Archive for September, 2010
Program analysis might be the last step, but it must be planned at the beginning of your efforts! Evaluation helps you identify what parts of the health promotion program are working well and what parts need improvement.
Then, based on the analysis data, adjustments may be made to fine-tune your health promotion program. Adjusting the health promotion program based on analysis data is vital to its continued success.
Evaluating your health promotion program doesn’t have to be complicated. HOWEVER, it’s crucial to plan how you’ll monitor your wellness efforts and determine success during the planning phase.
Also remember to evaluate the wellness program based on the objectives and objectives you already identified during your planning process.
In order to evaluate your wellness program you need to have a system to document specifics as you go along. This can be as simple as maintaining file folders on wellness programs that are offered, or a computer document with a table or spreadsheet summarizing information gathering. Consider -
o Program topic and numbers of workforce who participated
o The numbers of brochures taken by staff members or distributed and on what topics
o The number of participants in a behavior modification program and how many met their objectives in addition to how many attended all of the sessions
o Numbers of staff who continued the healthful behavior change following the health promotion program?
o Overall worker satisfaction with the health promotion program or each topic. Here is a sample evaluation form.
Depending on your goals and goals, gather desired data and compare it to previous data gathered during the initial assessment to determine when the goals were met. Such data might include
o Absentee rates
o Injury rates
o Health risk factors Insurance costs
Summarize and Report Wellness Program Results
Once you have gathered all of the analysis information it needs to be reviewed with the Health Promotion Committee and summarized. You’ll probably have positive results and some areas where a change is needed or additional focus required for continuous improvement.
This not-so positive information may be used to make any needed changes in addition to to plan for next year and is important to include in your report.
It’s crucial that you communicate the health promotion program results to both senior level management and staff members. Consider how senior level management generally receives reports on operations and productivity issues and include the annual health promotion program report in the same format.
At some corporations the reports are made during senior management meetings using presentation styles such as power point slides. At other corporations, graphs and bar charts are the norm or a list of the objectives and the summary outcomes reported.
No matter the format, it is crucial that you convey the outcomes and successes achieved, including any anecdotal stories, as well as areas for improvement. Make certain to link the outcomes to the company mission and bottom line whenever possible.
Workers want to receive the same information! Consider using the same communication channels used when informing staff of the health promotion program -
o Corporation newsletters,
o Bulletin boards,
o E-mails
Moreover consider celebrating successes and recognizing achievements by -
o Posting pictures from events
o Highlighting success stories
o Posting pictures of successes
o Scheduling a celebration
o Recognizing champions
Armed with data, Wellness Program topic preferences, objectives, and objectives â.” and a Wellness Committee rearing to get things done â.” it’s now time to decide how best to take action. This website provides tools to help you!
You can read about the different types of wellness programs offered by other companies to get an idea of what may work for your business.
When your planning phase was well executed, you should simply have to follow through with the plans you’ve already made.
Important Health Promotion Program considerations include -
1. Formally Introduce the Health Promotion Program and consider policy statements that state the importance of the wellness program. Examples include a general policy regarding the commitment to staff member safety and health in addition to specific policies like No Smoking, Healthful Eating and Physical Activity.
2. Communicate Your Program – the best planned wellness program with excellent wellness programs won’t be advantageous when your employees don’t know about it or don’t understand the options or how to participate. Communicate your wellness program using a variety of methods to ensure the message and “how-to’s” are heard!
Wellness Program Communication Strategies could include -
o Newsletter articles
o Postings on the organization’s intranet or internet
o A designated Champion of the wellness program
o Formal or informal meeting to announce wellness program, “the kick-off”
o brochures / table tents,
o Bulletin boards / kiosk where all material is promoted or found,
o Email / phone messages,
o Mailings or distributions
3. Use Wellness Program Incentives – You will be amazed to determine what people will do for a free T-shirt. Incentives can both support and motivate participation among workforce.
Consider both formal or organization incentives and informal or health promotion program rewards/prizes from local resources to reinforce participation in Health Promotion Programs. Either way, it’s crucial to provide incentives that are attractive and meaningful to your staff.
Company Structural or Formal Health Promotion Program Incentives -
o Discounts on worker health insurance premiums or co-pays, or contributions to 401K programs, worker stock choices, or other mechanisms. Click here for additional information on health plan incentive ideas
o Fitness Club/Fitness Club discounts or enrollment fee coverage
o Public transportation vouchers
o Flexible work time options
o ”Wellness Days” off work
Rewards/Prizes or Informal Wellness Program Incentives -
o Cash â.” a very effective incentive!
o Prize incentives such as gift certificates to heart healthful restaurants; music player to use while exercising, emergency kits, or any other prizes that would motivate your workers.
o T-Shirts, water bottles, or other affordable rewards
4. Assess community resources available to provide some of the wellness services. The local health department or your company healthcare provider could be able to assist you with this information. There are also providers throughout the State providing great wellness services for organizations. They’re available to help you strategize and find the best options available.
5. Implement your wellness program as planned documenting information and outcomes as you go such as numbers of participants, dates of activities, and any other special details you are tracking.
The Health Promotion Committee ought to set out a plan for the entire year that outlines accomplishing goals and goals, in addition to provides details for advertising and assessing the wellness program.
The plan is the detailed map of what kinds of wellness programs are going to be offered, when and where they will be scheduled, how they will be marketed and assessed, and what the budget is.
It’s crucial to plan your wellness activities based on your goals and goals, as well as the budget since different strategies will yield different outcomes. For instance, when your objective is to increase awareness on a topic, then distributing flyers or scheduling a one-time education session may be appropriate.
Nonetheless, when your goal is to change behavior, then different strategies might be necessary, such as ongoing weekly sessions and support groups. Click here to link to Program Design Options for additional ideas.
Health Promotion Program Advertising and Marketing
This is the time to plan your advertising and marketing strategies! Just how can you market the health promotion program and ongoing activities? No matter how you decide to, market often, keep it fresh, and remind staff again and again!
Consider having an overall kickoff activity to let everybody know about the health promotion program. Upper-Level Management ought to provide the introduction or invitation so that all staff members are aware about their support and leadership in the health promotion program.
Possible advertising and marketing methods -
o Sending email messages, including reminders
o Posting flyers,
o Displaying bulletin board postings,
o Writing articles,
o Sending letters or
o Sending special invitations.
Other Health Promotion Program Considerations -
o Is the health promotion program promoted to all employees or to a specific target audience?
o Do you’ve a wellness program champion (someone who’s connected with different groups in the corporation, and well respected) who can help in your promotion efforts?
o If your marketing and advertising efforts do not seem to be working, do you’ve a way to revisit and adjust your strategy?
o Exactly how will you determine success and evaluate your wellness program? and how’ll you collect the information needed to evaluate your wellness program?
Topics most often included in Health Promotion Programs -
o Nutrition
o Physical Activity/Exercise
o Tobacco Use Cessation
o Bone Health
o Heart Health
o Healthful Back
o Stress Reduction
o Chronic Condition Awareness and Prevention
o Self-care; Wise Health Care Consumer
o Screening Services (Body Mass Index (BMI), blood pressure, bone density, cholesterol, glucose, posture, vision, and otherâ..)
o Ergonomic Assessments
o Wellness Fairs
o Kids/family Events
o Others topics that workforce have interest in
The topics and type of Health Promotion Program planned depend on the needs and interest, overall goal and resources available.
Program Design Choices include awareness programs such as pamphlets and/or education sessions, behavior change or modification programs such as smoking cessation and losing weight classes, and environmental or organizational support such as no smoking policies or healthful selections in vending machines.
The wellness programs planned also depend on the demographics of your workforce. When you have a young, healthful workforce, you might want to focus the wellness attention on keeping employees healthful and not need to screen for illness.
Instead you might want to focus on healthy lifestyle behavior such as exercise and good nutrition to prevent the begin of illness. Click here for more information on strategies for keeping workforce well, identifying illness early, or returning workforce to work who already have a chronic condition.
It’s also crucial that you consider, and plan how you will evaluate the success of your health promotion program. The system needs to be established for tracking certain data and recording events depending on the health promotion program goals and desired outcomes.
Step 7 discusses wellness program investigation in more detail. and Step 6 will launch your wellness program!
A Health Promotion Program without goals and goals is somewhat akin to taking a family trip without any planning; you won’t know where you are going, how to get there, what you want to do once you’ve arrived, or even whether or not you’ve arrived!
The trip might end up ok, or it may end up disastrously. Yet, with a little thoughtful planning, you increase your chances for a successful experience. Clear objectives and objectives are needed to plan your wellness program for ensure success!
Health Promotion program goals and goals are different from one organization to another depending on the population, needs, interests and resources. Notwithstanding, well thought out goals based on your company’s needs assessment will form the foundation of a successful wellness program!
Wellness Program Mission Statement
The first consideration is a mission statement for your Wellness Program. The mission statement is the overall expression of what the Wellness Committee wants to accomplish by implementing a health promotion program.
It’s crucial that you consider how your Health Promotion Program fits in with the company mission statement, contributes to the overall mission and supports the company bottom line. This will integrate your efforts throughout the company operations.
Here are some examples of Wellness Program mission statements -
At XYZ Company, maintaining an environment that supports staff member health and safety is our underlying value. It is the mission of the Health Promotion Program to assist in developing wellness services that fosters and upholds that value.
It is the mission of the XYZ Wellness Committee to foster healthier lifestyle options to reduce health risk factors, improve overall well-being, and maintain a productive, active work force.
Health Promotion Program Goals
The goals and goals further define your mission and are based on your needs assessment. Depending on the needs assessment, executive management expectations and staff member interests, examples of goals can include -
The goal(s) of XYZ Health Promotion Program in year XXXX is to – (one or more of the following examples)
o Reduce absenteeism by one day per worker
o Lower musculoskeletal injuries by 10%
o Decrease unnecessary emergency room visits
o Decrease or contain healthcare costs
o Improve dietary habits of employees
o Reduce health risk factors
Wellness Program Objectives
Specific Health Promotion Program goals help meet your long-term goals and vision. Both short term and long term goals should be created as the stepping stones to accomplish the goals and mission.
In addition to objectives for the expected participant outcomes, process objectives should also be developed for the wellness program process itself. For instance, process objectives may include how many employees you want to take part in the wellness programs, how many sessions on a topic are going to be offered, the kind of wellness sessions that will be implemented, etc.
Goals need to be easily measurable within a set time frame. Try using the SMART formula to develop both your long and short-term objectives and objectives -
o Specific (one behavior or outcome)
o Measurable (one result that can be observed or assessed),
o Attainable (but also challenging),
o Realistic (do you have the resources to achieve?), and
o Time specific (within 3 months â.” up to 5 years)
This is the who, what, when, where, why, and by how much method. For example, an objective for a weight loss program that has an overall goal of improving healthful consuming and promoting a healthful weight is that -
Participants (who) will lose an typical of .5 â.” 1 lbs per week (specific what that is measurable) at the end of the 12 week lunchtime program (time specific what, when and where) for a minimum of 6 lbs losing weight per participant (attainable and realistic).
Or -
Participants (who) will attend 11 of the 12 sessions (specific what that is measurable) and name at least one healthier eating change at the end of the program (specific what, when, where)
An example of an objective for coaching workforce with elevated cholesterol might be -
To reduce the sum cholesterol (specific what) of high risk employees with cholesterol over 240 mg/dl (specific who) to 200 mg/dl (measurable how much) through one-on-one counseling sessions offered at the worksite (where) by X date (ex, after 6 months) (attainable, realistic and time specific when) to lower the risk factor for heart illness (why).
And one last example of a process objective for a tobacco use cessation program with an overall goal to assist participants in committing to quit for life -
By the end of the 4-week use of tobacco cessation program, 10 percent of the participants will have quit use of tobacco. Each participant are going to be contacted at 3 months, 6 months and 12 months from the program’s end to determine quit status (process objective) and 10 percent of those who quit will still be smoke free after one year.
You have now completed Steps 1 through 4, including establishing your Wellness Committee. It’s now time to plan your wellness activities!
Before you start planning your Health Promotion Program you need to know where you’re now and then decide where you want to go. Completing a thorough needs assessment is critical to the success of your wellness program for two reasons -
o First it ensures that your wellness program activities are going to be targeted to meet your corporation’s specific needs so that outcomes may be achieved.
o Secondly the needs assessment provides the information you’ll need to evaluate the effectiveness of your wellness program.
It’s often tempting to rush the assessment – in particular when time is limited or those with experience already have an idea of needs. Do not give in to this temptation!
It is vital to understand what your organization needs are, what senior level management expects, and what employees want as well as expect, before you develop a health promotion program.
Consider and gather data on -
o Demographic Information
o Health Risk Factors
o Medical Claims
o Injury Rates and Causes
o Workers’ Compensation Claims
o Short and Long Term Disability Claims
o Absenteeism
o Culture Audits
o Worker perceived needs and health risks
o Management expectations or desired outcomes
There are lots of ways to assess this information. While some of data accumulating process might be time consuming, remember that it is nonetheless essential to plan health promotion programs that target specific issues.
This information will be vital to set objectives and for evaluating wellness program success. Exactly how else can you know when outcomes have been achieved?
Choices to help gather the health promotion program information -
o Confidential Health Risk Appraisals (HRAs) with a Business Group Summary Report click here for additional information on Health Risk Appraisals (HRAs) or Assessments
o Health Screenings such as cholesterol, blood pressure (BP) and blood sugar click here for more information on health screenings.
o Employee Needs and Interest Surveys
o Suggestion boxes placed around the organization
o Focus Groups or hosting a luncheon meeting as a focus group
o Sending out a confidential email questionnaire
o Review records and databases including OSHA logs, first aid reports, insurance costs
Once your needs assessment is complete, the Health Promotion Committee can review the results and start planning and prioritizing health promotion program options.
Developing must be based on goals and identified outcomes, Step 4 of the seven step process!
Establishing an active Health Promotion Committee provides opportunities for both senior management and worker involvement in the wellness program. The Committee should be a team of personnel and managers who formally meet to plan activities to promote healthier worker lifestyles.
Typical Functions of a Wellness Committee -
o Investigating needs and interests
o Brainstorming wellness program ideas
o Creating activities
o Developing communication plans
o Marketing health promotion programs to peers
o Serving as champions of the Wellness Programs
o Assisting with investigation
Your Wellness Committee should be representative of all levels of the organization. Consider all areas of the workforce â.” multiple sites, shift workforce, diversity (race, gender, ethnicity), and departments.
It’s also vital that you consider who will chair or co-chair the Health Promotion Committee and whether or not there are the finances to support a wellness manager or occupational health specialist, even on a part-time or contractual basis. Click here for additional information on the advantages of a health specialist.
Depending on your company size and resources, if you already have a company Safety Committee you might want to consider making it the Safety and Health Promotion Committee. You can request volunteers or invite personnel to participate.
The number of Wellness Committee members depends on the size of your company; notwithstanding, you need enough members to get the work done and yet not too many to keep it manageable, typically a minimum of 4 members and maximum of 12 to 15 members.
It is crucial to include skeptics of wellness as well and not just those workforce already practicing healthy lifestyles.
Depending on your worksite, consider representatives from the following areas -
o Staff Member representatives from a cross section of different departments,
o Executive management ,
o Health and safety specialist(s),
o Human resources (HR) specialist(s),
o Benefits staff or someone from finance,
o Your employee assistance program (EAP) provider (if applicable), Click here for additional information on EAPs
o Medical or occupational health staff (if applicable).
Establish an effective Wellness Committee! the Wellness Committee ought to meet regularly with a planned agenda and action items. Successful Wellness Committees have a shared mission, vision and goals.
Members need to believe that their participation is worthwhile and appreciated, that their work is important, benefits the corporation and peers, and they are recognized for their contributions. Refer to the NC Worksite Programs section for instances of what other organizations have implemented.
As with any health promotion program, the two crucial elements for the success of your health promotion program are upper-level management support and worker involvement. Executive management sets the vision and provides the resources from which action plans flow.
Genuine support from senior management also lends credibility to the health promotion program. It’s key that senior management be visible supporters and role models for your Health Promotion Program.
Employees need to be involved on several levels so that they feel ownership of the wellness program. Employees are the wellness program stakeholders!
All employees should have an opportunity to provide input and feedback through needs and interest surveys and wellness program investigation tools. The information gathered must be used to plan wellness programs that target those needs and interests to ensure participation, buy-in, and support.
There are several methods to identify employee needs and interests such as -
o Conducting Staff Member Focus Groups
o Discussing Wellness Interests During Department Meetings
o Distributing and Summarizing a Needs and Interest Survey
o Including an Opportunity to Give Suggestions on Each Examination Tool
Any one or combination of a few techniques will ensure that the wellness program meets what workforce want. Click here for a sample Needs and Interest Survey.
Step 3 provides additional information on determining health promotion program needs. But first, establishing a Wellness Committee can help you involve senior management and staff, determine need, and plan your health promotion program.
Wellness Program Step 1 – Be sure to set the Foundation -
Build Support Among All Levels of the Organization
A key to a successful Health Promotion Program requires management commitment and employee involvement.
Health Promotion Program Step 2 – Form a Health Promotion Committee
An active Health Promotion Committee ensures employee involvement, provides buy-in, senior management support, and maintains a crew that is ready to act to integrate wellness programs.
Wellness Program Step 3 – Gather Data to Identify Key Needs and Expectations
The next crucial component is to base the Wellness Program on the needs and interests of your company and its staff members.
Health Promotion Program Step 4 – Establish Objectives and Goals
Goals and objectives are the road maps to guide you where your program needs to go. These are the foundation for planning and analyzing activities to ensure that your wellness program is going to meet your unique needs.
Health Promotion Program Step 5 – Develop a Detailed Action Plan
There is no such thing as over planning! the best of intentions can get lost, overstepped, or forgotten without adequate planning, and then it’d be all for naught.
Health Promotion Program Step 6 – Select and Implement a Plan
Armed with the needs assessment information, a Health Promotion Committee, and objectives and objectives, it’s now time to put your plan into action!
Health Promotion Program Step 7 – Monitor and Evaluate Your Health Promotion Program
Investigation is a necessary step to keep a health promotion program on target, in addition to to ensure that the health promotion program is reaching its goals or achieving the desired results.
Summary
These Seven Steps outline considerations for a comprehensive approach to establish an effective health promotion program. Are you able to implement components of wellness activities without following these steps?
Definitely, but you may not have the sustainability or ability to obtain desired outcomes. Following the Seven Steps does not have to be complicated or burdensome. A very simple approach can achieve a successful health promotion program!
As a result, to ensure a successful health promotion program consider the key components as you plan your health promotion program or improve your current health promotion program -
o Senior Level Management Support and Worker Involvement
o Active Wellness Committee
o Wellness Program is Based on Worker Needs and Interests
o Objectives and Goals are Established
o Detailed Action Plan Based on Resources and Budget
o Health Promotion Program Implementation and Internal Marketing
o Analysis of Health Promotion Program Outcomes
The wellness program design choices depend on the objectives and desired outcomes of your wellness program. When your goal is to help personnel change behavior, reduce risk factors, or save healthcare dollars then your wellness program would be designed to accomplish those outcomes and a budget would be necessary to support that design.
There are different wellness program design levels depending on desired outcomes and budgets. Each level has benefits and drawbacks. The intentions or results are quite different, are not interchangeable as for obtaining the same results, and thus shouldn’t be confused.
For instance, scheduling activities like an worker wellness fair or lunchtime education sessions, or having flyers available do not usually lead to behavior change, but may increase awareness on a topic.
When the goal is behavior change then a different design is required, such as Lifestyle/Behavior Change Programs and Organizational Support. The outline below describes the wellness design levels with a brief explanation.
Awareness Programs – at this level a company makes medical information available and accessible to personnel. This type of wellness program can include flyers on a variety of topics, wellness articles in newsletters, bulletin board displays, e-mail health messages, etc.
In addition, most wellness fairs are designed as awareness programs with vendors providing information and providing health testings to workers.
Awareness programs are low cost and do not require extensive employee or corporation time commitments. Nevertheless, these wellness programs do not usually lead to healthier behavior change.
Increasing awareness isn’t generally enough to generate lifestyle changes for most person, unless used to motivate workers to register for a health promotion program being offered at the organization or community on the topic.
An example of this would be providing information on the harmful effects of tobacco use and inviting staff who smoke to register for a tobacco use cessation class.
Education Programs – Educational health promotion programs often provide more information on a topic and can also provide time for questions and answers, but are similar to awareness health promotion programs. An example is lunch-n-learn sessions on a health related topic.
These cost the corporation a little more than awareness programs; notwithstanding, they are still low cost and don’t require a great deal of time for planning or attending a session.
Again, increasing awareness and providing information might not lead to the desired behavior change unless ongoing support or incentives are also planned.
Lifestyle/Behavior Change Programs – These wellness programs are designed as 4 to 12 weekly sessions or seminars to provide wellness education, address barriers and provide opportunities to practice the desired skills.
Behavior change programs therefore require more business resources, cost more, also require more worker commitment, time and effort. The results are often the desired positive lifestyle change, which if sustained can lead to potential cost savings.
Examples are smoking cessation classes, weight reduction and weight control meetings, or an ongoing fitness program.
Environmental and Organizational Support – Environmental support is usually considered the highest and most essential level to include when designing your health promotion program to support and maintain healthy behaviors.
These kinds of design choices include policy changes such as -
o Creating a tobacco-free workplace
o Designating a walking path,
o Establishing on-site fitness centers,
o Ensuring healthy vending machine selections,
o Offering healthy food options in the cafeteria, and/or
o Establishing flex-time policies.
Other examples include subsidizing healthful vending machines or cafeteria choices; reimbursing fitness club or weight loss and weight management program memberships; or providing insurance incentives for healthful behaviors.
Ideally, the wellness program design would include some of all of these choices. The more extensive and integrated the approach, the more successful the results will be. For instance, a business can -
o have tobacco cessation information available;
o can schedule a one hour awareness session on the harmful effects of smoking and how to quit;
o can implement an on-site tobacco use cessation program,
o supply self quit smoking kits, or
o support personnel to attend a community program; and/or
o on an environmental support level can establish a smoke-free worksite and grounds,
o offer lower insurance premiums for non-smokers, or
o provide pharmacological quit smoke aids for free.
Wellness Program – Components for Success
There are a few key components or elements that ought to be considered to ensure the success of your Wellness Program or health promotion program. These include -
o Senior Level Management Support and Worker Involvement
o Active Wellness Committee
o Program is Based on Worker Needs and Interests
o Goals and Objectives are Established
o Detailed Action Plan Based on Resources and Budget
o Program Implementation and Internal Advertising and Marketing
o Examination of Outcomes and Program
Major advantages of healthy workforce include -
o Lower Health Care Costs
o Lowered Injuries
o Decreased Absenteeism
o Increased Morale and Loyalty
o Higher Productivity
o Lowered Use of Health Care Benefits
o Decreased Workers’ Compensation / Disability
o Positive Perception in Community
o Lowered Turnover
o Enhanced recruitment for skilled employees
What’s NOT having a Wellness Program costing your business?
Consider the health risk factors that are increasing chronic illnesss for adults -
o 59 percent of adults are overweight or obese
o Greater than 60% of American adults do not exercise regularly
o More than 75 percent of adults don’t consume the minimum recommendations for fruits and vegetables
o Heart disease is the most common cause of death and the leading cause of death in smokers
o 26 percent of staff stated they were often or very often burned out or stressed by their work
Health Care Costs are Increasing – Health Care costs are at a record high of $1.7 trillion with no signs of holding steady let alone decreasing. The typical cost of annual healthcare spending is over $5,000 per individuals and with dependents nearly $10,000.
Recent data shows that health care related expenses now cost North Carolina corporations thousands of dollars per worker, annually.
Most Illnesses can be Prevented – Even though it sounds unbelievable, specialists indicate that preventable illness makes up 60 percent – 70 percent of the entire burden of illness in the United States
In North Carolina, it’s estimated that more than 53% of all deaths are preventable, and that 2/3 of all avoidable deaths are due to tobacco use, physical inactivity, and poor nutrition.
Stress Levels are Increasing – as organization resources become less and organizations adopt leaner work practices, the effects of absenteeism and productivity lost have a greater impact.
In a recent national poll, 78 percent of American Citizens described their jobs as stressful, and the majority felt that stress levels have become worse over the last 10 years. Further, high levels of organizational stress can negatively affect a company by increasing injuries, absenteeism, and healthcare costs while decling productivity.
Simple solutions such as stress management education, flexible work schedules, quality social interaction, and increased participation in corporation decision-making can improve stress levels in the worksite.
What is the Upfront Cost and Time Investment for a Health Promotion Program?
The cost depends on the kind of Wellness Program implemented. There are several choices to promote worker health with advantages and drawbacks of each. The health promotion program design depends on the objectives of the health promotion program, the organization resources, and the community resources available.
Improving dietary practices, increasing physical activity levels, managing stress or addressing work life balance issues, and reducing/eliminating tobacco use, are primary strategies for preventing many of the most common preventable chronic illnesss.
The possibilities of how your company addresses these issues are endless and can range from increasing staff member awareness, which could include buying a few flyers on a variety of topics, and measuring walking distances around your facility.
Other possibilities include establishing organizational support like funding a fulltime occupational health specialist or building an onsite health club.
When well planned and based on your objectives, any of these wellness programs can help you succeed. Refer below to Health Promotion Program Design Options for more ideas.
