Corporate Fitness and Active Aging

Corporate Wellness or Employee Well-being? Or Does it Matter?

NIFS | Corporate Wellness vs Well-beingI wrote a post a while ago about changing the name vs changing the notion of "activities" in senior livingAt the time, the industry was working through a naming brainstorm (“name-storming”) to determine if continuing care retirement communities (CCRC) should be renamed. For the record, the industry has moved toward life plan community as an alternative to CCRC. The whole “name-storming” thing got me thinking about the value of words. Don’t get me wrong, I am a firm believer that words matter. Words are indeed powerful, and we must choose them carefully to thoughtfully convey what we mean. Otherwise, we have this situation, or this oneAnd yet, getting the words right doesn’t mean we can slack on our actions behind the words. Which brings me to a debate going on in corporate wellness…or is it corporate well-being? This article says well-being is the future of wellnessThe Global Wellness Institute’s Chairman also thinks well-being is where the industry needs to move because wellness isn’t as holistic. (Interestingly, she also notes that wellness apparently isn’t associated with happiness.)

If you point your web browser to a search of well-being versus wellness, you’ll get a host of articles that are part of the current conversation. And it seems that there is a movement in favor of the more holistic “well-being” as the appropriate, inclusive, aspirational name for the corporate programming we have traditionally called employee wellness.

So let’s make that switch. Let’s all link arms and agree to change our vocabulary and put wellness where it belongs…in 2017. Wellness vendors become well-being vendors, and wellness programs become well-being programs. Employees earn well-being points instead of wellness points and wellness directors sign new job descriptions that dub them well-being directors.

Except here’s the thing. We will still have corporate wellness programs that focus primarily on physical health without taking a hard look at how the workplace environment nurtures or neglects employees. Businesses will still have program directors who come from fully clinical backgrounds and who myopically build sterile programs that lack a more human element. Practitioners will still be talking about how important stress resilience is to helping human beings thrive with very little concrete employer-provided action to truly help the workforce get a handle on the pressures of work and life.

[Read More: Why wearable fitness trackers aren’t your wellness program]

Of course, the above descriptions don’t fit every situation. There are some fabulously compassionate, effective, and well-loved wellness programs out there in corporate settings. But for those programs, it doesn’t really matter if we call it wellness or well-being. Because the focus is on helping employees be their best selves in work and life.

I do realize this is pretty rich commentary coming from an organization whose primary focus in on fitness. To be fair, we have a lot to gain by the industry holding still on the current model where “wellness” equals physical health. But I’ve been around long enough to see that having your physical self in good shape isn’t the only way to be well; we’re only part of the picture. And, the more our staff are tasked with work beyond managing the corporate fitness center, the more value I see in using our relationships with employees to help them discover how they want to live well (which may or may not include a regular workout).

That’s the change we’re making, one connection at a time. What do you want to change: the scope of your program or what you call it?

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Topics: wellness programs employee wellbeing employee wellness well-being

Tips for a Healthier Work Environment, Part III - Workplace Relaxation

In the first two blogs from this series, I wrote about offering healthier food at work and moving more throughout the day. Our last topic in this series is the one that excites me the most because I love the idea of being able to positively influence the work space for my colleagues. Don’t worry, I’m not asking you to hire a design expert. All I’m asking is that you consider the idea of RELAXATION in the workplace (gasp).

Try closing your eyes on some of these ideas to envision what makes you feel calm and takes you away for a moment. If you can conjure up a few mental images that bring peace, just apply those to the ideas below and you’ll be in good shape. If that’s not up your alley, you could even ask for volunteers at your company. You might be pleasantly surprised with what kind of workplace wonder they conjure up.

Retreat - Relaxation or meditation rooms are a great option for giving your employees some breathing room, or a place for some peace and quiet during the day. Since our culture hasn’t given in to the afternoon siesta idea yet, I think this is a nice runner-up. If your building has some unused space, it can easily be transformed into simple room for meditation, quiet break areas, or dare I say some quick shut eye. A natural, calm color of fresh paint, a comfortable chair, a small table, non-florescent lights or a lamp, a few pieces of artwork and you’re all set. Think spa-day, massage room or Zen like atmosphere, and you’re on the right path for offering a perfect retreat. Employees can then schedule time in the room with an online calendar system. However, you may have to limit the amount of time that can be spent in the room so everyone has a chance to benefit from the space.

Kids’ corner – We all yearn to be carefree like a child again but we know that’s not possible in the world of adulting. However, you can offer a space where employees can live out there childhood pastimes and creative ventures. This also doesn’t take much to put in place, but you will need some extra room for this one as well. This nook can have items like puzzles, cards, board games, Sudoko, coloring books and fine-point markers. The goal is to make a creative, fun space for your employees to escape into the enjoyments of non-work related activities that reduce stress levels, are carefree, and offer some mental decompression from their job. Another added benefit is that your employees might run in to some social banter that they don’t get from standing in the cafeteria line. Some may enjoy the opportunity to socialize with other employees. 

NIFS | Coloring  | Stress Relief

Home away from home – Some sites are calling these hang out rooms, or community centers, but I prefer the term, living room. I think that conveys the message clearly and you immediately are taken to a comforting area where you can relax and kick up your feet. Designing a small area where employees get away from the work environment for a few minutes seems to go over really well. They might choose to have their lunch there, read a magazine or book, listen to some calming music, bring their coffee or tea, chat with other co-workers, and just momentarily escape from their everyday work responsibilities. Not only is this convenient for your employees but it’s also a beneficial way to give their mind a break so they can go back to their job refreshed and rejuvenated.

That’s it for now! I hope you’ve enjoyed my tips on improving your work environment and offering healthier more active meetings. Even if you try to implement just one of these, you could get some really positive feedback from your employees. It doesn’t take much for them to feel appreciated, so see where you can go with this and my hopes are that you’ll gain a growing fan base at your organization.

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Topics: workplace wellness corporate wellness programs corporate wellness success employee wellness stress management stress

How to change bad habits

making a list

Bad habits often compromise a healthy lifestyle. No matter what your bad habit is, you can tackle it by identifying your weaknesses changing your mind’s focus.  Take a moment and use these tips on how to change bad habits.

Identifying Bad Habits

First, identify your bad habits and what keeps you from changing them:

  • Make a list of your good and bad habits. Recognize those habits you would like to change.
  • Organize a plan when cravings for bad habits return. Know how you will handle these cravings. If possible, try to avoid them.
  • Recognize the barriers that will keep you from changing your bad habits. Avoid situations and people that will cause you to resort to performing your bad habits.

Break the Cycle and Change Your Behavior

Depending on what your bad habit is, a number of tricks can help you break the cycle. For example:

  • Avoid using food or other substances (smoking, drinking, etc.) to comfort yourself. Instead, use other, less damaging techniques such as listening to soothing music or chewing gum.
  • Avoid sugary drinks. Keep bottles of water at home and at work. If you don’t like drinking plain water, try flavored, but make sure you select a low- or no-sugar option.
  • If you just can’t stop slouching, set a timer on your watch for every few minutes. Use the alarm as a reminder to check your posture and sit or stand up straight. Keep lengthening the time intervals as you get better at keeping your posture a priority.

What bad habit do you plan to kick?  

Interested in helping your employees make healthy habits?  Download our whitepaper to learn how to incorporate exercise into your wellness program for employees. 

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Topics: nutrition corporate wellness behavior modification employee wellness

Employee Wellness Programming Beyond the Corporate Fitness Center

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.

ASAP_blog_image.jpgOne 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.

NIFS Best Practices Corporate

Topics: corporate wellness corporate fitness employee wellness corporate fitness centers participation program planning program evaluation CORP Programs and Services

What If: We Did Corporate Wellness FOR Our Employees, Not TO Them?

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)

carrotstick

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. 

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Topics: corporate wellness employee health corporate fitness employee wellness exercise in the workplace corporate wellness success what if

Corporate Wellness: Tipping the scale with NIFS Maintain Not Gain program – part 2

group_weighIn the first section of this blog, we outlined some of the core elements that frame Maintain Not Gain.  They’re the pieces that give the program its powerful punch:  it’s team-based, with a little grace, and big time visibility. In part two, we’re going to dive into the facts and see how the program actually works.

It’s not enough to set up a great program where participants form teams, then sign up with the best of intentions, and weigh in on a gigantic scale.  It simply doesn’t guarantee their success.  We take very seriously that it is our job to educate the participants, to motivate them and to provide constant reminders and reinforcements that they CAN be successful at maintaining their weight.   We provide that support in a variety of ways such as:

  • Weekly emails. Over the years we’ve changed the topics, added emails about current trends, low-fat recipes, stress tips.  You name it, we’ve touched on it.   In fact, we’d written so many emails over the years for this program that we started wondering about their effectiveness.  So in 2012, we evaluated the program and asked participants what other topics would they like to see in the weekly emails. We were expecting to hear about new exciting topics to cover for the next year but what we discovered was that people still wanted to know about the basics; blood pressure, BMI, diabetes, cholesterol, etc. You would think by now with the internet, the news, health magazines, Dr. Oz, the constant feed of this kind of information, that people would be sick of it and know it by heart.  For our audiences, that was not the case. So, for our 2013 weekly emails we covered the basics again meeting the requests of our participants.
  • Nutrition education.  We know that our members seem to have an insatiable appetite for health education.  In particular, they routinely ask about nutrition.  Our staff constantly get asked about food, drinks, supplements, fad diets, cleanses, juicing, etc.  Turns out, when we asked our participants if they felt the food in their corporate environment was supportive of their Maintain Not Gain goals over the holidays, 15% said no. While we weren’t happy with that percentage, we used that information to communicate with department leads about making different options when providing food for their departments. We have been able to suggest alternatives such as a less calorie dense yogurt bar filled with fruits, granola and healthy toppings, providing smoothies or even bagels made from whole grains and low-fat cream cheese. We’ve also worked with cafeteria vendors so they can put together a healthier spread if they provide the breakfast, lunches or snacks for departments.

The Numbers Tell The Story

We’ve surveyed participants regularly throughout many offerings of the program.  We’ve learned a lot from the data about how we can provide a better program, and we’ve also learned about what participants are gaining from their efforts:

  •  90% of the participants said Maintain Not Gain has positively influenced their lifestyle choices for the duration of the program.
  •  72% of those who responded said that they were able to reduce their calorie consumption
  • 56% said they increased their daily activity
  • 60% said they ate healthier at holiday parties, and
  • 30% said they reduced the fat in their own recipes.

The biggest reason we’ve been running this program for so long is because it works.  From the participants we surveyed, 87% were successful in avoiding any holiday weight gain and 97% said they will participate next year if the program is offered.

Not only have our participants maintained their weight but we also have many participants who actually LOSE a few pounds. That’s quite impressive over the holidays. In 2013, with one client, we had 2,242 associates sign up for Maintain Not Gain and 1,780 of those participants were successful in maintaining their weight over the holidays. That’s an 80% success rate. Bottom line, we are tipping the scales in the RIGHT direction with our Maintain Not Gain program.

NIFS Best Practices Corporate

Topics: employee wellness Corporate Best Practices,

Corporate Wellness: Of the People, By the People, and For the People

What’s happening in corporate wellness programs right now could be characterized as something of a revolt. Well, revolt might be a little dramatic (don’t think Arab Spring), but perhaps it’s more appropriate to say that those who are the target of carrot/stick employee wellness strategies are pushing back.

They’re pushing back on what has been conventional wisdom for a while: that health-risk assessments and biometric screenings are central (dare I say foundational?) to a sound, data-driven corporate wellness initiative. Employees are pushing back on penalties for not playing, and they’re pushing back on programs that brand failure for anyone who doesn’t achieve arbitrarily selected thresholds for biometric markers. They’re growing intolerant of workplace cultural norms that scream hypocrisy in the face of company wellness policies.  

As someone involved in the world of corporate health, you’d think I would land squarely on the side of gathering the data and using it to capture ROI. But I don’t; it’s just not that black and white.

Why All the Numbers All of the Time?

What I’m seeing in the industry is that corporate wellness providers bow to the number-focus of the CFO or the CEO and communicate in ROI-speak that uses words and phrases like engagement and human capital. To the untrained eye, you’d think “engagement” and “human capital” would have something to do with…well, humans. But it turns out, most of the time they have more to do with participation quotas, biometric thresholds, and productivity benchmarks than with the actual people who need tools, resources, and support to make healthier choices.

Wellness vendors position and market themselves by spouting figures and “facts” (and I use that word loosely), quoting studies and experts (should I use that word loosely, too?). They put into print ridiculous statistics that have ridiculous consequences—all in the name of numbers, data, and ROI.

Raise Your Hand If You Launched a Career in Corporate Wellness to Calculate ROI.

Accountants are passionate about numbers. Fitness specialists are passionate about people. Seriously, most of us got into this business because we were passionate about forming relationships with people so that they would trust we had their best interest in mind when we suggested resources that would help them make healthier choices. As an industry, we’ve largely forgotten our roots, which grew from wanting to help people.

So who’s to blame? Maybe this isn’t the CEO’s fault; maybe it’s just the way of the world. Maybe it’s the almighty dollar we should be blaming. (I predict a comment that blames the government.) Who knows, maybe it’s my fault. I don’t know where the blame goes, but I don’t think it really matters at this point. We’ve simply swung the pendulum too far onto the numbers side of the equation and we forgot about the people.

You know, the people—the individuals who have complicated, busy, overwhelming and typically unhealthy lives. Like the 56-year-old woman with high blood pressure and back pain who is raising her grandchildren and who has no time to take care of herself. Or the single working parent who works by day, goes to school by night, and who is doing everything he can to ensure his daughter has a better life. He struggles to find time to grocery shop, not to mention cook a meal. And then there’s the hourly call center employee who feels hovered-over by her supervisor, who smokes (though she wants to quit but isn’t sure where to start), and who is pregnant with her first child.

These Employees Need Our Help.

They need a relationship with a wellness professional who cares more about the individual accomplishments of the few than the participation quota of the company. They need someone to stand up and say, “I care about you, and I am here to listen to you, to help you find the tools and resources you need. I’m here to help you celebrate your successes and pick you up when you falter on your path to better health.”

Because at the end of the day, if we don’t move the needle on the health of the individuals, then the corporate strategy means nothing. If the only behavior we incentivize is for people to go get their wellness forms signed so they can “get cash for doing it,” we’ve missed an opportunity.

what's wrong with wellness

Topics: corporate wellness businesses demanding work schedule employee wellness corporate fitness centers; return on investement ROI data collection employee health and wellness

Corporate Wellness: Free Workout Friday - Take it Outside

free workout fridayAre you sad that summer is coming to an end or getting bored with your workouts and just need a change? Taking advantage of the warmer weather is a good way to challenge your body and try different exercises outdoors before it’s too late and the cold winter months keep us all inside. I bet you pass several landmarks and unique open areas every day on your way to & from work that could be used for your next workout. Do me a favor and get creative the next time you are on your way to work or school and find a public place you can run stairs and a bench you can do lunges and tricep dips on.

Living in downtown Indianapolis there are a lot of very cool locations I’ve found to create my own outdoor boot camp workouts. I love to exercise outdoors but get tired of running all over the city (it’s not that large), so I started adding other things in and I’ve even got a few of my friends to try it with me! Yes, some days it’s hot & humid and it can be exhausting but you can always give it a try on a spring or fall day to get out of your corporate wellness center for a change of scenery.

Here is one of my favorite workouts to do, so get creative and find locations near you! Watch our videos for demonstrations to take this workout outdoors.

Topics: employee wellness Free Workout Friday nifs fitness management indianapolis exercise in the workplace

Active Aging: Taking the Extra Step Toward Fitness

senior playing with a dogHow many times do you circle a parking lot looking for that perfect spot right in front of the door? It doesn’t matter if I am at the supermarket, a sporting event, a restaurant, or even the gym (sad, but true); I see people circling the lot like they’re in the Indy 500. As I get out of my car and walk to my destination, all I can do is ask myself, “Do they really think they are benefiting from parking in front of the door?”

My reasons for parking in the back of lots have changed over the years, but the end result hasn’t, and that is more steps walked equals more calories burned.

Can You Walk 10,000 Steps Per Day?

If you have ever been in a walking program or used a pedometer, there is a good chance you were advised to hit the 10,000-steps-per-day mark, but what does that mean? Is it attainable? Let’s break it down into numbers we deal with on a regular basis.

The average person’s stride length (the distance between successive points of contact of the same foot) is about 2.5 feet, so one step would be about 16 inches (assuming a normal walking pattern), which means you take about 4,000 steps to walk a mile. So if your goal is 10,000 steps per day, you will walk about 2 miles per day. If you consistently hit that 10,000-step mark, you are considered moderately active.

But what about the people who frequently take less than 5,000 steps per day? People in this group are considered sedentary. A drastic increase in steps can lead to many people quitting shortly after starting. People looking to increase their daily steps should look to add about 500 to 1,000 steps per day and increase at this rate every week until they hit their goal. So if you currently take 5,000 steps a day and you are increasing your steps by 1,000 per day per week, it will take you 5 weeks to hit your 10,000-step goal.

How to Walk More Steps

So where can you find these hidden steps, you ask? Here are a few activities you can adjust to add extra steps:

  • Parking farther back in parking lots: Parking an additional 20 spaces back equals about 200 steps round trip.
  • Getting up to change the channel: Changing channels 6 times per day equals about 60 steps total.
  • Walking to consult a coworker as opposed to calling them: Based on 2 round-trips of 60 feet equals about 200 steps.
  • Take the stairs: Taking the stairs causes more caloric expenditure than walking on a flat surface, and one flight equals about 15 steps.
  • Walk your pet: Walking around the block equals about 1,000 steps.

These are easy ways to add a few hundred steps to your day; pick and choose all, one, or something else. The goal is to go at your pace and to do what you like; anything else will just lead to a decline in program adherence until you ultimately quit. The steps you need are all around you, and if you look hard enough I guarantee you can find the time and energy to take an extra step.

Topics: employee health walking fitness staying active employee wellness healthy habits physical activity counting steps

My Story... Joining Forces with Co-workers

NIFS Members SpeakPeople always ask me, "what's your secret?" and I laugh and tell them it's no secret. Thanks to a huge lifestyle change and the wonderful support system of work buddies, friends, and The Body Shop (onsite corporate fitness center) and its staff I have lost almost 100lbs, maybe more.

A couple of years ago, the girls I ate lunch with every day decided to lose weight. I had been down this path before and was not excited. I hadn't weighed myself in well over a year and had no intention of starting. Because my friends were doing it, and I didn't want to eat lunch alone, I gave a half hearted effort. I decided to stop drinking regular soda and participate in whatever physical activity they did. And that is exactly what I did and miraculously my clothes started getting bigger. We were just walking on the treadmill or outside at our lunch time and giving up soda and I could see results.

As the initial loss, whatever it was, had slowed because the changes I made were only mild, and as I saw my friends who were already participating in Weight Watchers begin to lose more rapidly, I wanted to make bigger changes too. So I had to finally weigh myself. By this time, I had started at a size 24 and was now in a 22, and some 20's, but still hadn't stepped on a scale. When I finally did I weighed 238 lbs. I cried the entire day, and thought how did I let myself go this far? And so I began to count calories, and changing everything about my life. Eventually through regular physical activity, tracking what I ate and counting calories, I have made huge changes. It's still a struggle every single day, but when I fall off the wagon, I start again immediately and you know what, the struggle is worth it. I have zero health issues and I can keep up with my kids. I look like a different person and I feel like a different person, a happier, much healthier person.

What struggles have you overcome to achieve a healthier lifestyle?

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Topics: corporate wellness employee wellness health nifs fitness management