Employee Wellness SurveyEmployee Wellness Programs – Corporate Wellness Programs

Onsite Employee Health Screening means better heath risk assessment baselines and better security

“Onsite Employee Health Screening” is a hot phrase these days, but it can help your workforce with health management, too. When the pundits talk about Onsite Employee Health Screening, they’re usually referring to retinal scanners, fingerprint readers, and other high-tech security measures. However, if you trace the phrase “Onsite Employee Health Screening” back to its roots, it refers to the measurement of unique human physical and behavioral characteristics.

Employee Health Promotion Programs are of imperative importance to the modern business. As a result, Onsite Employee Health Screening should be one of the tools in the arsenal of a forward-thinking organization.

Onsite Health Screenings aren’t just a “feel-good” measure for your employees. Assessments of staff member health help your workers to prioritize their well-being, which results in happier, more productive employees. Health risk assessments also build your database of staff member biometric data. Onsite Employee Health Screening, when handled on-site by our experienced professionals, is hassle-free and smoothly organized. The biometric data we collect then can be stored digitally for years or even decades, helping you and your workforce build better health risk assessment baselines that you can use to analyze workforce fitness and the efficacy of your organization’s Health and Productivity Programs. Collected biometric data can even allow an staff member’s doctor to assess that individual’s health over many years, helping him or her spot trends and diagnose disease.

Onsite Employee Health Screening extends to a wide variety of health risk tests, including measurements of blood pressure, blood type, body fat, substance abuse, and susceptibility to cardiovascular disease. Collecting biometric data for security purposes – like fingerprints, facial recognition imprints, or hand geometry – can be dovetailed with our health tests to minimize workflow disruption.

Employee Health Promotion Programs: A Long-Term Committment

“Employee Health Promotion Programs” – what does that phrase mean to you? To many of us, it evokes an array of ambivalent thoughts — the health club membership we barely used, the nagging ankle injury from last year’s business picnic, the backaches, the bratwurst we had for lunch, the love handles and of course, the fad diets that failed us or that we failed. Usually, Employee Health Promotion Programs is a guilt trigger that causes us to feel remorse about our bodies and the health management we know we should be doing for them.

Unfortunately we live in a society where our survival is dependent on sitting at a desk, not hunting game, picking berries and sprinting away from wolves. We also live in such luxury, nutritionally, that we can gain weight steadily without being wealthy. Cardiovascular disease, obesity and bad nutrition cause most of the heath issues that weigh down staff member attendance and erode a organization’s productivity.

Ironically the poorest societies in the world – the ones furthest from the conveniences of modern life – often have the healthier, most physically hardy members. And as for the animal kingdom — don’t look there for commiseration. In the wild, it is extremely rare to find an animal that suffers from our kind of wellness issues.

Pharmaceutical dependency degrades Health and Wellness

It doesn’t help that United States citizens are descending into a deadly love affair with drugs — and drug testing won’t help you with these drugs.

For example, Greg Critser’s book Generation RX details how United States citizens spend about $180 billion dollars on Pharmaceuticals each year, with the estimated 2011 tally at a whopping $414 billion. The average number of Pharmaceuticals per American in 2004 stood at twelve.

Twelve! That means that your average staff member is taking 14, 18, or even more than 20 medications in an attempt to improve their Health and Wellness.

Is this effective, though? Critser is not convinced that the prescriptions help United States health. In fact, he points out a bevy of negative consequences for America’s legal drug addition, which include drug interactions, liver damage, and the legions of people who now depend on prescriptions to deal with ordinary trials and stresses.

An organization has the potential to improve Health

It’s not all bad news, though. Occupational Health Screenings and well-designed Employee Health Promotion Programs can help you fight the downward spiral for you and your workforce. In fact, good Employee Health Promotion Programs – like a strong walking Employee Health Promotion Programs initiative – can literally save lives and reduce the symptoms that cause employees to turn to prescriptions in the first place.

Health Risk Assessment: Helping Quantify Employee Health help you quantify staff member health

An Health Risk Assessment (HRA) is an important tool to help you isolate the value of strong Employee Health Promotion Program Programs.

Health Risk Assessment: What is it?

Does the term “Health Risk Assessment” have you puzzled? If so, then you are not alone.  Unfortunately there is no standard definition or format for a Health Risk Assessment. A health risk assessment is both a procedure and a document, too, depending on the context — you must answer questions and ideally undergo some simple Employee Health Screening to develop a document that describes what’s good and bad about your current state of health.

To add confusion to the situation, there’s a field called health risk management. Talk to an OSHA inspector about health risk assessment and they will likely assume you’re referring to an analysis of contaminants and industrial chemicals in a factory or manufacturing facility.

Health Risk Assessment: The Typical Health Risk Assessment

A comprehensive health risk assessment is aimed at producing a concrete baseline of a individual’s health, and includes most of these features:

 a blood pressure check,
 testing for cancer,
 blood sugar test, and
 a thorough analysis of the staff member’s health status.

Health risk assessments would analyze the staff member’s:

 lifestyle indicators,
 health conditions,
 medications,
 functional concerns and abilities,
 quality of life,
 self-efficacy,
 fitness level.

Health and Wellness Fair activities put the spotlight on Employee Health Promotion Programs

A Health and Wellness Fair is a brilliant way to shake your workforce out of the doldrums and into better awareness of their health and wellness. A Health and Wellness Fair brings your organization together to discuss Employee Health Promotion Programs, examine Medical Insurance and “cafeteria” plans, explore health savings accounts, publicize Employee Health Promotion Program Programs and share success stories and challenges.

Some common Health and Wellness Fair desired outcomes include:

 better awareness of the health services and resources available to employees, both from their organization and from local, state, regional and national health services;
 increased motivation for improving health behavior
 increased participation in Employee Health Promotion Programs, commuter and carshare programs and health savings accounts
 better awareness of individual health status through Health Screenings, Health and Wellness Fair activities, displays, handouts, and demonstrations, and
 better information on what employees are seeking from their organization’s health management initiatives, and which employees are interested in participating.

Planning a Health and Wellness Fair

Planning a Health and Wellness Fair is a lot like starting an Employee Health Promotion Program on a smaller scale. Just like an Employee Health Promotion Program, your Health and Wellness Fair will need publicity, logistical planning, programming, targeted goals, in-house marketing and of course, executive approval. Festive touches like free food, kid-friendly activities, live music, art displays, talent shows and other community-minded fun will help cement the appeal of your Health and Wellness Fair and ensure that the Health and Wellness Fair becomes a welcomed, annual event.

You can find some Health and Wellness Fair planning tips at the Family and Consumer Sciences site of Texas A&M University. These Health and Wellness Fair tips are aimed more at community and non-profit organizers, but you can discover many useful Health and Wellness Fair ideas at the site.

Health and Wellness Fairs and Employee Health Promotion Program Recruitment

Many Employee Health Promotion Program planners find that Health and Wellness Fairs are the primary reason why employees sign up for walking Employee Health Promotion Programs, health savings accounts and other pro-Employee Health Promotion Programs.

Don’t forget – not only do employees value these programs highly, but the increased energy and decreased sick leave associated with Employee Health Promotion Programs also saves your business money. The Employee Health Promotion Program Statistics are clear – healthier businesses work harder and pay less in Medical Insurance premiums.

Employee Health Promotion Programs: The Grand Slam

Employee Health Promotion Programs are as close to a grand slam proposition as you’ll find, according to most researchers and Employee Health Promotion Program experts.

But if you have skeptics in your organization who are questioning the time and expense of starting an Employee Health Promotion Program, you may be wary too. Aren’t staff member Employee Health Promotion Programs subject to the adage “There’s no such thing as a free lunch”?

Employee Health Promotion Programs Don’t Have To Be Expensive

Fortunately, staff member Employee Health Promotion Programs don’t require a big investment. Like any other corporate project, mismanagement and “death by committee” can inflate the cost of Employee Health Promotion Programs, but it’s hard to spend too much time and money on them. After all, Employee Health Promotion Programs are mostly informational in nature. Flyers, e-mails, maps, and Employee Health Promotion Program Health and Wellness Fairs can only cost so much. There’s no expensive, specialized Employee Health Promotion Program machinery.

Employee Health Promotion Program statistics on successful programs are particularly persuasive. Unlike many cost-saving measures, Employee Health Promotion Programs actually add to staff member satisfaction – but they also reduce Medical Insurance premiums and staff member absenteeism.

What are some common Employee Health Promotion Programs?

Employee Health Promotion Programs run the gamut, depending on your worksite demographic, from exercise for health patients to nutritional initiatives that encourage workers to replace unhealthy snack foods with healthy fare like dried fruit and shelled nuts.

Here are some examples of Employee Health Promotion Programs:

 ergonomic safety
 cardiovascular disease education and testing
 staff member safety
 Health risk assessments
 walking Employee Health Promotion Programs
 drug testing

Maintaining Employee Health Promotion Program during Cold Season can be a challenge for any business. The average adult can get up to four colds in one year, and hundreds of thousands are hospitalized every year for flu complications. From December to March, there are more employees out of the office due to illness, and others who barely made it to the office and can hardly think over their constant coughing and sneezing.

Employee Health Promotion Program: Prevention is the Key

Prevention is the key to maintaining good health in the worksite and increasing overall Employee Health Promotion Program. Fighting infection after the cold and flu epidemics hit is a losing battle and can best be combated with early action, such as implementing a Employee Health Promotion Program Program in the office for good health year-round.

Keeping the Office Germ-free During Cold Season

The typical office is the perfect breeding grounds for influenza or the cold virus. The National Institute of Allergy and Infectious Diseases says that there are higher chances for the spread of infection during winter because people spend more time indoors. In an office, this risk is increased by cubicles, bringing many people into a close space. Onsite Health Screenings conducted regularly as part of an overall health management program will increase the chances of Employee Health Promotion Program year round, and especially during Cold Season.

Education Can Increase Employee Health Promotion Program During Cold Season

Educating employees about various ways to stay healthy during Cold Season may help prevent the spread of any sickness to the entire office. Hand washing is a crucial component in maximizing Employee Health Promotion Program, as bacteria collects on keyboards, mouses, around the water cooler and next to the community coffee pot. As employees shake hands, infection may be passed, multiplying the chance of getting a cold or coming down with the flu. Hand washing and anti-bacterial cleaners for surfaces can help reduce the spread of sickness.

Employee Health Promotion Program is possible during Cold Season. With Employee Health Promotion Program, your office can reach one step closer to immunity from sickness during Cold Season.

Employee Health Promotion Program Study Shows Millions Lost Due to Illness

Employee Health Promotion Program was shown to be a huge economic boon for businesses in a recently-released joint report by  the World Economic Forum (WEF) and the World Health Organization (WHO). Nearly three million productive employees in labor markets worldwide add up to a lot of money. The Employee Health Promotion Program study estimates that China will lose $558 billion, India $237 billion, and Russia $303 billion in national income from 2005 to 2015 due to only three chronic diseases: heart disease, stroke, and diabetes.

Lack of Employee Health Promotion Program A “Huge Expense”

The United States Center for Disease Control also reports that chronic disease accounts for approximately 75 percent of yearly staff member medical care costs in the United States, which constitutes a huge expense for businesses. And the Public Health Foundation of India estimates that its country will lose 18 million potentially productive years of life by 2030, a statistic no nation can afford, let alone a developing one.

Employee Health Promotion Programs the Answer

A sustainable solution to these challenges cannot be solved by medical benefits alone. Workplace commitments to Employee Health Promotion Program are also crucial. Companies are advised to implement on-site Health Screenings for their employees, as well as look into a comprehensive health management program. These and other precautions are good secret weapons against the economic pitfall of unhealthy employees.

Employee Health Promotion Programs – Staff Engagement Strategies

Employee Health Promotion Programs without employee engagement are useless to a business. How do you get employees to enroll in Employee Health Promotion Programs – and stay engaged in the programs?

The brochures for these programs discuss the benefits to employees and businesses. Employee Health Promotion Program statistics show that there are tangible benefits to a business for offering such programs. Employee Health Promotion Programs actually do save lives by getting workers to take their health seriously, increase productivity, decrease absenteeism and more.

However, St. Louis, Missouri-based Maritz Inc., the world’s largest incentive business, has applied their own invigorating twist to health management by providing gift rewards to employees who participate in Employee Health Promotion Programs. The wellness incentive reward program is Maritz’s own Exclusively Yours® plan. Health management participants earn points, which can be then redeemed for merchandise, electronics, restaurant vouchers and travel, much like a frequent-flier program.

Enrollment incentive rewards in Employee Health Promotion Programs?

Undoubtably businesses that don’t work in the incentive rewards industry will be tempted to cry foul about using such a rich carrot to incentivize health program enrollments. Not every business can throw that kind of money at health management resources – and not every business has the built-in savings as a business that specializes in providing incentive reward programs.

For certain rich incentive rewards like Maritz’s will break through the glaze that appears over many employees’ eyes when they’re encouraged to do something new, different or difficult. For many employees uncomfortable with health management and exercise, “new, different and difficult” would apply to Employee Health Promotion Programs. So where does that leave businesses who are unwilling or unable to offer incentive rewards for health management program enrollment?

Successful Employee Health Promotion Programs motivate employees – before and after signup

Employee Health Promotion Program administrators should keep the long-term view in mind when trying to get employees to take that vitally important first step. Even the best incentive rewards can fail in the face of faltering organization, badly-designed Employee Health Promotion Programs and wavering support. Make sure to run good Wellness surveys before you build your Employee Health Promotion Programs so staff member input and needs are being met by your Employee Health Promotion Programs. The goal is positive outcomes, not high enrollment numbers.

Employee Health Promotion Programs cannot survive managerial apathy. If executive and managerial participation is widespread and heartfelt, employees will follow their leadership. The potential rewards and Wellness benefits are clearly worth reaping, for both your organization and your co-workers.

Wellness might be the fatal flaw in your Employee Health Promotion Program. Is Wellness part of your strategy? Does worksite wellness stop when your employees leave the office?

Wellness Continuity

If employees don’t have the tools to pursue health and wellness on a Personal level, then it becomes easy for them to “fall off the wagon” and slide back into a unealthy lifestyles. If you have a walking program, for example, it should encourage employees to build walking routes near their homes, perhaps with the cooperation of the neighborhood association or coworkers who live in the neighborhood.

Employee Health Promotion Programs: Always on Your Mind

Your Employee Health Promotion Program coordinator should have “vacation wellbeing” as part of their job scope. In other words, you don’t want a Employee Health Promotion Program to stop at the boundaries of the worksite campus. Instead, integrate Personal health and wellness with your Employee Health Promotion Programs.

This will benefit the Employee Health Promotion Programs in a couple of ways:

it reduces the chance that the staff member will come back to the office feeling unfit, overwhelmed and unable to resume their Employee Health Promotion Programs; and
it shows that their organization is just as invested in their Personal health and wellness as they are

Like a marathon, Personal health and wellness is a long-term venture and it’s difficult for anyone to do in isolation. Simply put, it’s easier to maintain your health when you know others are depending on you and watching your Personal performance. It’s easier to stick to an exercise program when you have a jogging partner who wakes you up when you oversleep, or spots you when you’re lifting weights.

Similarly, it’s easier to stick to your Employee Health Promotion Program when you know your organization is supporting you and wishing you the best.

Don’t Dictate Personal Health

Just as Wellness surveys serve a vital function in building a Employee Health Promotion Program, it’s vitally important that you involve employees in designing an off-site wellness strategy. No one enjoys being told what to do, but everyone enjoys having assistance in tacking tough problems. Make it clear that employees are in charge of their own health and wellness. Your role as their health management partner is to support, advise, counsel, offer resources and information.

Of course, don’t forget that part of Personal health and wellness responsibility is to offer good health risk assessment baselines so employees can proceed safely on the road to better fitness.

Employee Health Promotion Programs: An Attainable Goal

Was Wellness on your organization’s new year’s resolutions list? Here we are a little over midway into the third month of 2008, the time when resolutions start to falter if they haven’t lost momentum completely. Has your Worksite’s wellness resolution fallen by the wayside? If so, there are still ways to get back on track.

One Wellness tip comes to us from the YMCA of Greater Des Moines, reported from the Jersey Shore. Rod Shirk, the YMCA’s chief financial officer, participated in the organization’s first executive Employee Health Promotion Program, which registered his cholesterol as higher than normal. That prompted him to get a physical, which showed high levels of a prostate-specific antigen that often indicates prostate cancer. The outcome? His doctors caught a life-threatening illness just in time.

Thanks Employee Health Promotion Program.

So of course, Shirk is a huge proponent of Employee Health Promotion Programs. He says, “For us here at the YMCA, if we are telling people to be healthy, we had better set a good example for our employees.”

Wellness Decreases Health Care Costs

Though cases like Shirk’s dramatic cancer save are the most desirable effect of Employee Health Promotion Programs, it isn’t the initial draw for businesses. They do it to lower medical care costs, and there’s no doubt that Employee Health Promotion Programs do just that. Employee Health Promotion Program Statistics show that Employee Health Promotion Programs return anywhere from $2.30 to $10.10 per dollar spent on wellness. “Health care costs should go down as people think about changing their diets and getting more active,” Shirk says.

The Employee Health Promotion Program savings aren’t just in the Medical Insurance department. Human resource departments report that Employee Health Promotion Programs also reduce absenteeism and increase productivity.

Still, businesses have been loath to invest that elusive Wellness dollar despite the well-documented returns. A Principal Financial Group and Harris Interactive survey found that only 10% of small- to medium-size businesses have made on-site Health Screenings – like the one that saved Shirk’s life – available to their employees.