundles for resale at discounted rates to their employees. Companies are finding innovative ways to incorporate Fit Bits into their wellness programs to keep employees active while also fostering teamwork. According to Fit Bit, by holding challenges and competitions using the Fit Bit, companies create group health that is easily trackable. More specifically, “Fit Bit users with one or more friends are 27% more active.” The concept of using the Fit Bit with other employees builds better relationships as well as holds them accountable for being active.

The challenges are a simple and cost efficient way to improve overall health and many companies have had great success through using the Fit Bit. For example, The Cleveland Cavaliers’ employees did a Fit Bit walking challenge in which they logged their daily activities and food. In order to entice workers to take part, they held competitions with prizes that spiked employee participation and overall health and happiness. The result of the challenge- “employees reached their personal fitness and weight loss goals, conference room meetings became walking meetings, and elevator trips were nixed in favor of the stairs. By the time their challenge came to a close, participants had recorded a cumulative 76.6 million steps—more than 38,000 miles—and created new healthy habits to take into the future.” Your company could be the next to see amazing FitBit challenge results!

  1. Healthy Vending Machines

In order to achieve a healthy lifestyle, the combination of exercise and healthy eating is essential. For busy employees, grabbing a quick snack is a typical daily routine, however these quick grabs are often unhealthy. Keeping healthy vending machines, or stocking the fridge with fruits and vegetables allows workers to snag a healthy snack that will aid overall health and also satisfy mid-day hunger cravings. In addition, eating healthy has many cognitive benefits that can transfer into employees’ work. For example, typical benefits that arise from healthy eating are an increase in concentration and alertness, generating better work from each of your employees.

  1. Competitions

Competitions can easily be tailored to fit your company’s culture! One of the most popular workplace competitions is the Biggest Loser challenge. In this type of challenge, the employee or team of employees sets a weight loss goal. The group that loses the most weight by the end of the allotted competition time wins! Another popular challenge is signing up for local 5Ks or half marathons and running the race with your co-workers. You can encourage employees to partake in fitness challenges by having prizes or monetary rewards. Aside from the obvious health results, challenges like these encourage teamwork and healthy competition inside the workplace. Above all else, it’s important to get creative with whichever competition you choose!

The key to a successful wellness program is to make it personal to what your employees enjoy and will want to participate in. These are just a few ways that you can find success in employee wellness throughout your company. So, boost your overall employee morale and efficiency by implementing these simple yet cost efficient wellness ideas in your daily routines!

 

Contributed by Nicole Federico

Adopting best practices for wellness program designs are important in successfully investing in a workplace environment focused on well-being. Finding the right partners, tools, and interventions, and creating an incentive design that hits the sweet spot to motivate employees to participate are all essential. Many organizations fall short and wellness programs often stall when employees do not understand the program. Whether they question an organization’s intent in offering a wellness program, the program components are too overwhelming or not communicated well, or employees simply do not understand how programs affect them, educating employees on wellness program options is crucial to a program’s success.

Culture

Organizations implement wellness programs for many reasons. Some do so in an effort to contain rising health care costs, while others do so to enhance culture. The first step in educating employees about wellness programs is sharing the business objective of the organization’s wellness initiatives. Senior management should share the reasoning behind investing in a wellness program and how it is important to the way the company operates. This can be demonstrated by tying it to an existing mission statement or company credo that emphasizes the value of the people of the organization or through a new wellness program brand that complements key aspects of the business. When a wellness program is launched without establishing how it fits into the bigger picture of the organization, it may seem like the company is penalizing employees by setting additional requirements to meet in order to get health insurance premiums at a certain rate. Sharing the intent of wellness programs can help employees better understand why certain program requirements are in place and empower them to be closely connected to an organization’s vision. Seeing company leaders engaged in wellness programs themselves can be one of the most powerful ways to get employees on board or create interest in the available program options.

Communication

Once an organization has announced its wellness initiative, an effective communication strategy must be developed to get the program information to employees. Drawing out a year-long communication plan can help administrators easily map out key dates and timeframes for programs. Establishing an online platform (whether it be an internal intranet page or a payroll, benefit, or wellness dashboard) is helpful so that employees can access information and program requirements on demand. Determining effective outreach based on organization dynamics is essential. Typically, an organization should rely on a combination of electronic communication and face-to-face meetings (depending on the kind of technology employees can access). As influential as consistent messaging from senior management can be, middle managers and supervisors may play an even larger role in how employees get information. Communicating wellness program updates in their regular team meetings can build momentum and routine for employees. Creating a network of wellness champions (employees throughout the organization that embrace wellness) can be a fantastic way to educate employees on programs. Program administrators can send regular wellness program updates to the wellness champions to spread among their employee groups. Creating regular education sessions can be helpful as well. Most companies will offer an overview of wellness programs at open enrollment or new hire orientation. The volume of information during these meetings can be overwhelming, so follow-up wellness program orientation opportunities and health benefit educational sessions should be offered throughout the year to help employees navigate the benefits available to them and be smart consumers of healthcare.

Impact

Sharing the potential impact of wellness programs is another powerful educational tool from a financial and health perspective. Demonstrating how much money is available in rewards for someone that fully engages in wellness compared to someone who does not can motivate employees to take advantage of programs. Sharing the financial impact of the entire organization focusing on wellness in terms of proactively working to contain long-term healthcare costs can help employees understand how they can directly influence future premiums. Offering small incentive opportunities for employees to submit success stories or health achievements can be a fun way to share how an organization’s wellness program has improved the health and well-being of employees. It can be very inspiring for employees to see their peers having success and embracing company programs. At the end of the day, employees that fully understand the potential impact of wellness programs and how to navigate their medical coverage feel better about their benefits and valued by their employers.

Be sure to read our recent blog on how small businesses can implement effective wellness programs. For additional trends among wellness programs, download In UBA’s new whitepaper: “Wellness Programs — Good for You & Good for Your Organization”.

To understand legal requirements for wellness programs, request UBA’s ACA Advisor, “Understanding Wellness Programs and Their Legal Requirements,” which reviews the five most critical questions that wellness program sponsors should ask and work through to determine the obligations of their wellness program under the ACA, HIPAA, ADA, GINA, and ERISA, as well as considerations for wellness programs that involve tobacco use in any way.

For the latest statistics from the UBA survey examining wellness program design among 19,557 health plans and 11,524 employers, pre-order UBA’s 2016 Health Plan Survey Executive Summary which will be available to the public in late September.

Originally published by www.ubabenefits.com

Companies like Google®, L.L. Bean®, and Zappos.com® have the ability to spend hundreds of thousands of dollars on wellness programs for their employees. They can build state-of-the-art gym facilities, walking trails around the corporate campus, and offer any number of wellness services to benefit their workers, as well as monetary incentives. For the average employer and small business owners, this type of programming is nearly impossible. Small business owners may not have money to spend on these types of wellness programs, but they do recognize the value of investing in the health and wellbeing for their employees. These are shared strategies you can use to offer your employees opportunities to reduce health risks, control health care costs, and improve productivity and overall wellbeing.

Programming

For small business owners looking to offer “voluntary” wellness programs on a limited budget, look no further than your employee benefits packages. Most employees do not utilize their benefits to their full potential. Motivating and incentivizing your employees to use the benefits that are already provided can be a great way to launch a wellness program. Insurance carriers provide preventive screening schedules that can be used to guide your employees to seek regular medical check-ups at no cost to them. Utilizing the schedule can help employees take control of their health and potentially prevent catastrophic health events before they occur.

Several carriers offer great discount programs on top national brands to make living a healthy lifestyle more fun and affordable. Discounts include gym memberships, weight loss programs, tobacco cessation resources, gym apparel and equipment, and other fitness and nutrition resources.

Utilizing local and national resources is also a great way to educate employees on good, healthy behaviors at a limited cost. Organizations such as the American Heart Association and the U.S. Centers for Disease Control offer free, online education resources and information tool kits. Local organizations may have access to grants that can help offset the costs of tobacco cessation and nutrition programming. Local chapters may even offer onsite lunch and learns and be willing to participate in your company health fair.

For additional trends among wellness programs, download In UBA’s new whitepaper: “Wellness Programs — Good for You & Good for Your Organization.

Incentives

Small business owners do not have to offer large cash prizes in order to motivate employees to participate in the wellness programming. Setting up challenges where individuals or teams compete to earn a top prize can be a great way to utilize the natural competitive side of your employees while offering a supportive culture.

To understand legal requirements for wellness programs, particularly as it relates to incentives, request UBA’s ACA Advisor, “Understanding Wellness Programs and Their Legal Requirements,” which reviews the five most critical questions that wellness program sponsors should ask and work through to determine the obligations of their wellness program under the ACA, HIPAA, ADA, GINA, and ERISA, as well as considerations for wellness programs that involve tobacco use in any way.

Sample Programming

Begin by offering a thoughtfully created program that recognizes the importance of the work-life balance. For example, create a “passport” to health and wellbeing. We suggest including a few of the following activities:

  • Get an annual physical, dental, and vision exam
  • Take advantage of preventative cancer screenings (skin, colonoscopy, mammogram, etc.)
  • Utilize the Employee Assistance Program (EAP)
  • Get a flu shot
  • Complete a biometric screening
  • Complete online health coaching on a health topic through the insurance carrier portal
  • Attend a company lunch and learn on a health related topic
  • Participate in an office health challenge (step, weight loss, etc.)
  • Volunteer in your community
  • Participate in a community walk, run, bike event

Employees can have their passport stamped as they visit with providers and participate in organizational events. Wellness Committees have found success in offering raffle tickets for each completed item and offering drawings for wellness-related prizes at a company picnic or end of year holiday party. Additionally, a point value can be used and participants can earn points to be in a drawing for achieving gold, silver or bronze status.

To ensure your program produces real culture change over time, consult these six steps to a successful, sustainable workplace program.

Summary

Small business owners do not have to break the bank to offer their employees great wellness programs. Take a look at what is offered through your current benefits and educate your employees on how to take full advantage of what they offer. Do not be afraid to reach out to local organizations to see what kind of free or low-cost programming is available.

For the latest statistics from the UBA survey examining wellness program design among 19,557 health plans and 11,524 employers, pre-order UBA’s 2016 Health Plan Survey Executive Summary which will be available to the public in late September.

Originally published by www.ubabenefits.com

Many of us have seen or heard about the various wellness programs referred to as “participation–based” programs. These participation-only programs continue to be the starting point for many organizations when they enter the world of workplace wellness. Participatory programs typically include a few individual and team-based activities, offer a level of electronic or onsite seminar education, and offer employees biometric screening and personal health risk assessments. Organizations may even award prizes, hold drawings, or offer giveaways.

These programs are typically created with the goals of promoting and encouraging healthier lifestyles for their employees and their families, reducing healthcare costs of the organization, or simply because ownership feels it is the right thing to do.

Fast forward a few years, and the same program is being offered. In most cases, employees have received some education and had fun, but the organization has yet to meet its original goals or experience a real culture change. Employees still seem to be leading unhealthy lifestyles, productivity and morale seem lower than ever, and healthcare claims continue to skyrocket. So why do you even have this wellness program?

In my eight years working as Wellness Program Manager for a mid-sized benefits consulting firm, I have been a part of and have seen the good, the bad, and the ugly of the programs. I have learned from mistakes made early on, and I value sharing those experiences with those I have the opportunity to consult with. I share firsthand examples from my own company’s program, as well as the experiences of my clients and other business partners. A program set up successfully – with the right support, tools, partners, and initial incentives – will absolutely reap the reward, and your organization should recognize a true cultural change.

These are the key factors that I believe contribute most to the success of a wellness program.

1. Secure senior management commitment and participation.

It is easy for business owners to say they want a wellness program, but it is a different story when they actually embrace the concept, support the process, and engage in the program themselves. Owners of organizations have come to me for help in implementing a wellness program. They assign one person to be in charge of the program, typically someone whose time is already limited, and for one reason or another the program stalls. If the top leadership of the organization is not supportive or engaged, it could take anywhere from six months to five years trying to get a sustainable wellness program off the ground. The program may not even take off at all.

I have seen these programs fizzle for many reasons, including a shift in business objectives, lack of established goals, or lack of participation or role-modeling from management or ownership. It can be recognized early whether a program is going to succeed by the support it has from its leaders. Think of a successful program much like the game “follow the leader.” Good leaders and owners should not only sponsor the program, but should also be actively engaged and supporting it, leading by example. When employees see owners and employers participating and supporting the program, they too will “follow the leader.” Once you have backing from the people who invoke change within your organization, laying the groundwork for the program will become a smoother process.

2.  Survey the organization and gather aggregate data to establish need and risk areas.

Once you have built the foundation, it is a good time to collect and gather data to determine need and evaluate aggregate risks in the organization. Of those organizations that created the participatory programs we discussed earlier, how many of them do you think actually asked their employees first what they wanted or needed in order to change unhealthy behaviors or lead a healthy lifestyle? What lifestyle-related claims is the organization experiencing that might be able to be controlled with interventions? What health risks exist within the organization? Organizations typically roll out the program before they gather the data, and then look back and wonder why their participation in their program was so low. Logically, it is because the employees didn’t want or need it or see the value.

When working with a benefits consulting firm, organizations ask for employees to be surveyed annually on their likes and dislikes in medical and dental coverage. It only makes sense that employees also be surveyed about their needs in a wellness program. The employee wellness survey may include questions about areas where they may want help, programs they would be willing to participate in, what would motivate them to engage in the program, and whether or not they are even looking to make any changes. Do not worry or be discouraged, as there is always five to ten percent of a population that is resistant to anything and will never participate regardless of what you provide.

Additional data is then obtained by analyzing your organization’s aggregate claims, if data is available. Along with claims data, organizations may also compile aggregate data through health screenings, biometrics, health and fitness diagnostics and assessments, blood work, and more.

3.  Utilize existing tools and resources, establish partnerships and seek guidance.

Many organizations may not be aware of the variety of wellness program tools and resources available to them. First, look to your benefits insurance consultant. Qualified, reputable benefit consulting firms now have credentialed wellness program managers or coordinators on staff to work alongside you and your team. Consultants can help navigate what is available to you from your insurance carrier or third party administrator and are likely tapped into local and national resources, wellness vendors, and other workplace wellness tools. One of the best parts of my role as a Wellness Program Manager is to share my passion for wellness with our clients and help them design a sustainable program. If you have a benefits consultant that is not providing this level of support or staff, it is worth inquiring.

Establish a partnership with a wellness vendor. This is one resource that is often overlooked because organizations try to do it themselves. Sustainable programs have vendors that can design programs based on need and risk, manage day-to-day program tasks, provide ongoing reporting, and recommend best practices for goal achievement.

Over the last few years, hundreds of new wellness vendors have entered the marketplace. I have worked with great vendors and vendors that I will not work with again. Employers should not settle for a “cookie cutter” program. Look for a partner that shares a similar view on wellness, one who will customize a program to satisfy your organization’s objectives. Ensure that you partner with a vendor that offers actual guidance and management of your program. CAUTION: Many vendors promote account management as a top service they provide, but few deliver. A great way to find the right vendor is through the partnerships your employee benefits consultant has established or from other business referrals and testimonials. When I place a client with a vendor, the most important thing I look for is the type of service my client will receive. Accept nothing but high quality and service.

Originally posted by www.ubabenefits.com

Doctors urged to treat obesity like any other ailment; New guidelines say do whatever it takes to get the pounds off

Categories: Team K Blog, wellness
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There's no ideal diet that's right for everyone, but that shouldn't stop the nation's doctors from helping their heavy patients battle weight issues as aggressively as things like blood pressure, according to new obesity treatment guidelines released Tuesday. Read more