Once you start a program you will have a range of employee participants. Some will already be very engaged in being active and eating well and your program will only reinforce and enhance their health. On the other end of the spectrum will be workers who may not engage no matter what you do. The remaining group is probably the largest group in most organizations: workers who are at various stages of readiness to improve their health given the right type of programming and motivation. Summarized below are some tips you may want to employ once your program is up and running.
Key Factors in Worksite Wellness Program
In today’s society there are many primary factors that influence people’s health behaviors. Look at the following list in maintaining participation in your program:
1. TIME. Staff members are busy, so the more you can work activity and healthy eating into their existing schedules, the better your chances for success. Example: A walk during lunch doesn’t take away from existing time, it just uses it differently. Also look at the time of the day and length of any activity you might be promoting, since both time components may be factors.
2. ACCESS. How accessible is your Worksite Wellness Program. Is it onsite or at a nearby site? Do you offer access at breaks or outside of normal work hours?
3. KNOWLEDGE. Staff members need to know “Why” they are taking part in (the benefits) and also will need information about the “How to” in areas that are not commonly known.
4. COST. Make certain that you can provide no cost or reduced cost Worksite Wellness Programs will help participation rates. Coupled with incentives for participation, rates of participation will likely increase dramatically.
5. INCENTIVES. Some workers need incentives to get started in a Worksite Wellness Program. A full list of Worksite Wellness Program incentive options can be on the website.
Key Time Periods in Worksite Wellness Program
Good habits are often difficult to develop. There tends to be some critical times when workers drop out or fall off of a physical activity or diet program. The first key time zone seems to be around 6 weeks. If workers can start and stay consistent with a program through the first 6 weeks, they have made a fairly serious commitment to incorporate the habits into their lifestyle. The second key time is at about 6 months. Those who made it past 6 weeks may get bored and/or distracted from their program after several months. If workers can get past 6 months and sustain behavior through a full set of weather seasons, they have a very good chance of making the changes permanent.
Look at these time periods and think about how you can “boost” your staff members to get them past these critical time markers. Promoting individual or group “challenges”, using incentives, or increased publicity/marketing are a few of the things you can do to help get your staff members through these key time periods
Goal Setting for Worksite Wellness Program
Setting goals has been shown to lead to better participation and more workers making a strong commitment. Whether it be a team goal of walking the equivalent of once around your state or an individual goal of so many miles or minutes of activity, the fact that there is something concrete to shoot for increases the likelihood workers will stick with the program.
Buddy Systems or Team Goals for Worksite Wellness Program
The social aspects of improving one’s health cannot be underestimated. Many studies point to tight social groups being the backbone for a successful campaign because each individual has a commitment to something bigger than themselves and besides, it’s just more fun for most workers. Build your program around some type of teams or partners and see what happens.
Team “Campaigns” for Worksite Wellness Program
Some workers like competition and others don’t. Nevertheless, a worksite wide campaign has the advantage of keeping the message more visible and alive. Encourage campaign participation, but make it voluntary so that those who prefer that type of motivation can join while others can take part in their own way and at their own pace. If the idea of a campaign seems like too much work, consider tapping into existing campaigns where someone else provides resources for you.
Incentives for Worksite Wellness Program
Incentives are often helpful in maintaining or raising interest. Significant incentives such as cash or health insurance rebates have proven to be very strong motivators for employee participation. However, even smaller incentives can be beneficial. Listed below are some sample incentives:
• Achievement awards. Verbal praise and a pat on the back are motivational to some, but a token of recognition of achievement may offer more. A colorful certificate to congratulate an employee for achieving a health-related goal is one example.
• Public recognition. Announced recognition at campaign mid-point or wrap-up festivities.
• Food. Include some healthy foods to kick-off, revitalize or wrap up a wellness campaign.
• Entertainment. Events serve a purpose in jump-starting, reenergizing or wrapping up a campaign. Having entertainment of any kind can boost morale.
• Merchandise. There is a long list of merchandise incentives, including sports equipment and small gift certificates to use at local merchants.
• Monetary rewards. Nothing says incentive better than cash. Worksites that have used cash or rebates as an incentive have shown much higher participation rates.
• Time off. Maybe the next best incentive to cash, or for some workers even better. This type of incentive makes good business sense if the number of absences drops significantly and attendance is used as one of the criteria.
