health and wellbeing january 2013

Wellness in the workplace for 2013

by Toronto Training and HR

January 2013

3-4 Introduction to Toronto Training and HR 5-6 Definitions 52-53 Designing a wellness

program7-8 Benefits of wellness programs 4 54-56 Implementing a wellness

program9-10 Components of wellness 57-58 Wellness program action

plans11-12 Factors affecting wellness 59-60 If no effort is spent on 13-14 The idea of PERMA marketing…15-16 Employee types 61-64 Factors inhibiting

participation17-18 Drill A 65-67 Absenteeism 19-20 Nutrition 68-69 Motivation21-23 Exercise 70-71 Learning & development24-25 Weight control 72-75 Incentives26-27 Obesity in Canada 76-79 On-site clinics28-30 Tackling osteoarthritis 80-81 Drill B31-32 Smoking 82-84 Improvements to look

for33-35 Mental health 85-86 Possible changes36-37 Stress 87-89 ROI of a wellness program38-39 Fatigue management 90-91 Program evaluation40-46 We’re all getting older 92-93 Elements of a scorecard47-48 Ergonomics 94-95 Useful websites49-51 Adopting a strategic approach 96-98 Case studies

99-100 Conclusion and questions

CONTENTS

Introduction

Introduction to Toronto Training and HR

Toronto Training and HR is a specialist training and human resources consultancy headed by Timothy Holden 10 years in banking10 years in training and human resourcesFreelance practitioner since 2006The core services provided by Toronto Training and HR are:

Training event designTraining event deliveryReducing costs, saving time plus improving employee engagement and moraleServices for job seekers

Definitions

Definitions Health Wellbeing Wellness Mental health Stress Presenteeism Obesity

Benefits of wellness programs

Benefits of wellness programs Differentiated employee

value proposition Increased attraction and

retention of employees Improved productivity Higher levels of

engagement Competitive advantage as

an Employer of Choice

Components of wellness

Components of wellness Physical Mental Emotional Spiritual

Factors affecting wellness

Factors affecting wellness Constant change Communication breakdown Increased uncertainty

The idea of PERMA

The idea of PERMA Positive emotions Engagement Positive relationships Meaning Accomplishment

Employee types

Employee types

The lucky ones The yes-I-can group The I’ll-do-it-tomorrow

group The unlucky ones The leave-me-alone group

Drill A

Nutrition

Nutrition Consequences of poor

nutrition Food groups Tips

Exercise

Exercise 1 of 2

IMPACT OF EXERCISE Weight control Preventing health

conditions and diseases Better mood Energy boost Improved sleep Re-energized sex life Social benefits

Exercise 2 of 2

BENEFITS Cardiovascular function Skeletal muscle Tendons and connective

tissue The skeleton Joints Metabolic functions Psychological function

Weight control

Weight control Fitness and exercise Gradual reduction in

weight Eating out

Obesity in Canada

Obesity in CanadaCANADIAN HEALTH MEASURES SURVEY Body Mass Index (BMI)-

male Body Mass Index (BMI)-

female Waist circumference

Tackling osteoarthritis

Tackling osteoarthritis 1 of 2GOOD EMPLOYER PRACTICES• Ensure that jobs and work

tasks are designed ergonomically

• Encourage good fitness and weight management

• Work with arthritic employees to modify their jobs to accommodate their pain

Tackling osteoarthritis 2 of 2GOOD EMPLOYER PRACTICES• Offer benefit plans

covering drugs that relieve the progressively worsening pain of osteoarthritis

• Using technologies that reduce or relieve employees of the need to use arthritic joints

Smoking

Smoking

Interesting numbers Absenteeism Productivity Increased risk for smokers

compared to nonsmokers How to facilitate change

Mental health

Mental health 1 of 2

Definitions Continuums Determinants of mental

health Mental health dynamics Mental illnesses Workplace specific factors Strategies for the

workplace Potential program

interventions Psychosocial risk factors

Mental health 2 of 2

Barriers to mental health promotion

PHWP (Psychologically Healthy Workplace Program)

Creating a culture that is conducive to mental health

Managing a Leave of Absence and Return to Work

Stress

Stress

RISK ASSESSMENT Educate all employees to

understand the stress concept and causes

Find out what are the causes in the organization or team

Work with employees to find solutions

Write an action plan for improvement

Monitor and review

Fatigue management

Fatigue management

Staffing Scheduling Environment Alertness Education

We’re all getting older

We’re all getting older 1 of 6

Ergonomics

ErgonomicsQUANTIFYING THE IMPACT Work-related injury costs Absenteeism and turnover Modified work Claims management Ergonomics program costs Quality costs Productivity costs Intervention costs

Adopting a strategic approach

Adopting a strategic approach 1 of 2

Commitment from senior leadership

Assessment Communication Incentives Continuous evaluation

Adopting a strategic approach 2 of 2

MAPPING A WELLNESS STRATEGY Assess the needs Ask employees Start inside Consider a comprehensive and

integrated prevention approach

Narrow the field with accreditation and certification

Keep up to date Involve other and collaborate Ask for assurances and

guarantees

Designing a wellness program

Designing a wellness program

Planning and setting up of support structures

Gathering information Developing a strategic plan Implementing and

monitoring Evaluating Reviewing, planning and

adjusting

Implementing a wellness program

Implementing a wellness program 1 of 2

Gain support from management

Introduce the concept and identify needs

Gain support from employees and establish program responsibilities

Develop goals and objectives

Identify program activities, develop an action plan and budget

Implementing a wellness program 2 of 2

Select incentives and rewards

Identify additional support Promote your program Manage your program Evaluate your program and

make improvements

Wellness program action plans

Wellness program action plans

Healthy eating Physical activity Smoking Stress management

If no effort is spent on marketing…

If no effort is spent on marketing…

Health matters get rationalized

Resistance to change Dislike of substantial effort

and lifestyle changes Reliance on traditional

corrective medicine

Factors inhibiting participation

Factors inhibiting participation 1 of 3 Lack of programs that

interest the targeted employee population

Privacy fears Concerns over employee

involvement in personal life

Apathy, ranging from indifference to lack of interest and basic denial

Poor communication and promotion of programs by the employer

Factors inhibiting participation 2 of 3ENGAGING EMPLOYEES WHO ARE NOT PARTICIPATING Identify areas of interest

and need to employees Provide continuum-of-care

programs Pinpoint and address

factors inhibiting participation

Create strong incentive programs

Factors inhibiting participation 3 of 3ENGAGING EMPLOYEES WHO ARE NOT PARTICIPATING Build and promote a

culture of health that makes wellness a social norm and includes leadership support

Develop marketing strategies to promote programs creatively, continuously and often

Focus on personalized experience

Absenteeism

Absenteeism 1 of 2

FACTORS THAT HAVE AN IMPACT ON ATTENDANCE Job situation Employee values and job

expectations Personal characteristics Satisfaction with job

situation Pressure to attend Attendance motivation

Absenteeism 2 of 2

FACTORS THAT HAVE AN IMPACT ON ATTENDANCE Ability to attend Employee attendance

Motivation

Motivation

MOTIVATIONAL THEORIES Maslow’s theory Herzberg’s theory Vroom’s Expectancy theory Goal-setting theory Reinforcement theory

Learning & development

Learning & development

Form a project group Train senior managers Train line managers Train employees

Incentives

Incentives 1 of 3

Four biometric target categories of weight, cholesterol, blood pressure and tobacco use

Consider financial and time burdens when determining standards

Do not put a great economic burden on any one race, ethnic group or other category of employees

Incentives 2 of 3

Set reasonable goals (preferably individualized) rather than ideal targets applied rigidly to all employees

Offer a reasonable alternative standard to employees for whom it would be unreasonably difficult to achieve a health standard due to a medical condition

Incentives 3 of 3

Give all employees options for attaining the incentive

Acknowledge effort and behaviour changes by awarding progress towards standard targets

Use strategies to help employees integrate healthy behaviours into their personal lifestyles so that changes are sustainable

On-site clinics

On-site clinics 1 of 3

QUESTIONS TO ASK Will the clinic be accessible

only by employees or will spouses, dependents and retirees also be able to use it?

Will the clinic provide care only for occupational injuries or for a wider range of ailments?

Will the employee pal all charges for services at the clinic, or will some or all charges be covered by the employee health plan?


QUESTIONS TO ASK Will staffing be available at

the clinic-nurses, doctors etc.?

Will the clinic be built as a separate facility, will the employee lease space or share space with another employer, or will it be in a mobile unit? What privacy concerns if any, would accompany that decision?


QUESTIONS TO ASK Will the employer incur

costs to build the clinic and maintain it?

Will the employer measure return on investment?

Who will manage the clinic and be responsible for managing risk and maintaining compliance with appropriate laws and regulations, including medical privacy?

Drill B

Improvements to look for

Improvements to look for 1 of 2

Eating habits Exercise Drinking more water Sleeping patterns General mood Concentration Mental focus Ability to deal with stress Energy levels

Improvements to look for 2 of 2

General health Relationships Feeling more positive

Possible changes

Possible changes Smoke less Thinking of stopping

smoking Stop smoking Drink less alcohol Think of drinking less

alcohol Stop drinking alcohol Eat less takeaway foods Drink fewer sugared fizzy

drinks Take less over-the-counter

medication

ROI for a wellness program

ROI of a wellness program 1 of 2

COST DRIVERS• Absenteeism Attrition rates Stress and mental health Benefits premiums WSIB accident, safety

claims and insurance Presenteeism

ROI of a wellness program 2 of 2

BUSINESS CASE Analyze insurance reports

to understand cost drivers Calculate absenteeism

costs Review WSIB claims and

premiums Survey employees Assess stress and workload

levels Record number of workers

with minor sickness symptoms who feel ill at work

Program evaluation

Program evaluation• Reasons to evaluate• Questions to ask Functions of program

evaluation Steps to follow in the

process Evaluation approaches

Elements of a scorecard

Elements of a scorecard Attitudes Participation Physical results Financial results

Useful websites

Useful websites

realmealz.com healthhero.com lumoback.com

Case studies

Case studies 1

Case studies 2

Conclusion and questions

Conclusion and questions

SummaryVideosQuestions

health and wellbeing january 2013

Business

wellness page

mental health page

nutrition page

stress page

introduction page

group page

change page

canada page