There’s a lot of misinformation out there on what is and is not good for you. The science changes all the time; unfortunately, changes in health information can sometimes depend on who’s funding the provider. So it can be hard to trust the latest press release “proving” the next best strategy for preventing disease and living longer. Despite the confusing messaging, there are a few constants on health you can count on:
- Tobacco use is bad for you.
- Moving your body is good for you.
I don’t want to get into a discussion of which is more important to employee health; there are too many complicating and personal factors to establish such a case. Instead, I’ll focus on physical activity because I think it represents a substantial area of opportunity for employers when considering options that fit into the “doing wellness for (or even with) employees” mantra.
Plenty of employers offer some kind of option for exercise at work, whether that be with group exercise classes onsite, workouts in a full-blown corporate fitness center, or walking trails on the property. In most cases those amenities/offerings are a use-at-your-own-risk proposition. There’s very little leadership support or communication about how to get involved, so only those employees who feel most strongly about pursuing regular exercise actually have the motivation to engage. And then employers wonder why participation is so low.
So here we are at this weird crossroads where employers try a few fitness-based options at the worksite for employees, very few employees enjoy the benefits of those programs, and employers are frustrated. What’s a company to do?
To be fair, we can’t expect everyone to want to exercise. Employers should have realistic expectations about how many people they can draw into these offerings. If you’re looking for ways to tip the scales that make a work-sponsored group fitness class look a little more attractive to your workforce, consider the idea of compensated workout time. Here’s why this is worth your attention:
- It’s no secret that time, or lack of it, is a primary barrier for your employees participating in regular physical activity. Couple the lack of time with the idea that your employees spend about nine hours per day at the office, and you have yourself a significant potential audience.
- However, if the workplace culture or departmental mantra is about working harder, producing more, and keeping butts in the seats, then the convenience of a workplace fitness option is a moot point.
- Alternatively, if we can pay them for 45 minutes of working out three days per week, now we might be onto something that sends a true message about how important the employer feels it is for employees to make healthy choices. And before you read this and exclaim, “We already do that…it’s called a lunch break,” what I’m advocating is 45 minutes beyond the lunch break. For an employee making $25/hour who works out, walks, or takes a group exercise class three days per week during this compensated time, it costs the company about $2,800 a year ($25/hr x 75% of an hour x 3d/wk x 50wk/yr).
Maybe you can’t afford compensated exercise time for your employees. But before you discount it outright, do what my mom always encourages me to do with a big decision. Make a pro/con list. Consider all the health benefits of engaging in regular physical activity compared to the lost work time on your bottom line. Weigh the positive of increased employee loyalty and creativity against the straight dollar cost. Understand the value of really supporting your employees’ quest for better health versus only paying it lip service. If the tick marks in your pro column outweigh those in the con column, you just might have your answer.