Corporate Fitness and Active Aging

I shared a few months ago about our staff following the KISS principle (that’s “keep it super simple” in our world!) on an exercise-based program with one of our clients. (You can find out more about the NIFS150 corporate fitness program here.) I wanted to update you on that program’s outcomes and talk about our latest challenge.

One of the outcomes we saw from that program was that a lot of the participants did not exercise in the corporate fitness center during the initiative, and frankly, that was by design. We were mostly interested in supporting and inspiring employees to achieve 150 minutes of activity each week, so we eliminated the “must be accomplished in the corporate fitness center” barrier by allowing participants to log any activity accomplished anywhere. After all, the primary job of our fitness center managers and health fitness specialists is to get employees moving. If it’s activity in the corporate fitness center, even better. But with today’s frantic schedules, we’ll take any movement, anywhere, anytime.

The Active Summer Adventure Program (ASAP)

In another creative effort designed to help employees make healthy choices across the spectrum of health (not just fitness), our staff created the Active Summer Adventure Program (ASAP) challenge. In this unique corporate wellness program built on a theme of exploration, participants have the following weekly challenges to complete:

• Hydration Lagoon: Drink 64 ounces of water each day of the week.
• Adventure Park: Try a new outdoor activity.
• Meditation Meadow: Practice meditation, breathing exercises, or stretches on four days this week.
• Fitness Fountain: Try a new group exercise class, DVD, or at-home workout.
• Traveling Trail: Accumulate at least 7,000 to 10,000 steps one day this week.
• Feel-Good Farm: Pack a healthy lunch three days during the week.
• Progress Paradise: Complete two fitness center screenings (BMI, circumference, blood pressure, body composition, resting heart rate, or body weight) this week.
• Journaling Jungle: Keep a food log for three days this week.

As was the case with the NIFS150 program, our goal with the ASAP program was to make it accessible for everyone. It was promoted to all employees, including those who work at home. We ran it over summer months when it can be particularly challenging to attract employees into the corporate fitness center. The online registration and website access for weekly challenges made it simple for all participants to have the information they needed to be successful.

And, in keeping with many of our programs, we offered prize drawings for employees who successfully completed all eight quests. Consistent with the “adventure” theme of the program, most prizes were experience-oriented (such as tickets to theme parks, state park passes, and surfing lessons) rather than stuff-oriented (such as wearable tech, shirts, and gym bags).

ASAP Employee Wellness Results

In a post-program survey we learned that almost 84% of responders believed they adopted a new healthy behavior by participating in ASAP. And that’s consistent with their rating of “accountability to try something new” as their favorite program feature. Participants also reported learning something new about health during this program. Although weight loss was not a focus for this program, 43% of survey respondents reported losing weight or inches during the eight-week offering. Almost 60% reported having more energy, and about one-quarter of participants indicated that they were sleeping better. Through the post-program survey, we also gained valuable insights on how we can improve the program if we offer it again next year.

Looking for more creative corporate fitness programming? Check out our best practice series by clicking the button below.

I’ve never been that into group fitness. I’m simply more of a solo exerciser. But starting my career managing corporate fitness centers, it became clear to me very quickly that my personal philosophy about where group classes fit into my routine was counter to a sizable minority of members in the facilities I supported.

There is something about that group dynamic that works for participants. Whether it’s the energy of others, the instructor who tells you what to do, or the music that moves your feet, something draws participants in and keeps them coming back.

Mixed Adherence and Retention Results

Researchers have long been studying variables that can influence exercise adherence; and to date, outcomes from various studies have been in conflict. For example, the S.W.E.A.T. study on women ages 40 to 65 showed that group-based exercise in a “center” setting compared with home-based individual exercise netted better retention. But other research indicates that home-based interventions demonstrated better adherence over time.

We do know that positive social support from both staff and peers directly in the exercise setting is important, and group classes provide a built-in social network. Also, the International Health, Racquet & Sportsclub Association (IHRSA) polled gym members for their primary areas of participation and found that about 43% of gym members participate in group exercise.

NIFS Poll Shows Benefits of Group Fitness Classes

Anecdotally, I know of several individuals who have been able to dramatically improve their health primarily through group classes. So when we polled our NIFS corporate group fitness class participants about their experiences with our classes, I wasn’t terribly surprised at the results.

We polled all employees at our client locations in Indianapolis, Indiana, where we’re offering group fitness classes. In some cases, we’re providing only classes at a location, whereas in other locations we’re managing the corporate fitness center along with providing classes. Here’s what we learned:

• Just over one-third of responders indicated that NIFS group fitness classes were their primary source of exercise through the week.
  
• Almost 80% indicated that they exercise more often because of the group fitness classes available at their office.
• Roughly three quarters of responders noted personal health improvements since they started taking group classes with NIFS instructors.
• A full 96% indicated that the classes at their worksite were a definite employee perk.

The numbers tell us that group fitness is still a fantastic way for employers to create exercise opportunities for their employees. It’s a low-cost (or no-cost if employees pay) option that doesn’t require much equipment or space, and it can net positive health outcomes for employees. It just may earn you loyalty points as well.

If you’re sold on the idea of adding group exercise classes to your corporate wellness offerings but aren’t sure where to start, check out this blog and our quick read: 3 keys to adding group fitness at work.

Throughout 2015, we’ll be blogging about our dreams for corporate wellness, fitness, and aging well.  Some of the content will represent a gentle “poking fun” at the industry, but it’s all written to stimulate thought about what really could be if we put our heads together and started mapping out what’s really possible in the realm of individual wellbeing.  We hope you’ll join the conversation by commenting on the blogs, giving us additional ideas about which to write, and/or by finding us out on Twitter at #wellnesswhatif.

Businesses need top performers in order to survive.  We need sales staff who are heavy hitters, research staff who are actually rocket scientists, and customer service professionals who can turn any frown upside down.  You know who those folks are in your organization, that top 5% of all performers.  In some cases, they might be unsung heroes, but at a lot of businesses, the best among us are often publically lauded.  They are the elite.

Not everyone can fit into that narrow industry-specific definition of elite.  But maybe, if business leaders opened their minds on what counts as elite, we could have more than one class of top-tier.

What if you didn’t have to exceed your sales quota to be considered among the elite at your worksite?  Don’t get me wrong.  You’d still have to work really hard.  After all, becoming top tier is definitely hard work.  Some would say rising to the top requires strength, agility, grace under stress.

According to a study, published in the American Journal of Preventive Medicine, researchers at the Pennington Biomedical Research Center found one way to get in the top 5% is to sweat.  In their analysis of the American Time Use survey, they concluded that only one in 20 Americans engage in vigorous exercise (the kind that makes you sweat) on any given day. 

That’s right, a paltry 5% of us are working hard enough when we workout to actually sweat.

What does this have to do with employee health? 

The way to sustained weight loss is through a healthy diet combined with prolonged cardiovascular exercise (45-60 minutes) at least five days per week.  Employers - if you want a workforce that is at a healthier body weight, you have to (among other things) create an environment that supports and provides opportunities for your employees to workout hard enough to sweat.  You need to build a corporate health culture that supports breaking a sweat in your worksite fitness center or through another avenue of the employee’s choice.

Certainly, there’s more to individual well-being than being physically fit.  But I wonder how many employees hold back on working out because of their environment (lack of access, lack of support).  What if businesses publicly rewarded the exercising (aka sweaty) elite along-side the elite sales force?

Download our whitepaper for tips to incorporate exercise at your worksite wellness program.

Americans are fond of a quick fix, in weight loss in particular. According to the American Society of Metabolic and Bariatric Surgery, surgical weight loss procedures increased from 13,000 in 1998 to 220,000 in 2008. A survey in the United Kingdom evaluated public attitudes toward such cosmetic surgery for weight loss and found that 59% of women would choose surgery over changing eating habits and engaging in regular exercise to lose weight or change their body shape. 

Anecdotally, our corporate fitness staff see these stories in the employees they serve as well. As a nation, we haven’t moved the needle on helping adults get more movement in their daily lives, and the numbers inside the corporate fitness center have peaked as well. So, what are we doing wrong?

Certainly, there are work-related and personal-life pressures that the staff in your corporate fitness center cannot impact, and there will always be a cap on how many employees they can reach. But in some ways, we’ve fallen away from basic services and simple program design as tools to draw participants into the programs. Businesses have committed (right or wrong) their focus to outcomes-based wellness offerings, and looked to biometric data and HRA results for those outcomes. Businesses have also turned (in droves) to wearables as a tool to help employees move more; the jury is still out on their long-term effectiveness. 

NIFS150 Encourages More Physical Activity

In an effort to get back to simple measures designed to help participants (1) understand their fitness level, and (2) move more minutes each day, our staff designed a simple NIFS150 program where participants were encouraged to accomplish 150 minutes of physical activity per week for eight weeks and complete a pre- and post-program fitness assessment. 

Participants were able to earn their 150 minutes anywhere, anytime—we simply wanted them working to achieve the research-backed recommendation from the CDC. We pulled fitness assessments into the mix as a throwback to some older research performed by Dr. Steven Blair and colleagues that was published in the April 1995 issue of the Journal of the American Medical Association. That research showed that improving fitness level (defined by cardiovascular endurance) can decrease mortality risk. 

Forty percent of the initial 700 participants in the NIFS program completed at least 150 minutes of activity per week all eight weeks, and the staff completed assessments on 198 participants. Almost half of the participants indicated that this was the first NIFS program they’ve tried, so we’re pleased we hit a sweet spot for so many new folks! 

More than 75% of participants reported that the challenge helped them be more active than usual. Still, it’s worth noting that only one third of participants actually used the fitness center more during the program. You might think we were disappointed that more participants didn’t flock to the fitness centers with this client to gain their 150 minutes. After all, the program ran through the first quarter of 2015 in Indiana; it’s not like it was prime weather for exercising outside. Our priority with this initiative was to help employees be more physically active. We definitely keep track of visits, memberships, and other fitness center-related metrics, but we think it’s a win that we drew in so many newbies and that participants were more active than usual during the challenge. 

What We Learned from the Data

In addition to gaining some feedback from all the participants, we also surveyed those who completed fitness assessments as part of the program. We learned that

• 70% of those who responded to the survey had never participated in a fitness assessment before.
• 62% are now more likely to be active in their corporate fitness center.
• 70% intend to continue with a periodic fitness assessment to track their progress on fitness-specific goals.

Our staff continue to provide innovative programming for our clients. But this particular program points to just how simple a science-based offering can be yet still create impact. 

How are you creating impact through corporate fitness programming? Looking for more program ideas to get your creative juices flowing? Check out our Best Practices series—click on the button below to find out more. 

Throughout 2015, we’ll be blogging about our dreams for corporate wellness, fitness, and aging well. Some of the content will represent a gentle “poking fun” at the industry, but it’s all written to stimulate thought about what really could be if we put our heads together and started mapping out what’s really possible in the realm of individual wellbeing. We hope you’ll join the conversation by commenting on the blogs, giving us additional ideas about which topics to explore, and by finding us on Twitter at #wellnesswhatif.

Businesses need top performers in order to survive. We need sales staff who are heavy hitters, research staff who are actually rocket scientists, and customer service professionals who can turn any frown upside down. You know who those folks are in your organization, that top 5% of all performers. In some cases, they might be unsung heroes, but at a lot of businesses, the best among us are often publicly lauded. They are the elite.

Changing the Definition of “Elite”

Not everyone can fit into that narrow industry-specific definition of elite. But maybe, if business leaders opened their minds about what counts as elite, we could have more than one class of top-tier performers.

What if you didn’t have to exceed your sales quota to be considered among the elite at your worksite? Don’t get me wrong. You’d still have to work really hard. After all, becoming top tier is definitely hard work. Some would say rising to the top requires strength, agility, and grace under stress.

According to a study published in the American Journal of Preventive Medicine, researchers at the Pennington Biomedical Research Center found one way to get into the top 5% is to sweat. In their analysis of the American Time Use survey, they concluded that only 1 in 20 Americans engages in vigorous exercise (the kind that makes you sweat) on any given day. 

That’s right, a paltry 5% of us are working hard enough to actually sweat when we work out.

What Does This Have to Do with Employee Health? 

The way to sustained weight loss toward a healthy weight is through a healthy diet combined with prolonged cardiovascular exercise (45 to 60 minutes) at least five days per week. Employers: If you want a workforce that is at a healthier body weight, you have to (among other things) create an environment that supports and provides opportunities for your employees to work out hard enough to sweat. You need to build a corporate health culture that supports breaking a sweat in your worksite fitness center, or through another avenue of the employee’s choice.

Certainly, there’s more to individual well-being than being physically fit. But I wonder how many employees hold back on working out because of their environment (lack of access, lack of support). What if businesses publicly rewarded the exercising (aka sweaty) elite alongside the elite sales force and recognized the importance of employee health and fitness?

Download our whitepaper for tips on adding exercise to your worksite wellness program. 

Boost your cardio and push yourself with this workout. Remember to take short rests between each exercise. Longer rests come at the end of the round! Your heart is a muscle so you want to challenge it when you work out. Alternating between bouts of high intensity cardio exercises and rest gives your heart a tough workout.  Music with higher beats per minute (120+) helps me get through tough cardio workouts. I focus on the beat of the music instead of how many reps I do. This workout doesn’t require any equipment. That means no excuses! You can do this circuit just about anywhere: your home, gym, or a park.

Work 30 seconds, rest 30 seconds, repeat circuit 1 time

• Jumping jacks
• Mountain climbers
• Tuck jumps
• High knees
• Run in place
• Star jumps
• Butt kicks
• Burpees

Do you find it hard to fit exercise in to a demanding workday?  Read this blog post for tips on how you can make exercise a part of your day!  For more blogs like this one, subscribe to our blog to receive them directly to your inbox.  

Tami is a determined woman.  She began as a secret exerciser doing her own thing.  She is now a bold woman with confidence willing to try everything she can.  She actively recruits co-workers to join her for exercise sessions at the onsite corporate fitness center in their workplace and is always game to try new exercises.  It has been fantastic to be able to get to know Tami during the past few years.

Turning a Resolution into a Lifestyle

It was the end of December 2011 when I saw a picture of myself from Christmas that year and I was horrified. I couldn’t believe that I had let myself get so out of control with my weight gain, eating habits, and lack of exercise. My face was round and my stomach was larger than it had ever been. At that moment, I decided that I was going to make a lifestyle change, I had to. I just prayed that I would have the desire to stick with it as many past New Year’s resolutions had not been successful.

That Christmas, my daughter had received a Wii console system and I decided this was going to be my mode of getting fit. I started by weighing in and found myself to be 225 lbs. at a height of 5’5 and according to the console, I was obese. That was not going to do it for me, a change had to happen!

My exercise routine started out by playing the activity games, step aerobics, yoga, stretching, “running”/jumping in place, etc. for approximately 5 days a week for 45 minutes or more. I also had access to a gym, which after a month or so of the Wii, was my next mode of exercise. I would wake up at 3:50 in the morning in order to make it to the gym, make it back home in time to wake my daughter up for school, and get to work by 7:30 am. It was hard at first, but the weight was starting to really come off and I loved seeing the results and feeling good. By April, I was jogging on the treadmill with a 12 minute mile. Wow! I couldn’t believe I was “running”! At that point I was hooked….I loved running!

Not only did my exercise habits changed, but so did my eating habits. We read so many articles about eating a healthy breakfast, 2 small snacks a day, portion control, low carbs, good carbs, fruits and veggies, well, I put it into practice. And it worked. I was starting to really know my body and what worked, what made me feel good, and how to get results. Education is key in obtaining a healthy weight loss goal.

I can’t really say that I’ve had any setbacks, which is amazing since it’s been over 3 years since I’ve started this lifestyle change. It’s a decision that I made back then and have not wanted to turn back. Since 2012, I’ve lost 63 lbs and have dropped 5 pant sizes. I’ve recently completed my first ½ marathon, although I didn’t finish in my goal time, I finished a measly 13 minutes over my goal. That just means I need to train a little bit harder next time. By no means am I finished with my goals that I keep setting for myself. Once I set a goal and meet it, I set a new goal for myself and keep going!

My advice to you….make the decision to make a better you! Strive to be healthy and you will succeed!

*Weight loss claims or individual results vary and are not guaranteed.

Sherri Pryor came to me in our corporate fitness center after starting this journey on her own.  She was determined to continue to make positive changes in her life.  She was definitely apprehensive about talking to me at first.  However, she has overcome her own insecurities to become a stronger and more confident version of herself than the woman that first came to me three years ago. There have been goals set, goals achieved, and goals missed, but through it all she has always kept a positive attitude.  This attitude has helped her become the best version of herself she can be.  Here is her story!

My Success: Making exercise a part of my life

I started this process in early 2012; I was committed more than I had ever been in my life to making changes, exercising more and improving my personal wellness. I was tired of feeling like I had no control over how I felt and looked. There are so many things in life that we truly can’t control. Making time for exercise and doing things to improve your overall health are not on that list. It was hard at first; but it got easier with time.

Two things were always in my head: 1) It’s hard! It takes time and effort and my plate was full with a family and a full-time job. I was convinced I couldn’t fit it in and still get everything else done, 2) I can’t stick to both exercising AND making better food choices. I had always been able to be successful at one or the other but only for a limited amount of time.

One step at a time worked for me… I started making better food choices. I lost a few pounds and started feeling better. Sixty days later, I started going to the gym. And finally…I asked for help. Working with a personal trainer made such a difference. I learned so much about how to maximize the time I spend there. I felt accountable because he was putting in the time to help me every week, but I did not feel pressured.

I’ve experienced one set-back along the way; but instead of giving in to the negative feelings that came with that I tapped into the positive feelings I had become familiar with to that point. I kept going to the gym. I kept hitting the salad bar at lunch, even if I had had a chocolate chip cookie the night before.

In the beginning, it was about losing weight more than anything. Today, I consider success making exercise part of my life; not just a means to an end, like losing weight or training for an event. Those things are awesome and have definitely played a part along the way for me. But it’s how it has improved the quality of my life. I would say the same for wellness. Success comes when the changes you make become part of your life/lifestyle. They stay with you.

I enjoy exercising now and I WANT it to be part of my life; the same with wellness in general. I want to feel healthy and energetic. And those things have come because of the changes I made starting in 2012.

Interested in helping your employees reach their goals in regard to living a healthier lifestyle.  Checkout our webinar series and learn how you could have a successful corporate fitness center.

*Weight loss claims or individual results vary and are not guaranteed.

Throughout 2015, we’ll be blogging about our dreams for corporate wellness, fitness, and aging well. Some of the content will represent a gentle “poking fun” at the industry, but it’s all written to stimulate thought about what really could be if we put our heads together and started mapping out what’s possible in the realm of individual wellbeing. We hope you’ll join the conversation by commenting on the blogs, giving us additional ideas about what to write about, or by finding us on Twitter at #wellnesswhatif.

There is a growing swell of chatter online these days about where corporate wellness is headed. Outcomes-based programs seem to be the flavor of the day regardless of the profound lack of data about their effectiveness. Similarly, the battle of numbers continues between those who promote data about the effectiveness of wellness that is, at best, questionable, and those who strongly object to that potentially flawed data.

Underneath all of the banter is a concept, originally put forward by Al Lewis in his book, Cracking Health Care Costs, that wellness should be something done FOR employees, not TO them. I’m not going to be coy about this—we sit squarely on the side of doing wellness FOR employees. What follows are (1) my observations about common corporate wellness program elements done TO employees, along with (2) what if ideas that speak to our continued quest toward wellness that is FOR employees.

Health Risk Assessments

I have never been a fan of the much-praised Health Risk Assessment (HRA) for a variety of reasons, not the least of which is that the survey tool is one of many done TO the employee. There is very little personal and intrinsic value for the employee when he fills out an intrusive online survey. Sure, employers tack on financial incentives for the employee who follows their rules—and sometimes the incentive is substantial. But there isn’t really any answer for the employee’s question, “How will this help me change my health?” because an online survey (and the results) don’t move any health needle for any sustained amount of time.

What’s worse is that in some cases, flawed HRA recommendations are pointing employees toward unnecessary follow-up medical care that is in direct conflict with U.S. Preventive Services Task Force recommendations. And let’s not discount the harmful effects of employers hacking off their employees by doing what feels like invasive questioning about personal issues, only to leave employees with yet another reminder about their likely substandard health.

Does an employer really need aggregate HRA data to learn that their employees are representative of the adult U.S. population with high rates of overweight and obesity, risk for diabetes, and heart disease, and lack of physical activity? How much did it cost the employer to administer an HRA that provided an employee health profile that was already understood?

Biometric Screenings

And then there’s the bloodletting (oops, I mean screenings). I won’t belabor the issue here because the challenges with finger stick/venipuncture screenings are much the same as what I outlined with the HRA above. When was the last time employees walked away from their screening session feeling enhanced loyalty to the employer—as if the employer was genuinely interested in their health and had their back on taking whatever steps were necessary to improve their health? (If you have that warm-and-fuzzy story, I’d love to hear it.)

The Carrot (or the Stick, Depending on Your Perspective)

Incentives come in carrot and stick varieties, and really, it’s just two sides of the same coin. Whether the employer is offering an incentive or a disincentive is a matter of which side of the message you’re standing on. Frankly, there is little evidence to indicate that financially prodding employees leads to any sustained behavior change. But you don’t have to take my word on this; check out this joint position paper published as a partnership among the American Cancer Society, the American Diabetes Association, and the American Heart Association. And yet, employers put piles of cash into these financial offerings.

All of these tools—if truly helpful to the employer such that they must stay in the corporate wellness toolkit—could be repackaged so as to be an actual benefit to the employee. The employer would need to send a message that clearly indicated a desire to help the individual employee improve his health, and then they would need to back that up by putting their money, policies, environment, and productivity expectations where their mouth is.

The Alternatives

In my opinion, the current wellness program pillars outlined above are flawed—very flawed. So how do we get back to this idea that wellness should be done FOR employees, not TO them? Our staff, largely practitioners through managing corporate fitness centers, took a moment to dream about the possibilities for shifting the current wellness paradigm to one that might actually support and inspire individual health. Here are some of our what ifs:

• What if the five-minute walk break throughout the day was supported, encouraged, team-driven, even required? We’ve been beaten about the head with the research that shows the harmful effects of sitting. But now, new research from Indiana University has demonstrated that walking as little as five minutes on three different occasions during a three-hour sitting period can reverse some of the harmful effects of prolonged sitting.
• What if there were no unhealthy options available in your vending machine or cafeteria? Is this the pendulum swinging too far in the other direction? Most of the clients we work with have shifted to healthful subsidized options with unhealthy choices at full cost. I can’t think of a client who has made a 100% change in their worksite food/snack option, though.
• What if management at ALL levels in the organization supported employees working out during the day? There are a lot of corporate policies that keep employees in their seats, and even for those with more flexible schedules, there is a pervasive management message that work comes first and there is not time for a workout, a walk, a mental health break, etc.
• What if paid-time-off policies provided bonus time off based on the number of minutes an employee spends exercising in the company fitness center? In a similar vein, what if employees who choose to spend their 30-minute lunch break exercising could be given another 30 minutes to still eat lunch, away from their desk? (Gasp…compensated workout time!)

None of these ideas is a complete pie-in-the-sky kind of concept. And just like outcomes-based wellness programs, none of these ideas has been tested for long-term effectiveness (or harm), validated, or assigned an ROI that means anything. They do, however, require a shift in workplace policy, and they require fresh thinking about how organizational wellness money is allocated. These what ifs fit squarely into the “doing FOR employees” camp, and I’m sure there are many more ideas like this out there. Comment below on your own “FOR employees” what ifs or share your successes with these and other ideas. 

When our members talk, we listen.  Sometimes we get good old fashioned direct, face-to-face feedback about what’s working and what isn’t, and sometimes they tell us what’s working by their participation.  Such was the case with a recent squat challenge we ran at one of our corporate sites.  In fact, the simple challenge was so effective, we’ve proceeded to design more programming around the same concept. 

Here’s a little of the history and data on the original corporate fitness center program:

The 30 Day Squat Challenge was designed to help our members get up from their desks and choose to be active during the long and busy work days in August.  The challenge ran the duration of August and we established a set number of daily squats the participants needed to complete, with every third day being a rest day. The participants could do the squats where ever they wanted (though we love when they come to the fitness center to do them) and they had all day to complete them, but they had to log their efforts at the Wellness Center.

On the first day of the challenge, the expectation was for participants to complete 50 squats, and by the end of the challenge, successful participants completed 250 squats!  We would never advocate performing 250 squats in a row (or even 50 in a row, for that matter), so allowing participants all day to complete the squats was a must.

I loved hearing the stories about when and where participants were squatting and who they were convincing to participate with them. A lot of members got their kids and spouses involved, making it a family affair. We had a bulletin board in the fitness center with squat variations and modifications for members to follow and we integrated the squats into our group fitness classes to keep the participants motivated.  It was really fun seeing everyone squatting in the fitness center; it really turned out to be a group effort.

When we mapped out this program, we set three goals we hoped to achieve by running the Squat Challenge:

1. We wanted to increase visits to the fitness center by three percent compared to August 2013.  This is a tough month for us to draw our members in because many of the employees are sneaking in final summer vacation time before their kids head off to school.
2. For those members who participated in the challenge, we wanted them to increase their total time spent being active through the day by 10 minutes each day.  We know how important even short, 10 minute bouts of physical activity can be for an individual’s health and we wanted to see if this program provided a means of stimulating more movement in our employee population.
3. Finally, we set a goal to achieve a 50% completion rate.  We’re constantly trying to determine what’s most effective at helping our members stick with a program, and we hoped to learn a little more about how small exercise goals might influence success rates.

The Squat Challenge was very successful with 50% completion rate.  We also met our fitness center visit goal (increased by three percent) for August, 2014, and half of the program participants reported that that increased their total active minutes per day by at least 10 minutes.  On top of the great numbers we also fielded some positive feedback.  One member said, “Loved this Challenge!  [It] made my legs so much stronger, [I] love when you can honestly feel results in a short amount of time.”  Another program participant said, “I started Roller Derby and if I hadn't done the squat challenge, I seriously would not have made it thru the 1^st practice. So thank you Squat Challenge!” 

Up next is an Ab Challenge.  We can’t wait to see how the members do and what we can achieve for participation and completion goals. 

If you’d like to learn more about NIFS best in class programming for corporate fitness centers, sign up for our best practice series.