Corporate Fitness and Active Aging

Adding group fitness classes to your corporate wellness menu

Lack of time and lack of access are two key reasons that adults report when asked why they don’t get enough exercise.  You can put a stop to those excuses when you offer group exercise classes at work. While this is a fairly simple service to get started, there are some important steps you want to take to ensure you have a successful and safe group class program for your workforce.  Ask yourself the questions below and you’ll be on your way to providing a valued and well-attended wellness offering.

What space do we have available?

group exercise at workMost businesses have some kind of space available to host a group fitness class.  You don’t have to have dedicated group exercise space with a suspended hard wood floor to get started.   An open conference room can work at your site for both mid-day and after work classes.

Take a look at the space you have to run classes and make some choices based on what you have available. For example, a smaller space might better accommodate a mind/body class like pilates or yoga.  A larger room might make it possible to have a cardio-focused or high movement class like cardio kickboxing or bootcamp.  Keep in mind that many class formats can be done with little to no equipment.

What am I willing to spend?

While providing group exercise classes onsite won’t be your most expensive wellness initiative, it does require some financial resources.  How you spend those resources is up to you.  Consider the list below:

  • While many class formats can be taught with little to no equipment, you may want to invest in some basics to broaden the offerings available for your employees.   For less than $500, you can purchase some stability balls, exercise tubing, a small stereo, and a few exercise mats.  Remember that those supplies will occasionally need to be replaced, so plan for some annual supply costs.
  • Group exercise instructor fees also need to be considered.  We see these costs handled in one of three ways:  (1) the employees pay the instructor, (2) the employer and the participants share the cost, or (3) the employer pays the full cost of the instructor.  Wages will vary by class format and by geography. 

What do my employees want?

Finding out the most popular choices among your workforce can be as simple as offering a quick survey. Consider asking about the following:

  • Preferred time(s) of day
  • Preferred day(s) of the week
  • Preferred format(s)
  • Willingness to pay a small fee (and how much)

We also suggest that you start small by testing the waters with short sessions.  Popularity for specific instructors, formats, and times of day will give you a clear indication what will work for your site. Once you’ve determined a pattern, you can begin to grow your program. 

Lastly, make sure you’ve covered all your legal bases with your risk/legal team before you begin.

NIFS does all this and more for our corporate clients.  We're providing group exercise classes for businesses of all types throughout Indianapolis, so if you want to work with a professional team who has more than two decades of experience and more than 100 instructors ready to teach, connect with us today to find out more.  

Contact us to find out more

Topics: corporate wellness

Corporate Fitness: How to engage employees in a manufacturing setting

hot_tired_employeeYou have established an employee wellness program for your employees, maybe you even have an onsite fitness center available free of cost to your workforce.  What you’re finding is that after a long shift of being on their feet, and a couple hours of over-time your workforce is exhausted.   It’s hot, some of their work areas do not have air conditioning and they feel they have sweat enough and now you want them to exercise?   They already feel like you control their lives, they are work 6 days a week and they don’t want to be required to do more.  They are ready to get home, spend some time with their families before waking up to do it all over again.  As the employer you are left feeling like your investment isn’t being utilized by employees.  It can be frustrating, it's free to them, you have provided top notch equipment, what else could they want?  Consider what has been implemented and survey your employees and find out what barriers keep them from utilizing your onsite corporate fitness center or participating in wellness offerings.

You might find there are a variety of reasons that prevent your employees’ ability to maintain a healthy lifestyle.  Whether it is work, family life that is jammed packed with their children’s activities, appointments, volunteer commitments, you can relate to needing to get home after a long day.  Consider the following ways to engage your workforce to be more involved in your onsite corporate wellness program.

1)      Engage them at work!  You can’t always expect employees to get involved on their own time.  Show that you support the use of the onsite fitness center, or involvement by offering time during their day to participate in wellness activities.  Consider how you can get employees moving during a 15 minute break with brief walking groups or stretch sessions. Showing employees that you can relate to them will go a long way. 

2)      Team collaboration.  It’s time to come together as a team.  Whether you out source your fitness center staff, or have an in-house team they can collaborate with HR by providing new hire presentations to initiate involvement in your fitness and wellness program.  If you have a health service department, your fitness team can work with them to offer lifestyle modification programming to target individuals with diabetes, high blood pressure, or weight management issues.

3)      Offer incentives.  Prizes go a long way and don’t always have to be expensive.  When budgeting for the year consider incentive prizes to pair with your programming such as fitness gear, it’s amazing what people will do for a new shirt, gym bag, medicine ball, etc.  Other items to consider would be pedometers, fit bits, polar watches, and gift cards.  Most employees need that little incentive to push them to participate.

4)      Involve families.  Your employee’s families also affect your company’s health care costs.  Create an event to draw in spouses and dependents to teach them about your wellness offerings.  Consider a weekend wellness fair or make it a component of your employee appreciation picnics. 

5)      Devote a day.  Whether it be once a month, or once a year dedicate a time which focuses on the health and wellbeing of your workforce.  Incorporate a monthly Wellness Wednesday event where your wellness staff can provide screenings such as blood pressure, flexibility, or body composition screenings.  These can be set up in a hallway, cafeteria, or break time gathering area to engage members with a hands’ on approach while they are off line. 

Employees don’t want to feel forced into participating, but having support from the top does encourage employees.  Check out this blog post about how CEO support can help drive your corporate wellness results. 

Get the ebook:  Why Fitness Initiatives Fail

Topics: corporate wellness

Making Fitness Fun in Corporate Wellness

Recess

Your employees may see your corporate wellness offerings as the same thing over and over.  They might even feel pressure to participate which can often lead to them not participating at all.  Consider what might engage employ

ees in a way that makes it fun, a break from work, or even stress relief.  Our corporate fitness staff take client employees back to the days of elementary school RECESS!!!  Recess

Whether it be a single day event, a scheduled group fitness class, or even one day a month throughout the summer consider creating physical activities for your employees that create a fun and welcoming environment for them to be active.  Our staff established recess workout events with a carefree kid-like mentality to engage employees in a full body workout.  Recess events were established to help increase strength and agility while releasing that inner child to get outside and have some fun.

Sample Recess Ideas:

·         Fitness Freeze Tag – a great way to warm up, just like when you were a kid get employees moving with a game of tag.

·         Staff Says – just like Simon says, but insert the leader’s name.  Participants do whatever this individual instructs employees to do, think exercises!  For example, Simon says, do 5 pushups and once a person is out they do a walk/run lap around the area.

·         Red Light, Green Light – get your heart rate up with a game of red light, green light! 

·         RecessDuck, Duck, Goose – add a twist to the old school game, have participants hold a plank or perform sit-ups while one individual walks around deciding who will be goose. 

·         Kickball – get moving by setting up some bases and get a friendly game of kickball going at lunch time.  Nothing says recess like a game of kickball

·         Ultimate Frisbee – split into teams and take it out doors for some ultimate Frisbee.  Add a twist to the game and if they drop the Frisbee they have to complete a designated number of pushups. 

·         Hula hoop - competitions are another great way to take it back to the day of recess fun.  What a great core workout hula hooping can be.  Simply turn it into a contest for a little competition among co-workers.

Plan for Recess Success:

·         Budget and organize in advance – plan activities ahead of time to help outline what you need to purchase and incorporate into your budget.  An investment in hula hoops, a kick ball or Frisbees can be utilized again in the future.

·         Promote accordingly – spread the word to promote your recess event, send an email, post flyers, utilize CCTV if available, announce the event during other organized meetings, group fitness classes, etc.

·         Ask for feedback – connect with participants following the event whether verbally or via a survey.  Collecting feedback, both positive and negative, is one of the best ways to improve your programming in the future.

 

Not only did the employees like the change in their workout, they had a lot of fun.  Check out what participants had to say about the Recess Program:

“The staff keeps fitness fun and entertaining! ….The RECESS class was the perfect mix of childhood memories, fitness, and fun.  Kickball and musical resistance bands were my favorite!“ – Karen E.

“This was a great break from the routine. The games were creative, but the exercises still demanding.” – David C.

“Thanks for showing us corporate types that we can still have fun at work!” – Don H.

“Both of the Recess classes got me out of bed at 5:30! I was wonderfully surprised how effective and fun the workouts were…. The whole time though, everyone was smiling.” – Jennifer P.

“Absolutely loved it!  Felt good to just be goofy (duck, duck, goose, and tag) and enjoy a fun game of kickball.” – Donna K.

“It is hard to top a day that starts with chasing and throwing water balloons at your coworkers!”  - Irma T.

For more of our best practices, click below and recieve 10 other programming ideas implemented by our corporate fitness staff!

NIFS Best Practices Corporate

Topics: corporate wellness employee health best practice

High-Touch Versus High-Tech in Corporate Wellness

fit techThere’s been a lot in the media lately about wearable technology having a strong presence in corporate wellness. Employee wellness programs have provided a whole new market for some wearable manufacturers, and one research firm indicates that upwards of 13 million wearables could become part of employee wellness initiatives in the next five years.

The Challenges with  High Tech Wellness

This specific high-tech phenomenon is fairly new and relatively unresearched in terms of long-term effectiveness at helping adults make sustainable health behavior change. But technology in corporate wellness has been around for years and it has evolved to keep up with perceived wants and needs. Years (and I mean years) ago, we used to take health risk assessments (HRA) on paper. Then those moved to this thing called the internet. Eventually, we got “smart” feedback on those HRAs and our fingerstick data was integrated with our self-report HRA responses to create a profile.

Now we have web capacity to integrate with pedometers and other higher-tech wearables like Up® by Jawbone® and various products by Fitbit. The data syncs up to a company site where we can compete with our peers, and it links with our own tracking tools on our phones. We have access to a lot of information about our movement. Still, I wonder if data is really king when it comes to health behavior change. Are high-tech solutions enough to help someone move their own needle?

You probably have anecdotes where someone’s health was profoundly changed with the help of a wearable, an app, or some combination. You, like me, may also know stories where a wearable began an obsession with data and quickly sucked all the fun out of measuring the movement. So effectiveness may very well be in the arm of the wearer (so to speak). Still, there are definite limits to today’s tech solutions. Maybe someone will solve them down the line, but right now, as I see it, there are barriers on tech that limit potential impact on improving health. There’s a great outline of these limits in this Forbes article.

There are other issues with a high-tech-only solution that have come to light recently, as well. For example, while more and more boomers (who are still in your workforce) are adopting technology solutions in various areas of their lives, they still lag behind Gen X and Millennials in their rate of adoption. This article makes the case that boomers may be the demographic most likely to benefit from, and most willing to pay for health-related technology, but the market isn’t designing for them.

And while the technology certainly supports what seems to be the unquenchable thirst for data, there is still the tricky math involved in determining whether your employee wellness device translates to actual company savings on health care.

How High Touch Wellness Helps

When you look at the challenges identified in the Forbes article, many (dare I say all) of them can be worked through or even remedied by a human being with a brain and some capacity for nuance. And here’s where high-touch in corporate wellness steps up.

The right people powering your corporate wellness program should be

  • Both capable of and passionate about helping your employees establish healthy goals and effective plans to achieve those goals.
  • Compassionate motivators who have the right skills to nudge participants toward finding their own intrinsic motivation.
  • Nuanced enough to know when to step in to provide a course correction when your employees stop engaging or when their efforts aren’t achieving the carefully crafted goals.
  • Savvy at helping participants understand their data in a way that’s meaningful and impactful.

Using people in a high-touch capacity to bolster and back up your high-tech tools can be an effective way to help your employees achieve better health. 

CORP Initiatives

 

Topics: corporate wellness employee health technology corporate wellness staffing counting steps

3 Reasons to Add a Corporate Fitness Center to Your Wellness Program

Business man on ellipticalCosts for care, costs for absenteeism, vendor costs, the cost of doing nothing…there has been a lot of chatter and posturing online recently about this information as it relates to corporate wellness. In case you’re not quite up to speed on all the cost-related information, here’s an infographic that will give you some compelling, high-level numbers and information to digest. As corporate wellness goes, there’s a ton out there on ROI too. Whether it’s accurate is up for debate depending on who's doing the talking.

If you’ve read anything we’ve put out over the last several years, you know that NIFS falls into the “do for your employees, not to your employees” camp when it comes to workplace wellness. When you treat your employees well and you provide the right services and amenities for the right reasons, there will be value to the business.

While an onsite fitness center isn’t the right choice for every business, it is an amenity that falls squarely into our “for your employees” philosophy. If you have any heart for taking care of your employees like you take care of your business, here are three reasons you should be strongly considering adding a fitness center to your overall worksite wellness strategy.

#1: Taking Care of Your Talent

Your talented people are what make your business thrive. Technology matters, bricks and mortar play a role (most of the time), and other physical and cultural elements contribute to your success, but at the end of the day, it’s your people who make your business what it is. And you’re counting on them to perform at the top of their game.

Making it easy for your employees to exercise (through a corporate fitness center, for example) is one way to keep your smart and highly valuable employees using their talents for the benefit of your business. Compelling research has shown that adults who exercise reap more than just the physical benefits of movement.

  • This study shows that work-related benefits following a bout of exercise can include improved quality of work and better time management. The study also showed that exercise contributed positively toward an employee’s tolerance of his/her coworkers. And who couldn’t benefit from a more tolerant atmosphere?
  • This study shows that creativity is better following aerobic exercise and for at least a two-hour span after the exercise has been completed.
  • This article points out how we believe regular exercise can positively impact stress. And before you write off stress as a non-issue for the workplace, take a look at this data from an annual poll of American workers regarding workplace stress. (Bonus: you can take our own stress inventory at the end!)

[Related Content: 5 Tips to Help Your Employees Move More]

#2: Taking Care of Their Health

The physical health benefits of regular exercise are so well documented that I won’t bore you with study after study here. Let me instead take this opportunity to remind you of how easy it is to support your employees as they search for ways to get in the minimum recommended levels of exercise each day or 150 minutes of moderate aerobic exercise each week.

What you may not realize is that the health benefits of exercise can still be achieved if the 150 minutes is broken up into very small increments throughout the day. Yes, 10 to 15 minutes of movement two to three times each day is enough. So you can start to see the math add up on allowing flexible schedules for walk breaks, or short group exercise class opportunities, as viable ways to help your crew move more.  

#3: Taking Care of Your Turnover

A corporate fitness center falls squarely under the “Employee Benefits” category, and the link between benefits and turnover has been well studied. Turnover, although regarded by some as a positive for business (fresh ideas, new energy, "lose the dead weight", etc.), is still expensive.

  • This Gallup report outlines how to predict employee turnover, and points to pay and benefits as one of the top five predictors for employee turnover.
  • This Forbes article puts the spotlight on how treating employees well by providing them with access to “resources that support well-being and performance” has a positive but difficult-to-quantify impact on employees. The article spotlights the Virgin HealthMiles/Workforce survey, which showed that 87 percent of polled employees give consideration to employer-sponsored health and well-being offerings before they choose to commit to an offer.

If you’ve had enough of the statistics, reports, and research, perhaps you’re ready to dig in on the options for creating a corporate fitness center. Click below to access our Guide for Successful Fitness Centers for a better understanding about the fitness center footprint, staffing and programs you can expect for your employees.

Download Our Guide >

Topics: corporate wellness employee health benefits corporate fitness centers ROI corporate fitness centers; return on investement productivity

NIFS: Encourage bike to work week for employee health

man biking to workIt’s MAY, birds are chirping the sun is out and oh yea watch for blinky lights and reflective leg bands, bike season has started! While some dread sharing the road with the two wheeled, foot powering transportation others love this chance to take advantage of the trails and bike lanes in your city. Well the truth is you SHOULD! Step outside of your normal comfort zone and bike to the store or run other errands while getting some exercise in!

Getting back on your bike can be a great way to involve the family, get involved with a new community and a little extra physical activity into your day! Great benefits of biking or commuting by bike include:

  • low impact exercise
  • creates a low environmental impact
  • it’s the most energy efficient type of transportation
  • reduces stress and travel stressors
  • saves money and so much more

Conduct an ABC Quick Check before each ride:

  • Air: Check the air in your tires. They should be inflated to the maximum rated PSI, you can find this number on the side of your tires. They should be inflated to the firmness of a basketball if you don’t have a pressure gauge.
  • Brakes: Brakes should be in working order if they stop the back when pushed forward or backwards. Brakes should be in working order if they stop wheels when pulled.
  • Chain: Chain should move freely, lightly oiled and rust-free. 

May 12-16 is Bike to work week this supports all levels of bikers to take advantage of active transportation. Here is a great website to get tips and tricks on biking to work or everyday biking. Check into other employee benefits at your work such as a bike commuter reimbursement.

How is your company promoting worksite wellness for employees?  Our staff offer great programs to encourage employees to get healthy.  Opt in to our Best Practice Series to receive 11 of our Best Practices implemented by our staff.

 

NIFS Best Practices Corporate
Topics: corporate wellness corporate fitness program nifs fitness management employee health and fitness

Three Lessons Employers Can Learn about Corporate Wellness from CVS

man breaking cigaretteBy now you've no doubt heard the announcement that CVS plans to remove all tobacco products from their shelves by October 1, 2014.  It's a bold move, even if experts think that financially it's not risky for the organization.  They drew a proverbial line in the sand and declared that they would be a business about better health for its customers.  When they measured the financial gain from selling tobacco products to customers against their brand positioning to be a leader in health care, there was really only one decision.

There has been some debate about why CVS stopped at tobacco and why they aren't proclaiming to pull candy bars or alcohol off their shelves.  Tobacco remains the one legal, non-prescriptive drug in the marketplace that, when used as intended, causes harm to the body. Candy bars (and put all other non-nutritious foods in that category) and alcohol do not work the same way (when used as directed).

Despite the limited financial risk for CVS Caremark - they have indeed made a bold move, and employers who are carefully designing and delivering employee wellness services could learn a thing or two about this corporate coup.

  1. CVS didn't wait around for perfection.  The debate on other less-than-healthy items in it's stores will continue.  And in fact, CVS reportedly is still invested in tobacco companies through the organization's mutual funds offered to employees.  So no, they didn't nail it 100% on this one.  But we can't always let perfection be the enemy of good.  What employee wellness initiative are you waiting to launch until it is perfectly primed and elegantly unflawed?  
  2. CVS decided who they were. And it became clear that selling tobacco didn't match up to that vision.  As stated by their CEO, "...the sale of tobacco products is inconsistent with our purpose." As an organiztion, how are you giving out conflicting messages to your employees? Wellness should be about doing something FOR your employees, not TO them.  If you say you want to help them improve their health, ask yourself how the annual HRA and fingersticking accomplishes that. 
  3. CVS was bold about telling the world what they were doing.  Sure, you could claim it was a PR stunt.  And maybe it was.  But for whatever PR goodness (or nightmares) the announcement created, it has also raised the debate (again) about tobacco.  What debates do you need to be having, publicly, with your workforce about what they need to engage in better living?  What issues are you hiding from, or living with as status quo because no one at your organization is bold enough to address them head on? Are we talking about how a work environment contributes to obesity?  Are we challenging conventional wisdom on how employees can flex their time to engage in mid-day workouts, meditation, or naps?
We can't keep doing what we've always done in corporate wellness and expect different results.  This decision by CVS to stop selling tobacco is a big deal.  What big deal health issues is your organization dealing with (hiding from?) that could benefit from real dialog and a progressive CVS-style approach?
Topics: corporate wellness tobacco cessation

Corporate Fitness Program Spotlight: Club PED

Club PedAt our client sites, we’ve been offering walking initiatives for years. After all, it’s kind of the original fitness opportunity at worksites, right? They’re super-simple, generally easy access for participants, and most people can participate. For better or worse, we’ve steered clear of linking the program with pedometers, but we do get a lot of really useful self-report data from participants for the program.

The Basics of Club PED

It’s a mileage-driven walking and running program, and with some of our clients, we run this initiative annually. It’s become such a staple in our program planning that associates ask about it, wanting to be sure they don’t miss the registration.

Participants self-select into their desired weekly mileage goal: 5 miles per week, 10 miles per week, or 15 miles per week. They can complete their mileage anywhere, including walking the halls at work, in the corporate fitness center, or on vacation at the beach! The goal is to maintain their chosen goal mileage each week for the duration of the program. We allow a few “off” weeks (you know how life gets in the way), so participants must maintain a minimum of their goal mileage for 8 of the 10 weeks of the program.

We’ve witnessed participants start out lacking confidence that they can finish 5 miles per week for 12 weeks, and by the time the next year rolls around, they have a 5K or 10K under their belts with an eye toward upping their Club PED mileage goal.

The Data from Club PED

As I mentioned, we’ve been running this program for years. But in the last two years, we have seen some important jumps in participation and completion rates.

In 2012 and 2013, we averaged 59 miles per participant, which means that a typical Club PED member walked 7.4 miles per week beyond his or her normal daily activity. This represents a 34% increase over the average miles per participant for the preceding three years. Another positive trend in the last two years is our finisher rate. Our staff saw an average of 44.6% of Club PED participants successfully meet their weekly mileage goal for the duration of the program. From 2009 to 2011, we achieved a completion rate of 30%.

I know our staff are really proud of how hard their members worked to meet or exceed their mileage goals during the most recent Club PED offering, and I’m excited about the positive improvements the staff have worked hard to achieve.

The Feedback from Club PED

We get positive feedback from this program each time we run it. I don’t know if it’s our staff, the program’s simplicity, the low threshold for entry, the easy-to-use online portal, or a combination of those factors. Regardless, we’re always honored by the unsolicited compliments we receive. Here are a few examples of the ways this simple initiative has helped to improve members’ lives:

Thank you so much for the program. Because of it, I bought a Fitbit and continue to wear it daily. Can’t say I move as much as when I’ve had jobs out of the house, but I am [more] aware of my steps and take more breaks to move around.

—Dana, Ohio

 

I have been faithful to my walking, getting 4 to 5 miles per week. This Club PED program really helps me focus on my health and on keeping my blood pressure down. Staying healthy is my life change.

—Latongi, Georgia

 

To learn more about Club PED or other programming that our corporate fitness management staff can bring to your worksite, contact me.

Topics: corporate wellness corporate fitness program corporate fitness walking employee health and fitness data

NIFS: How Happy is your Heart?

heart healthIt's mid-February and you started the year out strong, but have all of your resolutions already departed? Every year, the same two resolutions are shared amongst everyone – exercising and losing weight. Those who exercise regularly prior to New Year’s seem to stick with their same routine, while those who want to start to exercising come January 1st seem to have fallen off the wagon by February. February is month to be aware of your heart health, so I have provided you with some tips to help you stay on track as we enter into spring!

  1. Think: Why is your resolution not working? Do you want it bad enough? What’s your excuse? Is it a realistic resolution?
  2. Create SMART goals: Your goals should be specific, measurable, attainable, realistic, and timely. By using the SMART method you can are set for success.
  3. Exercise: The American Heart Association recommends at least 30 minutes of moderate intensity aerobic activity at least 5 days per week or 150 minutes. Another option is 25 minutes of vigorous intensity aerobic activity 3 days per week. The first excuse is not having enough time. Have you found yourself with 10 minutes to spare in the day? Do something to get your heart rate up! That something is better than nothing and can improve your quality of life.
  4. Diet: You can start by eating and drinking the necessary calories to maintain your weight. This is based on your age and physical activity. Be sure to not consume more calories you can burn off for that day. It is beneficial to eat a variety of nutritious foods from the all of the food groups. Your body requires specific nutrients to stay healthy. Limit the foods and beverages that are high in calories and low in nutrients, while also limiting your intake of saturated fat, trans fat, cholesterol, sodium, and added sugars. Be aware of your portion sizes and follow the American Heart Association’s recommendations.
  5. Control Your Stress: You can start by setting goals that are attainable. You could also try to positive self-talk or turning your negative thoughts into positive thoughts. Always look at the bright side of things. Other ways to cope with stress are relaxation and deep breathing exercises, engaging in physical activity, or doing something you enjoy.
  6. Motivation: Try and workout with a friend. You can hold each other accountable, as well as push each other through your workouts. It can also make it fun!

If you’re looking for help or motivation, reach out to your corporate wellness staff. Your overall wellness should be a priority, so what’s stopping you from getting back on track to make your heart happy and healthy?!

Topics: corporate wellness active aging heart health month heart healthy

Two Key Things Your Wellness Program May Be Missing

staff working with residentAt NIFS, we work in both corporate and senior living settings supporting client wellness strategies. After having done that work in diverse environments for various audiences over the last 25 years, we’ve learned a thing or two about what really works when you’re trying to promote living well.

Below are two key elements your wellness program may be missing.

1: The People

We’ve hired hundreds of qualified wellness professionals to work with our many clients over the last two decades. And we’ve made some hiring mistakes. But we’ve learned from those situations and cultivated a more comprehensive interview and an effective onboarding process.

[Related Content: Tips for Hiring Your Own Fitness Professional]

Hire well and you’ll be well on your way to cultivating significant and meaningful opportunities for well-living for your employees or residents. If you don’t hire well for wellness, your strategy, programs, or initiatives are destined for mediocrity at best.

If you don’t know what skills and abilities you need for your wellness strategy, consider outsourcing your staffing to a partner. Let them be your expert so that you can spend your time and energy running your business.

2: The Program

I’ve said it before and I’ll say it again: wellness is not rocket science. But that doesn’t mean it doesn’t require strategic thinking and thoughtful planning. Wellness services should be part of a larger vision that is focused on creating engaging opportunities for well-living.

There is no shortage of valuable resources available for program ideas online. Join a few LinkedIn groups and you’ll soon begin to see engaging ideas and thoughtful discussion that can help take your programming to the next level. Or subscribe to our blog for digestable on-the-ground tips for wellness practitioners as well as high level strategy solutions for wellness leaders.

And let’s talk a little bit about data. How are you gathering it? What are you doing with the data you have? Burying your head in the sand on data is not an answer. I’ve written before on how to gather data that you can actually use in your wellness program. You really can’t afford to continue the work without making legitimate attempts to measure what you’re managing. Otherwise, how will you ever know if your efforts are making the desired impact?

Looking for Best Practice Ideas?

Since we’re all about sharing the love and getting best practices out there for you to run with, I am very excited to announce our upcoming Best Practice Series that will launch in February 2014. There are two tracks:

Why not jumpstart your creativity with a little something that's worked in a similar environment for a similar audience.  (Who doesn't want their job to be a little easier?!)  

Topics: corporate wellness corporate fitness program senior wellness programs senior fitness management corporate fitness managment corporate wellness staffing