Health Promotion Strategies

Brown bag presentations are a good way to create awareness about selected health topics. Community health professionals will often provide presentations of a half hour or less at no charge.

Use employee interest surveys to follow up on employee interests that are expressed. the definition of health is broad, so brown bag presentations may also cover a broad variety of topics. Topics may include physical, mental, emotional, women’s health, men’s health, financial health, etc.

Considerations for brown bag presentations –

• Brown bag sessions are excellent for awareness building. This seed planting process can help employees become more proactive about healthful options.

• Don’t schedule the program for the full hour – generally 40 minutes or so works best. This will allow folks a chance to come and go, grab a quick bite, ask questions, etc.

• When the subject matter is sensitive, such as domestic violence, substance abuse, etc., it’s possible individuals  will be reluctant to attend for fear of being associated publicly with the problem. They will, however, attend if the focus is on helping family members, coworkers, etc.

• Ensure that employees hear valuable information and will leave with tools and resources to carry out the message. Be sure to work with the presenter on information strategies that work for your staff member group.

• Promotional materials should publicize the program with a name that indicates the brown bag focus. Include all other pertinent information like where, who, when, etc.

• Some topics that can’t be covered in one session might  be offered in a short series. It will work best to schedule one session each week instead of several sessions in one week.

For  instance, you may offer a 3-week series on healthful eating instead of attempting to cram all the information into one session.

• A catchy title can draw people  to the event. an example of this would be calling lunchtime presentations “Noonlighting”

• If possible, provide a free healthful snack for employees who attend.

• to keep the momentum going, try establishing up a routine monthly time and day for lunchtime seminars.

• When staff members work in shift or are in work groups in different geographical areas, devise a plan that offers equal attendance opportunity to all.

Resources –

1. Please see the idea list at the end of this guide which offers a variety of resource topics of interest to staff members.

2. Every community has many individuals, specialists, or specialists from voluntary groups (heart, cancer, lung associations), special interest groups (Y’s, Red Cross, Weight Watcher’s, Safety Council, Alcoholics Anonymous), or the local health department as possibilities to present worksite sessions free or at a low cost.

A lot of of these contacts will also provide affordable materials.

3. Topic videos could be used for a brown bag session.

Often people  shy away from low fat foods because they think these foods don’t taste good. to help inform staff members, buy a variety of low fat foods and put them out in a conference room for an hour or so for a drop-in tasting session.

Or, arrange for low-fat potlucks encouraging workers to bring and share their favorite low fat or healthful dishes.

Considerations –

• Be certain the selections actually taste good.

• Give a “fact sheet” with the names and price of the various products to assist participants if they want to buy these products from the supermarket.

• Provide other written information on good nutrition for any interested participants to take. Make use of websites and other resources listed in the Resource Section after this guide.

• Give small tasting spoons or wooden ice cream tasters.

• It doesn’t take much of each item to give participants a taste of the food or dish. It isn’t necessary to purchase enough, or bring enough, food to provide a meal.

• Make certain to set up the tasting room after lunch so participants can go in on their own and sample.

• Watch for overly sugary items…sometimes low fat means high sugar – so make certain to check the label.

• Typical buys for a worksite sampling could include –  two boxes of low fat crackers, a package of low fat cheese, a box of low fat cookies, two or three low fat spreads like hummus, low fat cream cheese, a package of honey nut or other flavored rice crackers, and one or two other low fat items.

• Put signs on the table politely reminding participants that the idea is to sample, not have a meal.

• Offer a beverage like a new type of fruit juice or herbal tea.

Group support and encouragement could be very beneficial in helping staff members make healthful changes. Create situations, peer groups, or information avenues where the specialistise and experiences of peers could be shared with others. Some ideas for providing onsite support for healthful changes include –

• Workers could be asked to voluntarily submit suggestions, advice, and strategies related to particular healthful practices they have successfully implemented in their lives.

For  instance, ex-smokers could be asked to submit suggestions about what worked for them when they quit; then those ideas could be shared in newsletters, flyers, classes, etc.

• Topics like weight control, stress management, managing change, increasing exercise, etc. lend themselves to this development of collective wisdom sharing.

• Behavior change support groups, created based on staff member interest in making healthful change, can meet regularly to share ideas, resources, support, etc. Wellness programs can offer some help and facilitation in getting a group started.

The group then its self takes charge of keeping the group going. Periodically the wellness program can offer to bring in a speaker or presenter on a topic relevant to the group.

Make certain to help the group establish ground rules that everybody agrees to before the group is left on its own.

A health fair is an opportune way to familiarize employees with health issues and related wellness programs.  During a health fair employees might  be able to –

• obtain resource materials;
• participate in offered medical screenings (vision, hearing, blood, cholesterol, cancer, dental, etc.);
• observe demonstrations on the use of fitness equipment;
• attend mini-seminars on various health topics;
• get free promotional items from local businesses;
• sample healthy foods; and
• obtain information about their health benefit plan.

Some companys feature a “health and benefit fair” which includes providers representing the various staff member benefit plans (long-term disability, retirement, etc.) available to workers through their company.

Considerations when coordinating a wellness fair –

• Establishing up a successful wellness fair takes extensive time. Time issues ought to be taken into account in planning and organizing such an event. the most time eating part is generally contacting potential participants, making arrangements for their participation, confirming their participation, and setting up the day of the event.

• Sufficient space, tables and chairs must available to allow for the number of providers invited. Some providers might have portable displays or materials that’ll require additional space, access to electrical outlets, or other logistical considerations that must be discussed prior to the health fair.

• Providers will be hoping to make contact with as many persons as possible during the event. Securing their commitment to future wellness fairs requires that every effort be made to promote participation by publicizing the event, choosing  the proper venue, and offering incentives.

• If possible, locate the health fair in an area with heavy foot traffic.

• Ask providers to supply free materials at their table and to make a donation to a prize drawing. Follow all corporation policies when soliciting donations.

• as an idea to raise employee participation and to keep interest high, each attendee may be given a “passport”, similar to a bingo card, to be signed by each provider. the signed passport becomes the ticket for the prize drawings. Such drawings should take place every 15 or 30 minutes.

• Consider teaming up with neighboring businesss to stage a health fair. A team effort will spread out the work and maximize participation.

Ideas for a Benefits Fair –

Invite representatives from each of your worker benefits provider groups. Ask each vendor to be prepared to answer worker questions regarding their program. Representatives could include –

• Retirement plan representative.

• Long-term disability plan representative.

• Health plan representative.

• Healthful Benefits representative.

• Contract cell phone representative (if applicable).

• Local savings and loan or credit union representative.

• Workers’ compensation representative.

Limited Space for a Health Fair –  If space is limited conduct the fair during lunch time. Place stations in company hallways or in individual small conference or office rooms scattered throughout the building.

Give a map with all the stations listed. Hold a free drawing awarding a prize for whoever who goes to 75 percent of the stations. Use a punch card or similar method to verify.

Resources for health and benefit fairs coordination –

Assume a wide definition of “health” and reflect that by including a variety of providers and services involved with physical, mental, financial and social health.

For example, health agencies, safety businesses, benefits providers, local healthcare facilities, recreational facilities, parks, financial planners, childcare referrals, EAP, gyms, health food stores, library, alternative and complementary medicine providers, etc.

Worksite medical testings can take a selection of forms. Common screening components may include –

• Blood pressure (BP) and heart rate.

• Cholesterol (typically a finger-stick sum cholesterol test, either fasting or non-fasting).

• Blood glucose (diabetes screening).

• Height and weight.

• Percent body fat and/or BMI (BMI).

• Fitness level.

• Bone density.

• Posture assessment.

Considerations when offering worksite screenings –

• Health testings ought to be conducted by licensed, and at times, licensed person.

• Medical testings must be conducted in a location that allows for privacy and confidentiality.

• Time for discussion and explanation screening results should be allowed as part of the screening process.

• A process must be in place for referral for participants whose results are indicative of a need for further medical examination.

• Screenings could be very expensive to the overall wellness budget OR there may  be no cost to the program when participants are willing to cover the cost of the assessment themselves.

For example, cholesterol and glucose testing ordinarily costs twenty to twenty-five dollars per individuals, per exam. Workers may  be willing to pay for screening in exchange for the convenience of having the screening at work.

• It normally works best to have scheduled appointments at intervals sufficient to allow time for the assessment and a brief discussion of results. Hence, a registration and scheduling process ought to be devised.

• Some types of screening, such as fitness testing, require participants to bring casual clothes in which to do the testing. Staff Members must be notified of the need to dress in a specific manner for the screening.

• to ensure high attendance at screening events, it’s advisable to coordinate promotion of the event with reminders to employees.

• Supply workers with “screening preparation” guidelines to remind them how to prepare for the most valid screening results.

Resources for worksite screenings –

1. Consult with a wellness consultant or health screening business.

2. When staff member participation is low for onsite Healthful Benefits screenings, or when offering additional worksite screening is an option, check with the community health or outreach department of your local hospital, health education department, occupational health department or workplace health department as to screenings they may offer.

3. Local health clubs may also have licensed staff for some kinds of screenings, like fitness testing or body fat assessment.

Make safety a key concern when planning physical activity in your workplace. an accident or injury won’t “sell” the program and might end up costing the employer. This section will help you take the necessary steps to avoid an accident or injury.

Points to Consider

Using Licensed Experts

Hire professionally certified instructors to lead fitness courses (whether on or offsite) or to run workplace lunch and learn sessions.  It’s also a good idea to ask the instructor for references.

When you hire instructors, make sure that your insurance protects both the instructor and your organization.

Risk Management

Whether we like it or not, liability is an issue these days.

Risk management plans do not have to be complicated or expensive. for example, part of the plan might require that employees complete fitness appraisals and sign statements accepting the possible risks involved in physical activity.

It compensates to be prepared. Safety and emergency policies and procedures reduce the risk of loss both to person and to your organization.

Ask workers to sign a waiver when participating in both on-site and offsite activities. for liability reasons, workers must understand the risks involved in participating in the activity and understand that they are waiving their right to sue.

The employee shouldn’t be asked to sign the waiver just before the activity. the waiver could  be invalid when employees claim that they didn’t fully understand the risks.

Other Safety Tips

Here is a list of some other safety tips to keep in mindwhen planning physical activity.

Look at the environment where workers are active –

• Sidewalks must be clear of ice and snow, away from falling debris or snow, and have clearly marked curbs and safe crosswalks.

• Stairwells should be well-lit and in good condition and have handrails and safety features, so that employees aren’t locked out of floors.

• Fitness facilities should have proper flooring, good ventilation, and access to water and an emergency telephone.

Offer health testing for staff members participating in activities –

• PAR-Q

• PAR-MEDX for Pregnancy

Below are some other important safety factors –

• First-aid kit and automated external defibrillator on site.

• Emergency Action Plan (EAP) in place and practised.

• Commercial grade fitness equipment (not donated, “hand me down” equipment).

• Documented equipment inspection and maintenance schedule.

• Orientation of equipment and programs done by certified professional with a physical activity background.

To make a difference in the lives of your fellow staff members, you first need to understand that getting active is not simply a matter of option. Some things are within our individual control, but others are shaped by the people  and circumstances in which we live and work.

It’s Easier to be Active When…

• We know what to do and have the confidence, skills and opportunity to do it.

• It’s fun. “Working out” at the fitness club does not appeal to everybody. Activities need to reflect what people  enjoy.

• Our friends, family or colleagues are active with us (or at least support us).

• We feel safe, thanks to well-lit streets or stairwells.

• Sidewalks, walking/bicycling trails, parks and fitness clubs are nearby.

• We’ve money to pay for equipment, instruction or memberships.

• We can walk, bike or take public transit to work.

• Active choices such as taking the stairs, having stretch breaks at meetings and going outside during lunchtime are “normal” in the workplace.

• Managers support and recognize worker efforts. Better yet, they participate.

• We can juggle our work hours to fit in exercise.

Think about how you could create some of these conditions in your workplace. By taking these steps, you’ll make it more likely that employees both want and are able to be active during the workday.

Workplace physical activity programs that focus only on person have limited success. Research shows that reaching individuals  in various ways gives the best chance of long-term success.

A strategy directed at multiple levels is also called an “ecological approach.”

The kind of investigation you pick depends on when you do it and the kind of information you collect.

This section describes when to use three types –  formative, process and summative examinations.

During the Planning Stage

Use formative analysiss in the planning stages to ensure that your program is based on solid information. These analysiss also help you to develop effective and appropriate materials and procedures.

Examples of formative analysiss include –

• records of management commitments to the program

• employee interest surveys

• workplace environmental assessments

• pre-testing of program materials

During Your Initiative

A process analysis is used when the initiative is underway. These analysiss help you –

• track what is going well and what isn’t (and how to revise your program)

• find out if you are reaching the staff members you want to reach

• describe the initiative to others

• monitor who is participating in the initiative

During or After Your Initiative

Summative analysiss happen when the initiative is already in place or completed. Use this type of analysis to measure what employees like about the initiative and what may be improved.

All three kinds of evaluations are useful. the evaluation you choose depends on the time and financial resources you have available.

What Do You Want to Achieve?

Think about why you are assessing  and what your investigation is going to measure.

If you are attempting to find out whether an initiative has been successful, see if you followed your mission statement and met your objectives and objectives.

When you do not have a mission statement or goals or goals, decide with management and your worker committee how your organization will measure success.

For example, you are able to measure success by changes in –

• Physical measures (e.g., strength, flexibility, waist circumference of employees).

• Psychological measures (e.g., employee morale, satisfaction levels, stress levels).

• Productivity measures (e.g., decrease in absenteeism rates, increased worker productivity).

Thinking About Employees

If you are considering making improvements to the initiative, think about whether the initiative is still relevant and appropriate for staff members. Find out if there are any barriers to participation in the program or to participation in exercise during the workday.

As workers are the ones participating in the program, it’s important to give them a chance to provide feedback on the exercise initiative.

Picking an Investigation Method

Decide on your examination method. Both measurable results (e.g., absenteeism rates or questionnaire responses) and descriptive results (e.g., one-on-one interviews or focus groups) can be used to evaluate.

The method you pick will depend on the time and funding available and what you want to measure.

Determining How to Do the Investigation

Plan when and where you’ll do your investigation (and who’ll be evaluated). for more information, read the “Types of Investigations” section on this website.

You may want to pilot test your investigation (e.g., with members of the worker committee) before sending it out to employees. the worker committee may also want to evaluate the initiative’s planning process.

Doing the Evaluation

• Compare your results to baseline information (i.e., evaluation results from before the launch of your initiative). When you don’t have this information, save your evaluation results to compare with later results.

You can also look at other information you could have, like staff member satisfaction survey results.

• Analyse and share meaningful and easy-to-understand results with management and staff members.

• Examination results could be used to improve the current physical activity program and/or to develop new programs in future.

Before launching your Workplace Physical Activity Program, summarize the information you’ve gathered and plan your next steps.

At this point, you have

• gained support from management for the Workplace Exercise Program

• formed an staff member committee

• examined what is possible in your workplace

• found out what employees want and need in a Workplace Physical Activity Program.

Based on this information, you are now ready to create your action plan to raise physical activity at your workplace.

With the employee committee, take the following steps.

• Combine the results of the worker survey with the workplace environmental assessment, and report to management and workers.

• Prioritize the possibilities at each of the “levels” (individual, social, organizational, community, policy) in the workplace listed in “Keys to Success”. for example, suppose a big group of employees show an interest in biking to work.

Since these people  may want to shower and change after their commute each day, you might give showers and changing facilities priority in your workplace. Bike racks could also be important for making employees’ bicycles secure during the workday.

• Consult the list of practical suggestions found this website.

• Create a mission statement (one which aligns with your corporation’s overall mission statement) to define your purpose and help guide your process. Establishing goals and goals will help you achieveyour mission statement.

• Put together a plan or blueprint addressing what you’ve learned. Make program and activity recommendations with timelines, identify resources and assign responsibilities. Revisit the list of tasks outlined in “Step 2 –  Forming an Employee Committee.” Seek management approval to move ahead.

• Once your initiative is in place, it’s important to promote it to employees. Organizing a launch is a good way to do this. A formal launch also demonstrates management commitment. When employees don’t know about the initiative, they can’t take advantage of it!

• Decide what you need to track to show that you have reached your goals. Measure these factors before you begin. This way, when you evaluate later, you will know when there has been a change.