Brown bag presentations are a good way to develop awareness about selected health topics. Community health experts will often provide presentations of a half hour or less at no charge.
Use staff member interest surveys to follow up on staff member interests that are expressed. the definition of health is broad, so brown bag presentations might also cover a wide 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 good for awareness building. This seed planting process can help workers become more proactive about healthful options.
Do not schedule the program for the full hour – normally 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 is possible individuals will be reluctant to attend for fear of being associated publicly with the problem. They will, notwithstanding, attend if the focus is on helping family members, peers, etc.
Ensure that staff members hear valuable information and will leave with tools and resources to carry out the message. Make certain to work with the presenter on information strategies that work for your employee 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 could be offered in a short series. It will work best to schedule one session each week instead of a few sessions in one week.
For instance, you may offer a 3-week series on healthy eating instead of trying to cram all the information into one session.
A catchy title can draw individuals 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, attempt establishing up a routine monthly time and day for lunchtime seminars.
When employees work in shift or are in work groups in different geographical areas, devise a plan that offers equal attendance opportunity to all.
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, experts, or experts 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 can be used for a brown bag session.
August 30, 2010 No Comments
Often individuals shy away from low fat foods because they think these foods don’t taste good. to help inform workers, 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 staff members to bring and share their favorite low fat or healthy dishes.
Make sure 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 purchase these products from the grocery store.
Provide other written information on good nutrition for any interested participants to take. Make use of web sites and other resources listed in the Resource Section after this guide.
Provide small tasting spoons or wooden ice cream tasters.
It does not take much of each item to give participants a taste of the food or dish. It is not necessary to buy enough, or bring enough, food to provide a meal.
Be sure 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 be sure to check the label.
Typical purchases 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 such as 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 such as a new kind of fruit juice or herbal tea.
August 29, 2010 No Comments
Group support and encouragement could be very advantageous in assisting employees make healthful changes. Create situations, peer groups, or information avenues where the expertise and experiences of peers could be shared with others. Some ideas for providing on-site support for healthful changes include –
Workers can 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 may be asked to submit suggestions about what worked for them when they quit; then those ideas may 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 employee interest in making healthful change, can meet on a regular basis to share ideas, resources, support, etc. Wellness programs can offer some help and facilitation in getting a group began.
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.
Be sure to help the group establish ground rules that everybody agrees to before the group is left on its own.
August 28, 2010 No Comments
A health fair is an opportune way to familiarize employees with health issues and related wellness programs. During a health fair employees may be able to –
obtain resource materials;
participate in offered medical testings (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 businesss feature a “health and benefit fair” which includes providers representing the various employee benefit plans (long-term disability, retirement, etc.) available to employees through their business.
Considerations when coordinating a health fair –
Setting up a successful wellness fair takes comprehensive time. Time issues must be taken into account in planning and organizing such an event. the most time consuming part is ordinarily contacting potential participants, making arrangements for their participation, confirming their participation, and establishing up the day of the event.
Sufficient space, tables and chairs must available to allow for the number of providers invited. Some providers may 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 health 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 wellness fair in an area with heavy foot traffic.
Ask vendors to supply free materials at their table and to make a donation to a prize drawing. Follow all employer policies when soliciting donations.
as an idea to increase worker participation and to keep interest high, each attendee can 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 wellness fair. A team effort will spread out the work and maximize participation.
Ideas for a Benefits Fair –
Invite representatives from each of your employee benefits provider groups. Ask each provider to be prepared to answer employee questions regarding their program. Representatives could include –
Retirement plan representative.
Long-term disability plan representative.
Health plan representative.
Healthy 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 lunchtime 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 anybody who goes to 75% of the stations. Use a punch card or similar method to verify.
Resources for health and benefit fairs coordination –
Assume a broad definition of “health” and reflect that by including a variety of vendors and services involved with physical, mental, financial and social health.
For example, health agencies, safety businesses, benefits providers, local health care facilities, recreational facilities, parks, financial planners, childcare referrals, EAP, health clubs, health food stores, library, alternative and complementary medicine providers, etc.
August 27, 2010 No Comments
Worksite medical testings can take a variety of forms. Common screening components may include –
Blood pressure and heart rate.
Cholesterol (typically a finger-stick total cholesterol test, either fasting or non-fasting).
Blood glucose (diabetes screening).
Height and weight.
Percent body fat and/or BMI (BMI).
Considerations when offering worksite screenings –
Biometric testings should be conducted by licensed, and at times, licensed individuals.
Health testings must be conducted in a location that allows for privacy and confidentiality.
Time for discussion and explanation screening results ought to be permitted as part of the screening process.
A process should be in place for referral for participants whose results are indicative of a need for further medical evaluation.
Screenings can be very expensive to the overall wellness budget OR there could be no cost to the program if participants are willing to cover the cost of the assessment themselves.
For instance, cholesterol and glucose testing typically costs twenty to twenty-five dollars per individuals, per exam. Workers could be willing to pay for screening in exchange for the convenience of having the screening at work.
It generally works best to have scheduled appointments at intervals sufficient to allow time for the assessment and a brief discussion of results. Thus, a registration and scheduling process ought to be devised.
Some kinds 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 staff members.
Supply staff members with “screening preparation” guidelines to remind them how to prepare for the most precise screening results.
Resources for worksite screenings –
1. Consult with a wellness advisor or medical testing business.
2. When worker participation is low for on-site Healthy Benefits screenings, or when offering additional worksite screening is an choice, 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 fitness clubs may also have qualified staff for some types of screenings, like fitness testing or body fat assessment.
August 26, 2010 No Comments
Make safety a key concern when planning physical activity in your workplace. an accident or injury won’t “sell” the program and may 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 Specialists
Hire professionally qualified instructors to lead fitness classes (whether on or offsite) or to run workplace brown bagger sessions. It’s also a good idea to ask the instructor for references.
When you hire instructors, be sure that your insurance protects both the instructor and your organization.
Whether we like it or not, liability is an issue these days.
Risk management plans do not have to be complicated or expensive. for instance, part of the plan might require that employees complete fitness appraisals and sign statements accepting the possible risks involved in exercise.
It compensates to be prepared. Safety and emergency policies and procedures reduce the risk of loss both to person and to your organization.
Ask staff members to sign a waiver when participating in both on-site and offsite activities. for liability reasons, staff members must understand the risks involved in participating in the activity and understand that they are waiving their right to sue.
The worker should not be asked to sign the waiver just before the activity. the waiver may be invalid when employees claim that they did not fully understand the risks.
Other Safety Tips
Here’s a list of some other safety tips to rememberwhen planning exercise.
Look at the environment where staff members are active –
Sidewalks should be clear of ice and snow, away from falling debris or snow, and have obviously marked curbs and safe crosswalks.
Stairwells must 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’ve proper flooring, good ventilation, and access to water and an emergency telephone.
Offer medical testing for staff members participating in activities –
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 specialist with a exercise background.
August 25, 2010 No Comments
To make a difference in the lives of your fellow workers, you first need to understand that getting active isn’t simply a matter of choice. 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 gym 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/biking trails, parks and fitness centers are nearby.
We’ve money to pay for equipment, instruction or memberships.
We can walk, bicycle 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 staff member efforts. Better yet, they participate.
We can juggle our work hours to fit in physical activity.
Think about how you might create some of these conditions in your workplace. By taking these steps, you will make it more likely that staff members both want and are able to be active during the workday.
Workplace exercise programs that focus only on person have limited success. Studies show 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.”
August 24, 2010 No Comments
The type of evaluation you select depends on when you do it and the type 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
worker interest surveys
workplace environmental assessments
pre-testing of program materials
During Your Initiative
A process evaluation is used when the initiative is underway. These evaluations help you –
track what is going well and what is not (and how to revise your program)
find out if you’re reaching the employees you want to reach
describe the initiative to others
monitor who’s participating in the initiative
During or After Your Initiative
Summative investigations happen when the initiative is already in place or completed. Use this kind of investigation to measure what workers like about the initiative and what could be improved.
All three types of evaluations are useful. the evaluation you pick depends on the time and financial resources you’ve available.
August 23, 2010 No Comments
What Do You Want to Achieve?
Think about why you’re reviewing and what your evaluation is going to measure.
If you are attempting to find out whether an initiative has been successful, see when you followed your mission statement and met your goals and goals.
When you don’t have a mission statement or objectives or objectives, decide with management and your employee committee how your organization will measure success.
For instance, you can 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’re 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 employees are the ones participating in the program, it’s important to give them a chance to provide feedback on the exercise initiative.
Picking an Analysis Method
Decide on your analysis method. Both measurable results (e.g., absenteeism rates or questionnaire responses) and descriptive results (e.g., one-on-one interviews or focus groups) may 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 evaluation (and who’ll be examined). for additional information, read the “Kinds of Investigations” section on this website.
You could want to pilot test your investigation (e.g., with members of the staff member committee) before sending it out to workers. the staff member committee might also want to evaluate the initiative’s planning process.
Doing the Evaluation
Compare your results to baseline information (i.e., examination results from before the launch of your initiative). When you do not have this information, save your examination results to compare with later results.
You can also look at other information you might have, like staff member satisfaction survey results.
Analyse and share meaningful and easy-to-understand results with management and employees.
Analysis results could be used to improve the current physical activity program and/or to create new programs in future.
August 22, 2010 No Comments
Before launching your Workplace Exercise Program, summarize the information you’ve accumulated and plan your next steps.
At this point, you have
gained support from management for the Workplace Exercise Program
formed an worker committee
assessed what’s 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 develop your action plan to elevate exercise at your workplace.
With the staff member committee, take the following steps.
Combine the results of the employee survey with the workplace environmental assessment, and report to management and staff members.
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 large group of employees show an interest in bicycling to work.
Since these people may want to shower and change after their commute each day, you may give showers and changing facilities priority in your workplace. Bicycle racks could also be important for making employees’ bicycles secure during the workday.
Consult the list of practical suggestions found this website.
Develop a mission statement (one which aligns with your corporation’s overall mission statement) to define your purpose and help guide your process. Setting objectives and objectives 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 staff members. Organizing a launch is a good way to do this. A formal launch also demonstrates management commitment. When staff members do not know about the initiative, they cannot 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’ll know when there has been a change.
August 21, 2010 No Comments