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Each month you can learnmore about the articles

in Absolute Advantage.

Simply log on to

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website to get more in-depth

coverage o the topics that matter

most to you. Find ull-length interviews, expert

insight, and links to additional inormation

that will help you do your job better!

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IN THIS ISSUE:This issue o Absolute Advantage

is dedicated to addressing the art

o implementing a great worksite

wellness program in a small

business setting. By ocusing on 10 specic activities,

small companies rom all industries can deliver a

worksite wellness program that will set them apart as

an employer o choice.

Give others in your company the Advantage. Please route to: qSenior Management qHuman Resources qBenets Department qFitness Center

VOLUME 7, NUMBER 2

T h i s I s s u e : S t e p s # 1- # 5 O n W o r k s i t e W e l l n e s s F o r S m a l l B u s i n e s s e s

P a r t 1 o f 2

T H E W E L L N E S S C O U N C I L O F A M E R I C A

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©2 0 0 8 W E L L N E S S C O U N C I L O F A M E R I C A | W W W . W E L C O A . O R G

In this issue o Absolute Advantage , we ocused ourenergies on addressing the art o implementing a great worksite wellness program in a small business setting.By embracing 10 specic activities, leaders o smallbusinesses can develop and deliver a wellness programthat will set them apart as an employer o choice.

In addition to providing an aerial view o the entireprocess, we’ll also shed light on ve o the 10 activities.Specically, we’ll discuss the importance o capturingCEO support, designating a company wellness leader,conducting an employee health interest survey,providing an opportunity or health screening, andadministering an annual physical activity campaign.

Subsequently, in the next issue o Absolute Advantage , we will address the ve remaining activities which

include: conducting lunch ‘n learns, establishing anin-house wellness library, disseminating a quarterly wellness newsletter, implementing health promotingpolicies, and promoting community health eorts.

We hope that you enjoy this issue o Absolute Advantage .

Yours in good health,

Dr. David HunnicuttPresident

Letter from the E xEcutivE Editor | DaviD hunnicutt, PhD

Big Steps For Small BusinessesThe Art o Implementing A Great Wellness Program In A Small Business Setting

By embracing

10 specifc activities,

leaders o small

businesses can develop

and deliver a wellness

program that will

set them apart as an

employer o choice.

http://www.welcoa.org/




WELCOA®

W W W . W E L C O A . O R G | ©2 0 0 8 W E L L N E S S C O U N C I L O F A M E R I C A A B S O L U T E A D V A N TA G E | 1

Organizational Founder, William Kizer, Sr.

VOL UME 7 , NUMB E R 2

Inormation in this publication is careully reviewed or accuracy. Questions, comments, or ideas are welcome.Please direct to Dr. David Hunnicutt, Executive Editor, at the address below.

Inormation may not be reproduced, copied, cited, or circulated in any printed or electronic orm without written permission rom thepublisher. ©2008 Wellness Council o America, 9802 Nicholas Street, Suite 315, Omaha, NE 68114; phone (402) 827-3590; ax (402) 827-3594;visit our website at www.welcoa.org. All rights reserved. ISSN 1538-0084.

Ab•sol•ute Ad•van•tage:When a company can produce more than its competitors—even though they have thesame amount o resources—it has an absolute advantage.

We believe wellness is that advantage.

WELCOME

Absolute Advantage is the interactive workplace wellness magazine that helps large and small employers link health andwell-being to business outcomes. Absolute Advantagearms business leaders and wellness practitioners with leading-edge workplace wellness inormation straight rom the feld’s most respected business and health experts.

With its online component, Absolute Advantageprovides the industry’s most current and accurate inormation. Bylogging on to the magazine’s interactive website, you can access a whole new world o health promotion—includingin-depth interviews with national health promotion experts and insider’s inormation about industry products.

SUBSCRIPTION INFORMATION

For inormation about subscribing to Absolute Advantage, contact the Wellness Council o America at (402) 827-3590 orvia e-mail at [email protected] .

EXECUTIVE EDITOR | David Hunnicutt, PhDDr. Hunnicutt is President o the Wellness Council o America. As a leader in the eld o

health promotion, his vision has led to the creation o numerous publications designed

to link health promotion objectives to business outcomes.

MANAGING EDITOR | Brittanie Lefelman, MSBrittanie is the Director o Operations and manages major writing projects at WELCOA.

With a Master’s Degree in Health Promotion, she regularly coordinates national health

orums, major grants, and state and local wellness initiatives.

DIRECTOR OF MEMBERSHIP | David Steurer, MEdAs WELCOA’s Director o Membership, David is responsible or recruiting and servicing

member organizations throughout the United States. David’s background has been

grounded in worksite wellness or the past 25 years.

DIRECTOR OF MARKETING | William Kizer, Jr., MBAAs Director o Marketing, Bill is responsible or the design and oversight o WELCOA’s

marketing programs. With a Master’s Degree in Business Administration, he communicates

the value and benets o WELCOA and its many products to organizations around the country.

DIRECTOR OF DESIGN & TECHNOLOGY | Justin EggspuehlerA 2001 graphic design graduate rom Iowa State University, Justin studied design in Rome, Italy

beore joining the WELCOA design staf. He is responsible or the layout and design o many

publications including The Well Workplace Healthletter and Absolute Advantage magazine.

MULTIMEDIA DESIGNER | Adam PaigeWith over 15 years o corporate experience in design and videography, Adam brings a wealth

o talent to WELCOA’s publications. In the capacity o a multimedia designer, he contributes

to the publications o The Well Workplace Healthletter and Absolute Advantage magazine.

The Art of Implementing A GreatWorksite Wellness Program In ASmall Business SettingSmall businesses matter to the American economy. In act, accordingto the U.S. Small Business Administration, a staggering 99.7% o all

businesses in the U.S. are small businesses. In this article, we’ll discusshow worksite wellness programs can create healthier cultures.

GRAPHIC DESIGNER | Graden HudsonGraden Hudson is an integral part o the WELCOA creative team. As a skilled and talented designer,

he brings a resh perspective to WELCOA’s line o publications. In his capacity as a graphic designer,

Graden lends his creative energy to advancing WELCOA’s mission on a national playing eld.

2

10 Step 1: When It Comes

From You...Perhaps the single most important element inbuilding and sustaining a wellness program ina small business setting is having CEO buy-in.Read on to learn more.

16 Step 2: There Is An “I”

In TeamWhile wellness teams are the rule or largerbusinesses, they’re not the ideal ft or smallerones. In this article we’ll discuss the importanceo designating a company wellness leader.

24 Step 3: AssessingEmployee Interest

By accurately capturing how your employees eelabout workplace wellness programs, leaders o small businesses can take signifcant steps towardkeeping their populations healthy and well.

30 Step 4: You Can’t Change

What You Can’t MeasureIn this article, we’ll discuss the importanceo providing regular health screenings or allemployees. In addition, we’ll reveal importantinormation that will help you to design, deliver,and evaluate a frst-rate health screening initiative.

38 Step 5: The Magic

BulletIt’s in the best interest o every small businessemployer—and their employees—to embracephysical activity initiatives at the worksite. Oneo the best ways to do it is by implementing aphysical activity incentive campaign. Read onto learn more



mailto:[email protected]








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WELCOA®






ABSOLUTE ADVANTAGE


mall businesses matter to the American economy. In act, according

to the U.S. Small Business Administration, a staggering 99.7% o

all businesses in the U.S. are small businesses. What’s more, small

businesses employ 50% o the entire working population in this

country. Even or the most numerically challenged, it’s crystal clear that

as small businesses go, so goes the ate o the rest o working America.

The simple act o the matter is this: a LOT o people get up in the morning and go

to work in small business settings. And or anyone who’s ever been part o a small

company, it’s understood that—i you expect to make it—you better bring your

“A” game every single day. Indeed, even though there are ewer people and, more

oten than not, ewer resources to go around in a small business setting, ironically,

there are just as many priorities to accomplish as what you’d nd in a big business.

Now here’s the kicker, despite the act that small businesses comprise 99+ percent o

all the businesses in the U.S., employees in these settings oten have access to ewer

benets than do the employees who work in larger business settings. This means thata lot o people who work in small business settings don’t have legitimate access to

healthcare—and with a rapidly aging population, that’s a precarious situation at best.

Thus, given the enormous number o people who work in small businesses and

the relative lack o access to benets and healthcare, health promotion programs

are rapidly gaining momentum.





One Size Does Not Fit All!When it comes to designing and delivering anemployee wellness program in a small business setting

it is important to understand that one size does nott all—rom experience, we know small businessesare unique and distinctly diferent than larger-sized

companies. As a result, there are several signicantand important diferences in the way that wellness

programs are set up and administered in small businesssettings as opposed to larger ones.

The information contained in this article—and in therest of this issue of Absolute Advantage for that matterpertains primarily to small businesses. Certainly,there’s no argument that a lot o what is presented

here could also easily apply to medium and, in someinstances, even larger-sized companies. But to betruly eec tive, the workplace wellness approach

presented here should be considered appropriate orsmall business settings only.

I you are a medium or larger-sized company and areinterested in learning more about the art and scienceof implementing a results-oriented wellness program,

be sure to check out WELCOA’s seven benchmark modelat www.welcoa.org.

WELCOA®


medium-sized companies. Indeed, therehave been very, very ew studies conducted inorganizations that employ ewer than 50 people.

Tus, despite the need or better understanding the art o developing and implementing health promoting programsin small business settings, business leaders are in the

unenviable situation o having very little inormation todraw on.

And that’s why we’ve developed this initiative—there hasto be a starting point whereby small business leaders cantake what we currently know about the very best wellnessprograms currently being conducted in small businesssettings and implement it in their own unique settings. And, WELCOA’s initiative presents that starting point.

The Present Dilemma of Keeping Employees WhoWork In Small BusinessSettings HealthyTere’s an old adage that says, “It doesn’t take a sharp ear

to hear thunder”—and that’s denitely the case whenit comes to the need or addressing the health and well-being o employees who work in small business settings.Tere’s just one catch. We really don’t know a lot abouthow health promotion programs should work in thesesettings. Sure, there have been a lot o articles published inrecent years demonstrating the eectiveness o workplace wellness programs, but, unortunately, the vast majority o them have been ocused on larger and, more recently,







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company’s wellness leader with important insight as to what specic programs employees are most interested in.By conducting an employee health interest survey, smallbusinesses can learn a lot rom their own people—andvirtually guarantee that the wellness program will beembraced by all.

Provide an opportunityor health screeningTis step is a critical one or smallbusinesses because it providesemployees with an important

opportunity to assess and better understand theirown personal health status. Without an opportunity to participate in an annual health screening, many employees wil l not adequately understand their“numbers” such as blood pressure, cholesterol, BMI,etc. And i your employees don’t understand their own

health status, they place themselves at greater risk orexperiencing problems—many o which could havebeen prevented.

Administer an annualphysical activity campaignI you want to have healthieremployees, it’s critical to get them upand moving—and an ideal way to

do it in a small business setting is by administering anannual physical activity campaign. Specically, incentivecampaigns are designed to increase the amount o time

your employees are physically active during the day by creating a series o mini-challenges. And, i employeescomplete these challenges, they receive certain incentives.Fun and easy to coordinate, incentive campaigns shouldbe considered an essential part o any small business wellness program.

Hold lunch and learns We believe that small businesses would benet greatly by oering theiremployees healthy eating seminars.

Not only are these seminarsinormative, but they can be a lot o

un as well. For example, imagine how your employees will respond when you bring in a healthy cooking che thatprepares a special meal right beore their very eyes. Usinghealthy—but common—ingredients, the che can educateyour employees on how to prepare the dish, how to make ittaste good, and how to make it nutritionally sound. rustus on this one, this seminar will be a homerun.

Introducing WELCOA’s SmallBusiness Worksite WellnessInitiativeIn an eort to help small employers successully implementmore health promoting activities, WELCOA is introducing

an easy-to-understand blue print to help small businessleaders implement and sustain a solid wellness program that will keep their employees healthy and productive.

10 Essential Things SmallBusinesses Can Do ToPromote Better HealthIn this article, we’ll outline 10 important things that smallbusiness leaders can do to improve the overall health and well-being o their employees.

Issue a letter o supportrom the CEOIt seems like such an obvious thing todo but many organizations ail to lettheir employees know that workplace

wellness is a priority to the CEO. By issuing a letter orcommuniqué, employees better understand that there issupport rom the very top—and that helps to set the toneor the entire initiative.

Designate a company

wellness leaderOnce wellness has been communicatedas an important priority or theorganization, it’s essential that a

company-wide wellness leader be appointed. o be sure,the wellness leader can be identied rom within youralready-existing group o employees. Many times, it’sappropriate or your Human Resource coordinator totake on these responsibilities—but that’s not necessarily a hard and ast rule. Indeed, there are plenty o instances where the wellness leader is an administrative assistant ora passionate employee.

Conduct an employeehealth interest surveyOnce the owners and managershave bought into the concept, anda company wellness leader has been

designated, the next undertaking is to conduct anemployee health interest survey. In addition to garneringbuy-in, the health interest survey will provide your





WELCOA®


...employees in small business settings oten have

access to ewer benets than do the employees who

work in larger business settings. This means that a lot o people who work in small business settings don’t have

legitimate access to healthcare—and with a rapidly

aging population, that’s a precarious situation at best.

—Dr. David Hunnicutt, WELCOA President





ABSOLUTE ADVANTAGE


Establish an in-housewellness libraryBecause good health is predicated onsound inormation, small businesses

can take a signicant step towardpromoting better health by providing their employees withopportunities to learn more about prevention right at the workplace. A good library will include things like medicalsel-care books, health magazines, instructional DVD’s,audio books, and a variety o newsletters, pamphlets, andbehavior change guides. o ensure that the inormationgets read, it’s a good idea to put the lending library in acommonly traveled spot. Comortable chairs and goodlighting are also highly recommended. Remember, the key is to get people comortable and reading and/or watchingand listening.

Disseminate a quarterlyhealth newsletterRegular health inormation cangreatly assist employees in their questto become healthier. A good health

newsletter will cover a variety o topics like physicalactivity, weight management, stress reduction, tobaccocessation, and medical sel-care. It helps i the newsletteris available in ull-color and is easy-to-read—preerably a 6th or 7th grade reading level. o make sure that the

newsletter gets absorbed, you may want to consideroering a brie quiz that asks a variety o questionsabout the inormation contained in the actual newsletteritsel. Te participant can put their name on the quizand submit it to be registered as part o a drawing orsomething special. For example, i you have 45 employees,you could very well get an 80% response rate to yourhealth quiz and the winner could walk away withsomething like dinner or two at a healthy eatery.

Small Businesses In AmericaSmall businesses matter to the Americaneconomy. Consider the ollowing acts

regarding small businesses in the United States:

» In 2003, there were approximately 23.7

million small businesses in the U.S.

» 2003 estimates indicate that there were

572,900 new small businesses opened.

»

In 2000-2001, small businesses created

ALL o the new net jobs in the U.S.

» Small businesses employ 50% o the

working population in the U.S.

» Small businesses represent 99.7% o all

employers.

» Small irms employ hal o all private

sector employees.

» Small irms pay 44.3% o the total U.S.

private payroll.

» Small irms have generated 60-80% o net

new jobs annually over the last decade.

“…small businesses c





Dr. David Hunnicutt is the President o the Wellness Council o

America. As a leader in the eld o health promotion, his visionhas led to the creation o numerous publications designed


About David Hunnicutt, PhD

WELCOA®


The Time Is NowIn the next two issues o Absolute Advantage , we’ll dedicate ourenergy to expanding and

providing more in-depthinormation related tothe 10 things smallbusiness leaders can doto promote healthierliestyles withintheir organizations. And because healthand well-being is animportant driver o organizational success,

we encourage every smallbusiness leader to warmly embrace the inormationpresented here and begin—inany way appropriate—establishing aculture o wellness.

Implement healthpromoting policiesBecause company policies can havean enormous impact on employee

health status, we would recommendimplementing healthy policies and procedures into theactual policy manual. By incorporating healthy policiesand procedures into your business operations, yourcompany urther demonstrates its commitment to theconcept o providing a sae and healthy workplace or all.

Specically, every small business should consider ourbasic policies at a minimum. Tese policies include:mandating a tobacco-ree workplace, promoting analcohol/drug-ree environment, requiring seatbelt use by all, and ormulating saety/emergency procedures in the

event o a disaster.

Although not traditionally thought o as important, healthy policies should not be overlooked by small business leaders who are attempting to improve the health and well-being o their company.

Promote communityhealth eforts A nal way that small businessescan promote healthier behaviors isby supporting community events.

Needless to say, there are numerous events like un-runs,health airs, and educational seminars (just to mentiona ew) that can be promoted and communicated to youremployees. Tis is very important just due to the simpleact that most community health events are usually bestkept secrets. By establishing a listing o health promotingevents each month, small businesses can take importantsteps toward increasing the health and well-being o theirmost valuable asset—their employees.

rise 99+ percent o all the businesses in the U.S.”—U.S. Small Business Administration

All information ©Wellness Council of America (WELCOA) 2008. WELCOA providesworksite wellness products, services, and inormation to thousands o organizations

nationwide. For more inormation about, visit www.welcoa.org.

Suggested Citation: Hunnicutt, D. (2008). The Art of Implementing A Great Worksite WellnessProgram In A Small Business Setting. WELCOA’s Absolute AdvantageMagazine, 7(2), 3-9.







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Wh





WELCOA®


The Power o CEO Support In AdvancingA Small Business Wellness Initiative

You

By David Hunnicutt, PhD

n It Comes From





ABSOLUTE ADVANTAGE


erhaps the single most important element in building and

sustaining a wellness program in a small business setting is

having CEO buy-in. Indeed, time and time again, it has been

our experience that the organizations that successully garner

senior-level support are the ones that have healthier employees andbetter working environments.

But the question or most wellness advocates in a small business setting is,

“How can I get my CEO to get behind this concept?” Or, i they are already

bought in, “How can I get them to be the organization’s best advocate or

personal health and well-being.”

These are great questions and they deserve a closer look.

In act, in the remainder o this article, we’ll divide our discussion into two

parts. The rst part will ocus on strategies that you can employ to get

your CEO to buy-in to the concept. The

second part will put orth ideas that

you can leverage to get your

CEO to be the best wellness

advocate possible.





WELCOA®


I you are interested in such anexperience, you can contact a localhospital and inquire about executivephysicals—even small townhealthcare acilities are now oeringthem. Or i your CEO is interestedin a more proound experience, youshould check out the Mayo Clinic’s

Executive Health Program—it’s anunbelievably meaningul experience.

3. Present Your CEO With

Employee Testimonials.

Another excellent strategy or gettingyour CEO to buy into the concept o worksite wellness is to provide them with employee testimonials. Like theExecutive Health Program encounter,a well-prepared employee testimonial

can leave an indelible mark in themind and on the heart o yourcompany leader.

For example, imagine the impact that will be elt when your CEO betterunderstands how specic employees, who make their living within the our walls o your own company, struggled with personal health issues and how these struggles impacted their livesand work perormance. Also, imagine

the satisaction that your CEO willeel when they learn about how betterhealth practices made the dierencein the lie o that particular employee.

I you haven’t used this strategy beore (and most haven’t) you shouldstrongly consider it. Te best way todo it is to have a series o personal

2. Enroll Your CEO In AnExecutive Health Program.

I you are one o the lucky ones, allit will take is or your CEO to seethe literature supporting the ecacy o workplace wellness programs andthey’ll jump on board. However, be warned—that’s not always the way

it goes; sometimes it takes more. And that’s where Executive HealthPrograms come into play.

In a nutshell, Executive HealthPrograms are medically-basedencounters designed specically orcompany leaders. Logistically, yourCEO will need to sign-up in advanceto take part in the program. Havingexpressed interest and reserved a spot

in the program, they’ll be sent ormsthat will need to be completed inadvance. Tese orms will includeinormation about payment (breatheeasy, usually these programs arecovered by insurance) as well aspresent health practices including apersonal medical history.

Having completed the necessary paperwork, your CEO will thenspend a day participating in an

extensive battery o tests which will,in turn, provide them with a detailedsnapshot o their personal healthstatus. And, when done right, thisexperience is a very powerul one thathas a lasting impact. o be sure, Iknow a lot o small company leaders who pooh-poohed this idea until they went through such a program.

Part I:CEO’s Who Need To Get ReligionLet’s cut to the chase—there are still alot o small business leaders who have

yet to ully discover the power o a wellness program. But that’s O.K.—they deserve to be given the beneto the doubt. Believe it or not, worksite wellness programs are stilla relatively new phenomenon—especially in small business settings. And although it’s not ideal, it iscompletely understandable that noteveryone buys in to this concept. obe sure, we’ve still got a ways to gobeore every small business leader

completely comprehends the benetso putting such a program into place.

But even though your CEO doesn’tcompletely connect, it doesn’t meanyou’re doomed. Here are ve powerulstrategies or getting them to buy-in.

1. Make The BusinessCase For WorkplaceWellness Programs.

Perhaps the most logical place to startin getting your CEO to buy into theconcept is by presenting the businesscase or implementing a workplace wellness program. Fortunately, this is arelatively easy thing to do as there arepresently a number o good articles,expert interviews and PowerPointpresentations already in circulation thataddress this topic. One particularly good resource that we encourage you toutilize is WELCOA’s Members-Only

website, InoPoint. In it, you’ll ndnumerous articles discussing the ROIo wellness programs as well as easy-to-understand podcasts and PowerPointpresentations.

When used eectively, this materialcan go a long way toward making abeliever out o your CEO.

Executive Health Programs are

medically-based encounters designed

specically or company leaders.





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including the goals and objectives, thebudget and personnel, as well as theexact intervention and approaches—can be just the thing that grabs yourCEO’s attention and nally gets themon board.

In act, it’s been our experience that when a CEO reads a case study like the one done by WELCOA eaturing Des Moines-base ownsendEngineering, things begin to change.Starting their program back in thelate 1970’s, then CEO ed ownsendhad the desire to build a company culture that ensured that whenpeople came to work or ownsendthey would thrive. Beginning with

small steps, ownsend implementedthings like health screenings andpersonal health assessments. Tenadding things like a tness center and walking trails, ownsend Engineeringbegan changing the way it conductedits business.

o the delight o everyone, ownsendbecame a world-class organization whose turnover levels are some o thelowest o any business in the country.

I you have a CEO that hasn’t warmedup to the idea o implementing a worksite wellness program, we wouldsuggest that you begin by snugglingup to these ve ideas right rom theget-go. I delivered thoughtully,you’ll be surprised how well they can work.

wellness programs. Moreover, youshould also inquire i there are any opportunities or your CEO to attenda roundtable o other business leaders who would be willing to share theirinsights on developing and sustaininga workplace wellness program. With

healthcare cost containment sucha large issue, most Chambers areconducting these programs regularly.

Secondly, get a hold o the publication,“Leading By Example” publishedby Washington-based policy group,Partnership or Prevention. In thisexcellent publication you’ll ndnumerous testimonials rom CEO’so large, medium, and small-sized

companies. You can access a copy o this publication by visiting Partnership’s website at www.prevent.org .

Tirdly, download the CEO interviewsrom WELCOA’s InoPoint. Tesein-depth interviews are packed withkey insights o what motivated otherCEO’s to get into the game.

5. Show Your CEO HowOther Small Businesses

Have Done It.Tere’s an old adage that a pictureis worth a thousand words. We’ll, when it comes to starting a workplace wellness program, a good case study is worth a thousand pictures! Indeed,a good comprehensive case study that specically outlines the variouscomponents o the program—

conversations with those employees who have made dramatic healthimprovements and ask them i they’dbe willing to share their stories withthe CEO and other company leaders.It can be done over a lunch timeor in a special meeting that can be

convened pretty easily.

4. Connect Your CEO With

Other CEO’s Who Get It.

Te concept is known as elephantbumping—and it’s powerul. Here’s why. Tere’s no question that, 99times out o 100, CEO’s get to thetop because they are willing to work very hard and put up with a lot o stu that others just aren’t willing to

tolerate. As a result o learning romthe school o hard knocks, CEO’sknow things that other people don’t. And that’s why CEO’s love to talk with other CEO’s. Not only is it goodor their egos, it’s a great opportunity or them to rub shoulders with otherapex predators that have ollowed thesame path as themselves.

For many, the question becomes,“So how exactly do I get my CEO

in touch with other CEO’s who havebuilt great wellness programs?”

Here’s what we would suggest.First and oremost, contact yourlocal Chamber o Commerce andinquire in no uncertain terms thatyou are looking to identiy any companies that have bona de

...by openly role modeling good health

habits, your CEO is telling the rest o the

organization that making wellness a

personal priority is a good idea...


http://www.prevent.org/

http://www.prevent.org/




WELCOA®


instance is that your CEO is sincere,genuine, and transparent in theirdesire to lead a healthier liestyle.

For example, I’m amiliar with a loto CEO’s who get winded just lickinga postage stamp. But that hasn’t kept

them rom publicly taking part in amodest routine o physical activity every day. Indeed, more oten thannot, it’s these kinds o CEO’s whohave the greatest impact—not thesuper jocks. I’m guessing that it hasto do with the perception that they’reviewed by the rest o the world notas some kind o crazed health Nazi who’s looking to change the world butrather a normal person who struggles with the same kind o issues that

everyone else is wrestling with.

Another issue that should be taken intoaccount when it comes to role modelingis that by openly role modeling goodhealth habits, your CEO is telling therest o the organization that making wellness a personal priority is a goodidea—and that personal touch is theone thing that’s going to set the toneor the magnicent changes that areabout to occur within the organization

as a whole.

SummaryIn this article, we’ve made note o theact that CEO support is essentiali you are looking to implementa wellness program in your smallbusiness setting. In addition, a series o proven strategies have been presented with regard to getting your CEO tobuy into the concept o workplace

wellness—and once they’ve madethe commitment, how to become theorganization’s wellness champion.

this need not be an intimidatingproposition but it will require somecareul thought and attention.

In essence, in order to be eective, yourCEO really needs to develop a brie vision statement that addresses the

health and well-being o each and every employee within the organization. Andthat message needs to be delivered withkindness, care, and concern.

2. Your CEO Must“Walk the Walk”

Te second way that you can help tobuild your CEO’s credibility as theorganization’s wellness champion ismake sure that they “walk the walk.”In act, positive role modeling is goingto be a very important part o theleadership process i you are going tobuild a culture centered on health and well-being.

A couple o points are worthilluminating here.

First, positive role modeling doesn’tmean that your CEO has to be atri-athlete or some kind o super-human physical specimen. In act,there are a lot o CEO’s who are greatrole models but are less than perectin their overall health habits. Whatgood role modeling does mean in this

Part 2: Turning Your CEO IntoA Wellness ChampionOnce your CEO has bought into thenotion that worksite wellness needs to

be a part o your organization’s smallbusiness strategy, it’s time to prepareyour leader or becoming the group’s wellness champion.

And, similar to the tactics used to getCEO’s to buy into the concept in therst place, there are proven strategiesthat can take your organization’s leaderto the coveted wellness champion level.

So i you are looking or ways to

strengthen your CEO’s commitmentto wellness, here are two importantitems to consider.

1. Your CEO Must “Talk the Talk”

Plain and simple, i you want yourCEO to be the organization’s wellnesschampion it’s essential that they “talk the talk.” And, while it may seemobvious, it bears repeating. I you want to build a healthier culture, your

CEO has to publicly communicateits importance. In act, it’s been ourexperience that this is perhaps themost important thing any smallbusiness leader can do to advance wellness within the organization.

By talking the talk, the CEO ispersonally communicating that wellness and healthier liestyles areimportant priorities and that theexpectation is that everyone takes

the message seriously. And make nomistake about it—this overt orm o communication is powerul.

But there is a catch.

In order or the message to be heardrom top to bottom, it has to be well-crated and heart-elt. Certainly,

Tips For Crafting A CEO Vision

Statement For Wellness

It should be no more than one double-spaced

type-written page.

It should be easy to ar ticulate and even easier to

understand.

It should paint a visual picture setting orth the

tangible ways that the organization will change

or the better.

It should be written with both backbone and

heart— frm but air.

It should be written with the best interests o the

individual in mind.

It should establish an expectation that you are

looking or everyone to get behind it.

All information ©Wellness Council of America(WELCOA) 2008. WELCOA provides worksite

wellness products, services, and inormation to thousands o organizations nationwide. For more inormation about, visitwww.welcoa.org.

Suggested Citation: Hunnicutt, D. (2008). When It Comes FromYou. WELCOA’s Absolute AdvantageMagazine, 7(2), 10-15.








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hoever said, “There’s no I in team” obviously didn’t

run a wellness program in a small business setting. In

truth, when you look at some o the best small business

wellness initiatives in the country, you’ll nd that the CEO

has ormally appointed a wellness leader—not a team o people—to oversee the day-to-day management o the

program. And while this may not be the preerred mode o operation

or larger companies (in these settings teams are essential), appointing a

company wellness leader is the ideal approach or operating a wellness

initiative in a small business setting.





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that many people involved in the wellness process to getthe job done.

One very important point is worth mentioning here beore we move on.

Some people will argue that a wellness team is indeed

the right approach or their small business. My response?Have at it! I your company wants to commit the resourcesto supporting a wellness team, I think that’s wonderul. Without question, it demonstrates serious commitmenton behal o the CEO. My only caution is that you haveto be careul not to go on record with the commitmento resources and then have to withdraw the support i (translated when) the business environment changes. Inthe wellness biz, this is known as a alse start and it canseriously suck the very lie out o your program. So i you want to assemble a wellness team, more power to you. Justremember, it’s not necessary in order to do a good job—

and i you do, don’t pull the plug when times get tough.

Selecting A Wellness LeaderIn A Small Business SettingSo now that we’ve established the act that you really don’t need a wellness team to run your initiative in asmall business setting, it’s time to think about selecting acompany wellness leader. I your small business is like most,you won’t need to hire a new ull-time person to ll thisrole. Nine times out o ten, that person already exists within

your organization—it’s just a matter o nding them.

Here are some qualities to consider when looking or acompany wellness leader rom the ranks o your existingemployees.

EnthusiasmOne o the most important attributes o a potential wellness leader is enthusiasm. In act, enthusiasm canmake up or a variety o shortcomings in other areas. When we reer to enthusiasm, we’re really talking abouta special inner quality whereby an individual exudes

eagerness, excitement, and energy. And, as you’ll soondiscover, enthusiasm is a very important quality when itcomes to generating interest and motivating others.

Task-Orientation A second characteristic to consider when looking or apotential company wellness leader is task-orientation. I you are not amiliar with identiying task-orientation asa primary skill set o an individual, it’s a relatively easy

The Myth of A Wellness TeamIn A Small Business SettingIt’s been my experience that most wellness practitionersin larger-company settings love the idea o establishinga wellness team. And or good reason—a wellness teamcan get more people involved in the process o delivering

health promoting activities at the worksite. And, rom where I sit, that’s a good thing because where there are lotso people involved in wellness activities, there’s usually a lot o energy and enthusiasm—and that can help tosustain the momentum o a wellness program or a longtime to come.

Moreover, I think most wellness practitioners in largerbusiness settings like to create wellness teams becausehaving a larger group involved in the overall process helpsto distribute the general workload more evenly so that oneperson is not buried by the avalanche o work that’s involved

in running a wellness program in a larger company.

But perhaps the most important reason or establishinga wellness team in a larger business setting is that, in sodoing, the organization protects itsel rom the instability that can be created when the position turns over. Overthe years, I’ve seen this happen more than once and theimpact has been catastrophic. I can tell you rsthand, it’stough to watch a company go through the pain o losinga wellness practitioner because all o the expertise that hasbeen developed over the years walks right o out o the

building when the position turns over. Tus, establishinga wellness team in a larger-company setting can help tomaintain continuity in the unortunate event o turnoverand organizational change.

As you can see, there are a lot o great reasons or creatingcohesive wellness teams—in larger company settings .But—and don’t miss this—in smaller business settings, wellness teams can be cumbersome and impractical.

Tink about it. Let’s say you are a company o 24 people who’s looking to start a wellness program or all o the

associates. I you choose to operate your program underthe management o a wellness team, it means that youare most likely going to have ve to seven people who aretaken away rom the primary purpose o being at work inthe rst place—doing their jobs—to help to orchestratethe company’s wellness program. Given the resourcerealities that exist in most small business settings, this issimply unacceptable. What’s more, in light o the smallsize o the organization, its overkill. You simply don’t need





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about it and they’ll love interacting with company wellness leader.

A Willingness To Help OthersTis is one personal quality that you’ll want to considernon-negotiable. I you want your people to lead healthierliestyles, they are going to need help and support. By

appointing a company wellness leader that has the sinceredesire to help others, you’ll be ensuring that your employees will have access to someone who can—and will—helpthem when they need it. And i your company’s collectivehealth status mirrors the rest o America, they’ll need ariendly ace when the going gets tough.

Commitment To A Healthy LiestyleLast but certainly not least, the person you appoint as yourcompany wellness leader should have a personal commitmentto leading a healthier liestyle. As we’ve said many timesbeore, this person doesn’t need to be a health Nazi—in

act, it’s probably better i they are not. Moderation is thekey here. And even i you do select someone who mightbe a little over the top when it comes to leading a healthierliestyle, it’s important (translated essential) that they notimpose those standards on others. Remember, the vastmajority o Americans are just beginning to warm up tothe notion o getting healthy—small and supportive stepscan make an enormous impact. And having a supportivementor will go a long way toward building good will andkeeping people energized over the long haul.

thing to spot—task-oriented individuals are those people who walk around all day carrying their yellow notepadschecking o items on their daily to-do list. Undeniably,task-orientation is a very important quality as there arespecic and concrete things that have to be accomplished within certain time rames i you expect to have a good wellness program in your small business setting. And

i you want to generate momentum, you’ve got to havesomeone who can keep people on task.

Attention To DetailTirdly, we believe attention to detail is another essentialcharacteristic to be considered in the company wellnessleader’s skill set. I you ask anybody who has held a wellnessleader position beore, you’ll hear them obsess about details,details, and more details. Tus, it’s nice i you can ndsomeone who already possesses that quality rather thanhoping they’ll pick it up while they are on the job.

Likeability Another essential quality o a company wellness leaderis likeability. rust me on this one, the last person you want to have in this important position is someone whois surrounded by drama and acrimony. I you put sucha person in this position, people will run rom yourprogram—and they’ll likely never come back. Likeability is essential—and i you put a likeable person in the roleo company wellness leader, your people will be drawnto living healthier liestyles because they’ll like talking

By appointing a company wellness leader that has

the sincere desire to help others, you’ll be ensuring

that your employees will have access to someone

who can—and will—help them when they need it.





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Tis step is a critical one because it provides employees with an important assessment o their own personal healthstatus. Without an opportunity to participate in an annualhealth screening, many employees will not adequately understand their “numbers” such as blood pressure,cholesterol, etc. and this places them at greater risk orexperiencing problems which potentially could have been

prevented in the rst place.

The Company WellnessLeader’s Job DescriptionSo what should the job description look like or thecompany wellness leader? While there is no preciseormula, we believe that there are some essential tasks thatneed to be accomplished, and it’s the role o the company

wellness leader to get them done. Although not all-encompassing, here is a sample job description that can bemodied and tweaked as you like.

Responsibility #1:Distributing The Wellness VisionStatement From The CEOTe rst primary responsibility o the company’s wellnessleader should be distributing the CEO’s wellness visionstatement. In so doing, the company’s wellness leaderis opening the door to workplace health and letting the

rest o the organization know that health and well-beinghas now become a priority or the group. Moreover, by distributing the CEO’s vision or wellness, people willbegin to associate the newly appointed wellness leader asthe key contact within the organization.

Responsibility #2:Conducting A Healthy LiestylesInterest SurveyTe second primary responsibility o the company wellness leader is to conduct a Healthy Liestyles Interest

Survey. Because o its importance, this responsibility should be considered non-negotiable. Indeed, by conducting a Healthy Liestyles Survey, the Company wellness leader will have at their disposal importantinormation concerning the specic interests o theorganization’s employees. Tis exercise not only providesimportant inormation that will help the Company Wellness Leader to better position the wellness activitiesin the organization, it also helps to get employees to buy into the overall process since their opinions will be usedto ormulate uture programs.

Responsibility #3:Providing An OpportunityFor Health ScreeningHaving distributed the CEO’s vision statement or wellnessand conducted a Healthy Liestyles Interest Survey, it’s agood idea or the Company Wellness Leader to arrangean opportunity or employees to go through a healthscreening process.

Company Wellness Leader’s Job Description

1 Distributing The Wellness VisionStatement From The CEO

2Conducting A Healthy Liestyles

Interest Survey

3 Providing An Opportunity For HealthScreening

4 Administering An Annual PhysicalActivity Campaign

5 Hosting A Healthy EatingLunch n’ Learn

6

Establishing An In-House WellnessLibrary

7 Disseminating A Quarterly HealthNewsletter

8 Implementing Healthy Policies AndProcedures

9 Supporting Community HealthEforts





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Because overweight and obesity have

become two o the nation’s mostsignicant health problems, it should be

part o the Wellness Leader’s job to oer

a healthy eating lunch and learn session.





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Responsibility #8:Implementing Healthy PoliciesAnd Procedures Another major responsibility o the Company WellnessLeader is implementing healthy policies and proceduresinto the daily operations o the organization. Specically,the policies that should be considered essential include:

A tobacco-free workplace policy }

A zero-tolerance alcohol and drug policy }

A mandatory seat-belt use policy }

A safety/emergencies policy that includes}

responding to acts of terrorism

And while it’s best to implement new policies slowly andonly ater much communication, it should be a centralocus o the Company Wellness Leader’s primary jobdescription to get these policies implemented within a 12

to 24 month time rame.

Responsibility #9:Supporting CommunityHealth EfortsTe nal responsibility o your Company WellnessLeader should be supporting and communicating existingcommunity health eorts. Tis is particularly importantbecause there are already a lot o health and wellness eventsand opportunities being oered within the community as a whole. By simply identiying and communicating the

what, where, and when, your company can greatly increasethe likelihood that your employees take part in the healthenhancing opportunities that are already being oered inyour community on a regular basis.

SummaryIn this article, we’ve discussed the importance o identiying and appointing a company wellness leader.o help you select the right person, we’ve identiedseveral important personality characteristics that shouldbe considered when interviewing a potential candidate.Finally, to help you get your initiative o to a ast start, we’ve outlined nine potential tasks that can and shouldbe carried out by the individual who is ultimately charged with leading the organization’s wellness initiative.

Responsibility #4:Administering An AnnualPhysical Activity CampaignTe next responsibility o the Company Wellness Leaderis administering an annual physical activity campaign. By oering a program on physical activity, small businesses areproviding their employees with an important motivationto exercise. Although it may sound like a daunting task,it’s really pretty straightorward. Using a prepackagedincentive-based campaign, the Company Wellness Leadercan easily lead and administer this important activity.

Responsibility #5:Hosting A Healthy EatingLunch n’ LearnBecause overweight and obesity have become two o thenation’s most signicant health problems, it should bepart o the Wellness Leader’s job to oer a healthy eatinglunch and learn session. Very straightorward, it is the task o the Company Wellness Leader to identiy and securea guest presenter and promote the seminar to all o theorganization’s employees. I done right, this wil l be one o the most un and energizing programs o the year.

Responsibility #6:Establishing An In-HouseWellness Library A sixth responsibility o the company Wellness Leadershould be to establish an in-house wellness library.

Tis is important because good health is predicated onsound health inormation—and small businesses cantake signicant steps toward improving the health and well-being o their employees by providing them withopportunities to learn more about their own health habitsright at the workplace. Te Company Wellness Leadercan and should be the one who identies and selects thematerials or the in-house library.

Responsibility #7:Disseminating A Quarterly

Health NewsletterIn addition to establishing an in-house library o wellnessmaterials, it’s also important or the Company WellnessLeader to disseminate a quarterly health newsletter. Inact, by providing each employee with a health newsletter,the Company Wellness Leader is insuring that eachand every person within the organization is receivingtimely tips on the best ways to manage and protect theirindividual health status.



Suggested Citation: Hunnicutt, D. (2008). There Is An “I” In Team. WELCOA’s Absolute Advantage Magazine, 7(2), 16-23.







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Ass





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How To Conduct A Health Interest Survey

ssing Employee

Interest

By David Hunnicutt, PhD





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ne o the most important components o any

small business workplace wellness program is

the assessment o your employees’ interests.

By accurately capturing how your employees

eel about workplace wellness programs and

the specic activities that they have an interest in,

leaders o small businesses can take signicant steps toward keeping theirpopulations healthy and well.

In order to be eective, there are some basic tasks that will need to be

attended to i you are going to successully capture the specic wellness

interests o your employees.





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i your CEO eels strongly enoughto actually drat a letter, but it’s alsoextremely eective i they approve o the content and sign-o on it directly.

Task #3:Set a timerame inwhich the survey isto be completed.Te good news is once you’vedeveloped the survey and the coverletter, most o the work is done. Butthere are still a ew items let oryour consideration. Logistically, it’sin your best interest to put a timeperiod during which the survey is

to be completed. Believe it or not,some well-intentioned, small businesshealth advocates have put together wonderul surveys and stellar coverletters, only to have low responserates because they didn’t create asense o urgency. I you establish atimerame in which the survey isto be completed, you can greatly increase your chances o having a highpercentage o your employees actually

complete it.

Specically, we would recommend aperiod o no less than 5 working daysand no greater than two weeks. By using this timerame, it should allow enough time or people to completethe survey without eeling rushed andalso be a short enough period wherepeople eel the tension to get it done.

Once individuals complete the survey

within the appropriate time period,you may also want to consider theoption o having the employee placethe survey in a sealed envelope andallowing them to drop it in a box orenclosed container. Tis will allow your employees to turn the survey in without eeling like their responsesare going to be openly judged. Also,

alternative medicines, and spiritualhealing. While important, they cansignicantly distract you rom keepingthe main thing the main thing.

Tird, use Likert scale-typequestions. Specically, avoid yes/

no questions as they won’t give youas much inormation as you need tosuccessully assess the level o interestand seriousness on behal o youremployees. Instead, use scales thatspan rom 1 to 5 with 1 being leastinterested and 5 being most interested.

Remember, when you develop yoursurvey instrument the goal is to collectthe most amount o inormation by asking the ewest number o questions.

Task #2:Develop yourcover letter.Having already ormatted your coreinterest survey, it’s now time to developthe cover letter. Specically, we wouldrecommend having the cover lettercome directly rom your CEO or

company Director. In so doing, you’lldemonstrate to all o your people thatcompleting the survey is a very highpriority—indeed, your top dog isasking or participation. And, make nomistake about it; i you have the lettercome directly rom your CEO, youstand a much better chance o havingthe whole thing taken seriously withthe results being signicantly increasedparticipation.

Now here’s an important point to beconsidered. Even though your CEO will be signing the letter, they don’tnecessarily have to write it. In act, inmany instances survey cover lettershave been written by some otherperson in the organization and thenpresented to the CEO or Director ortheir signature. O course, it’s ideal

Task #1:Select the surveyinstrument.Te rst important task that you’llhave to attend to is selecting the

survey instrument itsel. Tis need notbe a complicated and time-consumingendeavor as there are already a numbero short and useul surveys that areavailable to help you get the job done.In act, we’ve included a sample survey in this article.

But, i the survey that we’ve developedis not what you’re looking or, hereare a ew suggestions to help you besuccessul as you develop your own.

First, keep it short. I you really wantyour employees to embrace the survey process and give you the eedback youneed to develop popular programs,it’s essential that the survey not be aburden on those who are completingit. Indeed, responder atigue canbe a major reason why surveys gettossed in the trash. We would suggestincluding no more than 25 questions

in the entire survey. I you really want to be successul, make sure thatall o the questions t neatly on onepage—ront and back.

Second, make sure you addressthe major areas that are associated with health and productivity. Teseinclude things like physical activity, weight management, nutrition,stress management, medical sel-care, and tobacco cessation. You

may also want to include thingslike nancial wellness and buildinghealthier relationships. By addressingthese major health issues, you caneectively nd how interested youremployees are in each one o theseareas. I you’re just getting started, we would discourage you rom taking ontopics like better parenting, ecology,





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28 | AB SOLUT E ADVAN T AGE

When sharing the survey results withyour employee population as a whole,it’s acceptable to do so in company meetings or employee orums. It’s alsoperectly acceptable to disseminatethe results using email or interocesnail mail.

Remember, it’s essential to turn theresults around in a timely manner. In sodoing, you’ll be sure to engage everyonein this important undertaking.

Summary Assessing the health and wellnessinterests o your small businesspopulation is critical to developing aneective health promotion programor your organization. By ollowing

the ve tasks that we’ve outlined inthis article, you are assured o doinga solid job—especially i you’re goingthrough the process or the rst time.

We also encourage you to use thesurvey provided in this article as astarting point. It can save you a lot o time and eort in getting moving onthis important undertaking.

the “3 B’s”—Be Brie, Be Bright, andBe Gone.

Task #5:Communicate

your results. You’re now on the homestretch.Having come this ar, you want tomake sure that you communicate thendings o the survey to your CEO,supervisors, and employees. Believe itor not, the employees who completedthe survey will be curious as to whatthe results actually are. oo many times, small business health advocatesunderestimate the importance o sharing the ndings with the

group as a whole.

Tere are several ways to sharethe results with your company’svarious constituents. First, we wouldrecommend communicating theresults in a ace-to-ace meeting withyour CEO and supervisors. Tis will al low you to establish a directconnection with your company’sdecision makers. It also allows them

the opportunity to ask questions andobtain additional inormation.

just as a reminder, we would suggestthat your survey is anonymousand that no names or identiableinormation be required.

Oh, and by the way, incentives tocomplete the survey are not usually necessary in small companies.Tere’s no question that they canhelp to increase your response rates,but usually it’s just not a big deal toget people to complete this exercise without providing any sort o incentive.

Task #4:Develop your report.Te next task is to tabulate the resultsand develop a report which highlightsthe specic ndings. I you wantthe results to be taken seriously,it’s essential that you tabulate thendings and develop the report asquickly as possible. One o the mostsignicant mistakes small businesshealth advocates make is waiting toolong to nalize the results and developthe report. Again, it’s important that we reiterate the act that it is a huge

mistake to procrastinate on thistask. I you delay the results, people will lose interest in the outcomesand that’s the kiss o death to any program—large or small.

Interestingly when we delve a littlebit deeper to try to gure out why people put o tabulating results andormatting the report, it’s usually because they are intimidated by creating the document itsel. Here’s

a newsfash: the report need notbe more than ve typewrittenpages—maximum. I your report islonger than our to ve pages, yourun the risk that no one is going toread your results. While it soundscounterintuitive, the mostsuccessul small businesshealth advocates practice

All information©

Wellness Council of America(WELCOA) 2008. WELCOA provides worksite


Suggested Citation: Hunnicutt, D. (2008). Assessing EmployeeInterest . WELCOA’s Absolute AdvantageMagazine, 7(2), 24-29.

Believe it or not, the employees who completed the

survey will be curious as to what the results actually are.






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Emp lo yee Hea l t h In

teres t Sur ve y

1. O vera l l, m y hea l t h a nd we l l- b

eing a re ver y impor t a n t t o me.

Strong l y agree

A gree

I ’m Neutra l

Not rea l l y

I ha ven ’t rea l l y t houg ht a bout it

2. A t t his momen t in t ime,

I f ee l li k e m y presen t hea l t h s

t a t us is:

E xce l lent

Prett y Good

Needs some attention

Not w hat I wou ld li k e it to be

3. In t erms o f m y o vera l l in t eres t in be

ing a pa r t o f a compa n y- wid e

we l lness prog ra m, I a m:

Ver

y interested

Some w hat interested

Not ver y interested

I ’d need more inf ormation bef ore I cou ld sa y wit h an y certaint y

4. I f I were t o t a k e pa r t in a

compa n y we l l ini t ia t i ve, I w

ou ld be mos t in t eres t ed in t h

e f o l lo wing

t opics a nd a c t i vi t ies: (li t tle in

teres t > 1 2 3 4 5 < g

rea t in teres t )

Wa l k ing

Stretc hing

Strengt h training

Managing m y weig ht

Eating better

Q uitting smo k ing

Managing stress

S leeping better

Managing hea lt h issues li k e dia betes, art hritis, etc.

5. A re t here a n y o t her we l lness t opics you in

w hic h you wou ld ha ve po t en

t ia l in t eres t ?

_________________________________________________________________________________________

_________________________________________________________________________________________

_________________________________________________________________________________________

_________________________________________________________________________________________

6. W ha t a d vice a nd /or g uid a nc

e wou ld you pro vid e in t erms o f se t t ing up

a we l lness prog ra m f or t he

emp lo yee ’s o f our compa n y ?

_________________________________________________________________________________________

___________________________________________________________________

___________________________________________________________________

___________________________________________________________________





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32 | AB SOLUT E ADVAN T AGE

sn’t it interesting that when people enter the workorce, they are—or the most part—young, energetic, healthy, vibrant, and optimistic.But ater having spent 30 or 40 years involved in the daily pushand shove that the world o work demands, most people slowly

begin to wear out. Having neglected the importance o protectingpersonal health status, their well-being and vitality slowly begin todeteriorate—and, as this happens, it takes a noticeable and serious

toll on both organizational productivity and personal happiness.

Unortunately, when this sequence o events is initiated, we know romexperience that the spiral downward has begun and stopping this viciousdescent is difcult—even or the most well-intentioned.

Tragically, by the time most people realize how valuable their healthstatus really is, they have lost it.

Undeniably, this is exactly what has beenhappening in businesses throughout theU.S. or decades. And it’s especially true insmall business settings where benets are

ar less generous and access to healthcare ismuch harder to come by.



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o some small business leaders, all this blatant sharing o care and concern seems a bit hokey. But to the astute andsuccessul, this opening move is gospel.

Internal, External orOutsourced?

Having established and clearly articulated the motivationand rationale or conducting an annual health screening,it’s time to get down to the basics. First, let’s start by examining whether you should attempt to conduct ahealth screening internally, externally, or by contracting with an outside partner.

First, we need to share with you right up ront that wethink each o these options have merit. But we alsoneed to let you know that we believe that one option inparticular is ar better than the others.

InternalOne potential option or delivering health screeningto your employees is to allocate and dedicate internalsta time to get the job done. In this scenario, a smallteam o individuals within the organization take onthe responsibility o researching how health screeningsunction and then set up an internally-driven processthat works or the organization. In this approach, teammembers take on tasks like writing the communicationpieces, developing and disseminating invitations,creating registration protocols, setting up the screening

area, contracting with nurses to do the blood draws,establishing the incentives, etc., etc.

Certainly the most signicant advantage to conductinga health screening in this manner is that you have totalcontrol over all o the details—which, by the way, is alsothe biggest drawback. o be sure, taking on a task such asthis using internal sta is a lot o work—much o which will be new and, thus, require signicant research andexamination in order to do it successully. As a result o all the obstacles that come with this approach, taking thistask on internally is a potential option but it’s obviously

not the best one.

External Another option in making health screening availableor your employees is to do it externally. By external wemean rather than holding the health screening onsite,you’ll contract with an outside entity (most oten a localhospital) and arrange or your employees to get screenedat that particular location. For many small businesses this

The Importance of ConductingAn Annual Health Screening At the core o any exemplary small business wellnessinitiative is the notion o providing each and every employee with the opportunity to take part in a personalhealth screening. In act, a personal health screening

opportunity is such an important component that it isvirtually impossible to establish any type o eective wellness program without it.

Indeed, over the last two decades, we’ve learned that i people (1) don’t understand their present personal healthstatus and (2) aren’t able to objectively quantiy it, it’shighly unlikely that improvements will occur just due tothe simple act that employees have no idea i, when, andhow much they need to change.

In this article, we’ll urther discuss the importance o

providing regular health screenings or all employees and we’ll reveal important inormation that will help you todesign, deliver, and evaluate a screening initiative that willset your small business apart as an employer o choice.

“We Care About You” As you begin to think about the importance o providingan annual health screening or all o your employees, it’scritical that you examine your motivation or doing it inthe rst place.

And this is where things get interesting.

Having worked with numerous employers on this topic, we can tell you that the motivations range rom increasingproductivity to reducing healthcare costs to creating ahealthier organizational culture in order to attract betterand more qualied talent. And, as important and validas all o these motivations are, they will all ring hollow inthe ears o your employees unless you preace the entireundertaking with our words—“we care about you.”

Indeed, i you want health screening to take hold in your

organization, the number one message that has to be overtly and sincerely communicated to each and every employee isa simple yet powerul one—“we care about you.”

When you communicate this message in truth and in act,your employees will begin to understand that you, as theiremployer, recognize that health is truly the pearl o greatprice and serious and important steps have to be taken inorder to protect it.





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i, indeed, health screening is a core competency o theorganization you are considering or i it’s just one o anumber o services that the vendor provides. Also, be sureto ask i the organization you will be contracting with isthe one who is actually providing the services or i they will be sub-contracting with another “hidden” partner.For obvious reasons, we recommend that you select a

partner that has developed health screening as a corecompetency o their organization.

Staf Qualications A second element that should be considered whenchoosing a health screening partner is how well-qualiedthe potential prospect is. In most circumstances, you will nd that vendors all into two basic “camps.” Terst is the healthcare and/or RN (registered nurse) camp. You’ll be able to identiy them easily because the provider will tout credentials and certications that relate tothe soundness o their screening techniques like blood

draws and assessment o body composition—largely rom a healthcare perspective. Tis is a very importantqualication and should be taken seriously—the lastthing that you want is someone who is not qualied inthis area to be entrusted with the health and well-beingo your employees. But—and here’s the newsfash—it’s not the only qualication that should be considered when choosing a partner and this leads us to the secondcamp o vendors.

Currently, there is an entirely new group o health

screening partners that have recently emerged and—inkeeping with the spirit o practicing radical honesty—contracting with them is highly-preerable to just working with a healthcare provider. Specically, in thissecond camp, you’ll nd not only proessionals who arequalied to conduct blood draws and assessments o body composition (just to mention a ew), but you’ll nd agroup o health educators who can assist you in a variety o other ways. First, they can help you plan your healthscreening event—including things like building set-up,employee recruitment, registration, and developmento incentives right up ront so that everything is taken

care ahead o time. In addition, they’ll not only conductyour biometric tests like blood draws etc., but they’llalso provide an individualized coaching opportunity or each participant—which is critical to the behaviorchange process.

In an ideal world, we recommend that you identiy andselect a partner that alls into the second camp o healthscreening companies.

is a viable option and we believe that it is ar superior toconducting a health screening event using internal sta.Not only is there a group o trained proessionals who takecharge o the entire process but doing it this way can alsoinsulate you rom potential liability. Still, there are severaldrawbacks to this method, the most signicant being thatyour employees now need to travel to an osite acility to

get the tests they need. Not only is this inconvenient toboth employers and employees, but or small businesses itis particularly expensive as having employees away romthe job or several hours is quite costly.

OutsourcingTe third potential option or conducting an employeehealth screening is outsourcing. When we reer tooutsourcing, we mean contracting with an outside rmthat specializes in delivering high-quality health screeningservices or businesses and then letting them work theirmagic. In our experience, this is by ar the best choice as

you will have the luxury o being able to hold the healthscreening onsite and, at the same time, having skilled andcompetent proessionals leading the charge.

Beore proceeding, it’s important that we let you know that we understand the realities and constraints o smallbusinesses. Tereore, we believe that it’s always prudent tothink “good, better, best.” In this case, using internal sta to put on a health screening is good; contracting to do itexternally at an o-site location is better, and outsourcingit to a qualied and competent vendor is best.

For the rest o this article, we are going to proceed withinormation related to outsourcing it to a qualied andcompetent partner because we believe that this is by ar the most superior approach to conducting healthscreenings in a small business setting.

What To Look For In AHealth Screening PartnerBecause health screening is one o the most important thingsyour organization will ever do as it pertains to maintaining

and/or enhancing the health status o your employees, we would recommend that you only use qualied andcompetent vendors. Here are some things to look or.

Core CompetenciesOne key qualication in nding a good health screeningpartner is whether or not health screening is a corecompetency o the organization. Specically, werecommend that you assertively dig deep to nd out





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Because health screening is oneo the most important things your

organization will ever do as it pertainsto maintaining and/or enhancing thehealth status o your employees, we

would recommend that you only use

qualied and competent vendors.





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you should have in hand the document that will serve asthe blueprint or the entire event—rom beginning to end.

Communication and RecruitmentOnce the plan is completed, it’s time to begin executingthe communications campaign. Again, this should bedone with your vendor partner as they should be able to

provide you with all o the communication orms/lettersthat you’ll need to eectively communicate, recruit, andenroll your company’s employees.

Event DayBy contracting with a partner who can guide you throughall o the upront strategy ormulation, the day o theevent should be un and inormative. On the day o the event you can expect that your vendor partner willorchestrate the action and proessionally and successully deliver your health screening with class and style.

Follow UpOnce the event has been completed, a reputable vendorshould be able to provide you with some concrete ollow upinormation—not least o which includes basic evaluationsthat capture employee’s reactions and overall satisactionlevels. In addition to basic process evaluation inormation, agood vendor should also be able to provide your company’sexecutives with aggregate inormation concerning theoverall ndings—this would include inormation like totalcritical values and perhaps even aggregate health statistics.

What Tests Should Be

Performed?I you are going to conduct health screening or youremployees, it’s essential that you make sure that you oerthe right tests. At a minimum, you should oer youremployees the opportunity to assess total cholesterol (goodand bad both), blood pressure, blood sugar and body massindex. Using the latest technologies and tests, your vendorcan easily and straightorwardly conduct these tests oryour employees. What’s more, as a benet associated withbreathtaking technological advancements, your employees will receive their results immediately.

Once the testing has been completed and your employeeshave their results in hand, it’s highly recommended thatyour employees are given the opportunity to sit downand discuss the ndings with a qualied and/or certiedhealth coach. In this important encounter, the healthcoach will walk the individual through the results andmake sure that there is a clear understanding as to whatthe results mean—and what steps need to be taken inorder to maintain or improve individual health status.

Longevity and ExperienceObviously, the longer the company has been in business,the more reputable they’ll be. Be sure to ask questions o potential partners concerning how long the organizationhas been in business and what the credentials andexperience o the principals are. I would also be sure toinquire i there is any pending litigation against the rm.

TestimonialsPerhaps the best tests o potential partners are satisedcustomers. Be sure to get the names, addresses, andtelephone numbers o other organizations who have usedthe services oered by the rm. And once you get thenumbers, pick up the phone and make the call. oo many times, people get the names o reerences but ail to ollow through in contacting them—do not make this mistake.

An Aerial View of The

Health Screening ProcessHaving provided some essential inormation related toidentiying and selecting a reputable health vendor, it’snow time to turn our attention to reviewing how thehealth screening process actually works.

Initial MeetingIndeed, the entire process begins with an initial meetingbetween representatives rom your small business and thepotential health screening vendor. In this meeting, youshould share some basic inormation about your company

including the number o employees and potential timerames or delivering the actual event. But the vast majority o this meeting should be spent trying to get a betterunderstanding o the services, approaches and philosophy o the potential partner.

Formal ProposalHaving completed the initial meeting, you should requesta ormal proposal rom the vendor. In this proposal youshould expect to receive the scope o services, personnelresponsible or overseeing the initiative, timerames, andcosts. Tis proposal should be received in written ormat.

Planning Meeting

I you choose to accept the vendor’s proposal, the next stepis to meet with the provider or the purposes o developingthe plan that will guide the actual delivery o the healthscreening event itsel. Tis planning process should havebeen included in the proposal received by the vendor sothere shouldn’t be any additional ees associated with thiscomponent. At the completion o the planning meeting





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these services within your community. It’s also a good ideato contact your HR broker—they’ll be connected withrms who can provide these services. Finally, be sure tocontact your local hospital or healthcare providers to ndout i they make these services available to small businessesin your community.

SummaryHealth screening is an essential undertaking i you want tobuild a quality wellness program within a small businesssetting. In this article, we’ve outlined the process andhighlighted many o the details associated with providinghealth screening opportunities or your employees. As youmove orward, remember that it’s always a good idea tothink “good, better, best.” Remember, you don’t have to beperect right out o the gate, but it is essential that you getstarted and, over time, work toward building a programthat sets you apart as an employer o choice in the smallbusiness community.

What About A Health Risk Appraisal (HRA)?Perhaps one o the biggest questions you’ll have to aceis whether or not you should oer your employees theopportunity to complete a health risk appraisal at thesame time they are going through the screening process.

Our advice is that i you can aord to do it, you should. A health risk appraisal is going to provide the healthcoach with just that much more inormation and, whenall is said and done, the employee will have a very goodsnapshot o their total health prole.

Beore closing out this section, it’s again important toremind you that the key to this whole exercise is thecoaching encounter that is inserted on the tail end o thisexperience. Specically, ater the employee has completedthe appropriate biometric tests, and taken the HRA—i one is oered—it is critical to provide the employee the

opportunity to sit down and discuss the results with ahealth coach. In this encounter orchestrated by yourvendor, the health coach will sit shoulder-to-shoulder withthe individual and walk them through their results line-by-line. Tis is o the utmost importance because, i you’relike most organizations, you will have at least one employee who will present with a signicant health issue—and thehealth coach will point them in the right direction.

How Much Does HealthScreening Cost? Although it depends on the region o the country in which you live, health screening will generally cost about$25-$70 per employee. Te lower end o the scale appliesi you are only doing the biometric testing and the higherend o the scale applies to the biometric testing, the HRA,and the personal liestyle counseling experience.

Given the relatively low cost or such an important test, weencourage small business leaders to provide health screeningopportunities annually or at least every two years.

How To Find a HealthScreening PartnerTere are several ways that you can nd the perectpartner to help you deliver an exceptional health screeningexperience or your employees. First, it’s always wise tocheck out the WELCOA website as we make it a pointto promote and highlight premier providers. In addition,you can check with your local Chamber o Commerce orcommunity healthcare coalition to nd out who’s providing



Suggested Citation: Hunnicutt, D. (2008). You Can’t Change What You Can’t Measure . WELCOA’s Absolute AdvantageMagazine, 7(2), 30-37.

Ann Sabbag is the founder and President of Health Designs, a leader inworksite wellness specializing in health risk assessments, corporate health

screenings and liestyle coaching.

Ann and her team of enthusiastic health professionals work with diverse

companies, in every major industry, throughout the country includingFortune 500 companies such as JPMorgan Chase, Duncan Aviation,Anheuser Busch, Hewitt and JM Family Toyota. Last year alone, her company

provided wellness services at more than 200 diferent worksites.

Ann earned her Masters degree from the University of North Florida inHealth Administration and her undergraduate degree in Health Education

rom Florida State University. She is a Health Educator certied in IntrinsicCoaching with extended studies in nutrition and behavior change. She isalso an Advisory Member o the Wellness Council o America.

Her company is Blue Cross and Blue Shield o Florida’s wellness partner,providing health promotion services to Blue Cross’s large corporateclients throughout Florida. In the Year 2000, Health Designs was awarded

Business o the Year in Health Education by the American Association o Health Education.

Visit www.healthdesigns.net or more inormation.

Dr. David Hunnicutt is the President o the Wellness Council o

America. As a leader in the eld o health promotion, his vision

has led to the creation o numerous publications designed


About David Hunnicutt, PhD

About Ann Sabbag, MS



http://www.healthdesigns.net/

http://www.healthdesigns.net/





ABSOLUTE ADVANTAGE






WELCOA®






ABSOLUTE ADVANTAGE


there’s one thing we’ve learned about keeping people healthy ina worksite setting, it’s that physical activity may very well be themagic bullet. Indeed, or the last two decades some o the bestscientists in the world have been telling us about the benets o exercise—and that being physically active can not only keep us

healthier but it may also allow us to actually live longer.

And isn’t that what it’s all about—living better and living longer?

Because o the benets to both the individual and the organization, webelieve that helping employees to live longer and healthier lives should

be a undamental pursuit o every small business employer. And that’s

what this article is all about.





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physical activity, it’s time to turn our

attention to selecting and implementinga physical activity campaign that’s rightor your small business setting.

How A Physical ActivityCampaign WorksIn essence, a physical activity campaignis a prepackaged program that takesyou by the hand and walks youthrough the process o incorporatingan actual physical activity programinto your workplace. Although there

are numerous campaigns to chooserom, they all do pretty much do thesame thing. Specically, when youselect a campaign, you’ll receive threesets o materials.

First, you will receive a coordinator’sguide which will provide you with allo the important details surrounding

on unnecessary health care costs and

lost productivity related to poor dietand sedentary liestyles alone.

With this in mind, it is in the bestinterest o every small businessemployer—and their employees—toembrace physical activity initiativesat the worksite. And perhaps oneo the most expedient ways to getyour people up and moving isto implement a physical activity incentive campaign in your small

business setting.

Here’s what you need to know.

An Introduction ToWorksite PhysicalActivity CampaignsNow that we’ve made the case or

The Need For

Physical ActivityPlain and simple, human beings havea undamental need to be physically active. In act, marvelous thingshappen when people exercise 30to 60 minutes on most days o the week. Not only do people eel better,they actually are better—physically,mentally, and emotionally. However,it’s when people don’t get enoughphysical activity during the day that

things start to all apart. Weight gain,musculoskeletal problems, stress, heartdisease, diabetes and some cancersare direct consequences o not gettingenough exercise during the day.

And or small business employers andtheir employees, that spells disaster. Inact, U.S. employers will spend billions





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incentive campaigns are included withyour annual dues.

Each year, it’s not uncommon orthousands o companies to implementsuch a campaign, but they are stillrelatively new in small business

settings—we hope that you’ll moveorward post-haste.

Electronic orHard CopyPerhaps the most signicant decisionyou’ll need to make concerningoering a physical activity campaign inyour small business setting is whetherto oer it in an electronic version orhard-copy ormat. Obviously the

electronic on-line version will be a whole lot easier to administer since you won’t have to worry about handlingany paper—but it also comes witha completely dierent set o issues.Indeed, i you are going to oer anonline version you’ll need to be sureto oer a thorough orientation to allo your employees to make sure thatthey are savvy enough to take ulladvantage o the program.

Here’s my advice to those who arein charge o coordinating wellnessprograms in small business settings—oer the hard copy version the rsttime through. For some reason,the hard copy version is a lot morestraightorward the rst time you doit—maybe that’s because it gives boththe coordinator and their employeessomething tangible to take partin. Whatever the reason, I strongly

suggest using a hard copy version therst time through. Once you havesuccessully completed a campaign,it will make much more sense to youand you’ll better understand all thelittle details and nuances that needto be attended to. Armed with thisknowledge, you’ll be ready or theonline version.

actually register and enroll eachparticipant who will be taking part inthe initiative.

Last but not least, you will receive theparticipant’s materials and handouts.Tis inormation is usually presented

in the orm o a “handout master”that is ultimately reproduced onyour copy machine and disseminateddirectly to those who are participatingin the campaign.

In its entirety, the physical activity incentive campaign is approximately 40 to 100 pages in length—andthey’re designed to be extremely user-riendly. In terms o costs, you canexpect to pay anywhere rom $50 to

$200 or such a campaign—althoughas a WELCOA member, your

the implementation and delivery o the campaign itsel. For example,a good coordinator’s guide willoutline important inormation likethe tasks that need to be completed,the timerames in which they need to be accomplished, and the

communication materials that needto be disseminated in order to getthings o to a ast start. By readingthrough the coordinator’s guide romcover-to-cover, you should have abetter grasp on how the entireprocess works rom end-to-end.

In addition to the coordinator’s guide,you will also receive registrationand promotion materials. Tisinormation will help you promote

the upcoming campaign and thenyou will use the orms provided to

WELCOA’s Step-By-Step Incentive Campaign is an excellent way

to get your employees up and moving. It’s available at no charge

on WELCOA’s InfoPoint (members’ only) website.





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Activity vs. Inactivity





ABSOLUTE ADVANTAGE


WELCOA WELCOA is also another excellentresource to access physical activity incentive campaigns. As one o the nation’s premier resources or workplace wellness, WELCOA hasdeveloped a variety o incentive

campaigns over the years. Specically,you can access the campaigns in oneo three ways. Tere are campaignsthat are available to members on WELCOA’s members-only websiteInopoint. In addition, there arecampaigns that are available throughthe e-store at www.welcoa.org . Tecost or an incentive campaign isextremely aordable—$19.95—andthere are a variety o titles available. Also, rom time to time, WELCOA

will make available incentivecampaigns ree o charge—be sure tocheck out the ree resources section at www.welcoa.org .

SummaryTis article has presented the need orincorporating physical activity intosmall business settings. o accomplishthis, we recommended implementinga physical activity campaign to get

generate some excitement and energy. Available in both electronic and hard-copy versions, it is strongly suggestedthat small business wellnesspractitioners utilize a hardcopy version the rst timethrough the process. Whencoupled with a thoughtulincentive, physical activity campaigns have generatedremarkable results whichhave contributed to an

overall change in thecompany’s healthculture.

like customized water bottles,hats, t-shirts, etc. Tey will addsome additional cost to the overallimplementation o the campaign, butit does save you some legwork due tothe act that you don’t have to come

up with your own incentives.

While it’s beyond the scope o thisarticle to discuss incentives in detail,it is sucient to say that you shouldlook or an incentive that peopleperceive to be valuable and, at thesame time, is cost ecient to theorganization.

Where Can I Get

PrepackagedIncentive Campaign?Fortunately, there are severalorganizations that have developedphysical activity campaignsspecically or worksites.

Health Enhancement SystemsHealth Enhancement Systems is ahealth promotion product and servicesprovider located in Midland, Mi. As

the creator o numerous incentivecampaigns including Walktober,urkey rot and 12 Days o Fitness,this organization has made availablea series o exceptional campaignsthat have been implemented by organizations o all kinds. Be sure tocheck out their excellent website at www.hesonline.com.

The Importanceof IncorporatingIncentives Along with utilizing a prepackagedphysical activity campaign, you’llalso want to strongly consider

incorporating some sort o incentiveinto the process to ensure that people will actually enroll and take part inthe program. Here’s a general rule o thumb to remember when choosingyour campaign incentives—you wantto be sure to nd the right type o incentive that gets people excitedbut, at the same time, doesn’t break the bank.

Make no mistake about it, theincentive you ultimately decide to go with is a very, very important decisionas it will, in large part, determine who’ll take part in the program.

Logistically, i you oer a lameincentive—like ree stalks o celery to those who nish—no one willregister. On the other hand, i youoer too rich o an incentive—like amonth o—your employees will betaking part or something other thangetting physically active—and it willcost you dearly.

From experience, we can tell youthat oering merchandise like twomovie tickets or those who completethe experience is usually a pretty good incentive and will get people’sattention. In addition, cash is alwaysa winner. A $25-$50 dollar gitcerticate or those who complete thecampaign can also get people to buy into the process.

And, there is always the optiono incorporating the suggestedincentives supplied by the vendor o the campaign. For example, many vendors have already developed abevy o incentives that can be easily incorporated into any campaign—

All information ©Wellness Council of America(WELCOA) 2008. WELCOA provides worksite


Suggested Citation: Hunnicutt, D. (2008). The Magic Bullet .WELCOA’s Absolute AdvantageMagazine, 7(2), 38-44.

The incentive youultimately decide to

go with is a very, veryimportant decision

as it will, in large part,determine who’ll takepart in the program.




http://www.hesonline.com/




http://www.hesonline.com/






Contact Wellstream Todayfor Your Price Quote

Phone: 402.827.3590

Email: [email protected]

Web: www.getwellstream.com

WELCOA’s OnlineHealth Risk Assessmenthe Wellness Council o America, one o the nation’spremier resources or workplace health promotion,is proud to introduce Wellstream. Wellstream is an

innovative, user-riendly health risk assessment. hispowerul online tool will help your employees toassess and monitor their personal health status. Moreimportantly, Wellstream—through its aggregate reportingunction—will allow you as an employer to decipherimportant organizational health trends and introducethe appropriate health management interventions.

Wellstream Is More

Than Just An HRA With more than two decades in the business o worksite wellness, WELCOA can help you set up an aggressive aneective communication campaign and incentives to drivup participation. So when you purchase Wellstream, you’get much more than just an online assessment...you’ll getpartner who is committed to helping you succeed.

WellstreamCan Be CustomizedI you’re looking or a custom tool, we can help you create

a look and eel that’s uniquely your own. From adding your

logo to complete customization, Wellstream can it any desi

Wellstream IsAffordable And CostEffective When choosing a health risk assessment, cost is alwaysa actor. hat’s why we’ve chosen to price Wellstream competitively. In act, you’ll ind that Wellstream is perhapthe most cost eective HRA in the industry. Please conta

a Wellstream representative at 402.827.3590 or send anemail to [email protected] to inquire aboutcustom pricing.


http://www.getwellstream.com/



http://www.getwellstream.com/




ABSOLUTE ADVANTAGE

In this issue o Absolute Advantage , weocused our energies on addressing theart o implementing a great worksite wellness program in a small businesssetting. By embracing 10 specicactivities, leaders o small businesses

can develop and deliver a wellness program that will set

them apart as an employer o choice.

In addition to providing an aerial view o the entireprocess, we’ll also shed light on ve o the 10 activities.Specically, we’ll discuss the importance o capturingCEO support, designating a company wellness leader,conducting an employee health interest survey, providingan opportunity or health screening, and administeringan annual physical activity campaign.

Subsequently, in the next issue o Absolute Advantage , we will address the ve remaining activities whichinclude: conducting lunch ‘n learns, establishing an in-house wellness library, disseminating a quarterly wellnessnewsletter, implementing health promoting policies, andpromoting community health eorts.

We hope that you enjoy this issue o Absolute Advantage .

Yours in good health,

Dr. David HunnicuttPresident

Big Steps For SmallBusinessesThe Art o Implementing

A Great Wellness ProgramIn A Small Business Setting

The Art of Implementing A GreatWorksite Wellness Program In ASmall Business SettingSmall businesses matter to the American economy. In act, accordingto the U.S. Small Business Administration, a staggering 99.7% o all

businesses in the U.S. are small businesses. In this article, we’ll discusshow worksite wellness programs can create healthier cultures.

2

10 Step 1: When It Comes

From You...Perhaps the single most important element inbuilding and sustaining a wellness program ina small business setting is having CEO buy-in.Read on to learn more.

16 Step 2: There Is An “I”

In TeamWhile wellness teams are the rule or largerbusinesses, they’re not the ideal ft or smallerones. In this article we’ll discuss the importanceo designating a company wellness leader.

24 Step 3: AssessingEmployee Interest

By accurately capturing how your employees eelabout workplace wellness programs, leaders o small businesses can take signifcant steps towardkeeping their populations healthy and well.

30 Step 4: You Can’t Change

What You Can’t MeasureIn this article, we’ll discuss the importanceo providing regular health screenings or allemployees. In addition, we’ll reveal importantinormation that will help you to design, deliver,and evaluate a frst-rate health screening initiative.

38 Step 5: The Magic

BulletIt’s in the best interest o every small businessemployer—and their employees—to embracephysical activity initiatives at the worksite One

Health Screning

Documents

Transcript of Health Screning