for starters… 70 percent of fortune 500 companies have some kind of wellness program wellness is...
Post on 21-Dec-2015
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For starters…
• 70 percent of Fortune 500 companies have some kind of wellness program
• Wellness is the new “environmental movement” of the workplace
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Which way do I go?• Aerobic dancing• Tai Chi• Gourmet diet• Ergonomics• Chiropractic• Massage• Stress management• Free bicycles• Blood pressure checks• Clinical nutrition• Smoking cessation• Team sports• Five a day fruit• Mandatory
pedometers• Zen yoga
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• Look at characteristics that shaped successful programs
• Stephen Covey• 7 Habits of Highly Effective People paradigm
applied to workplace wellness
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HABITS of
HIGHLY EFFECTIVEWELLNESS PROGRAMS
POWERFUL LESSONS IN CORPORATE HEALTH
7The
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Feeding the Golden Goose
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Healthy People=Healthy Profits
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• “The PC principle is to always treat your employees the way you would want them to treat your best customers.”
– Stephen Covey
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• Workplace wellness:
– Bribery?– Investment?
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• “PC work is treating employees as volunteers just as you treat customers as volunteers, because that’s what they are—they volunteer the best part—their hearts and minds.”
– Stephen Covey
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Google– Able to keep creating, inventing,
finding solutions, breaking boundaries, and realizing new technologies they never imagined possible
– Employee education, PD, employee health
– free bicycles– Healthy gourmet meals– Onsite massage
– Most sought after companies– 1,300 applicants per day
– Lowest staff turnover in IT– 5%
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• “If we don’t continually invest in improving or PC we severely limit our options.”
– Stephen Covey
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Habit 1: Begin with the End in Mind
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• A company should have a clear vision of it wants to achieve or where it wants to go with its program
• What is wellness?• How does it fit into the
larger mission?
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• The wellness approach• Holistic approach• Optimising health by
accounting for these factors
• The wellness and business• Tremendous potential for
change
• Some wellness advocates suggest that this should be incorporated into a companies mission statement
Chemical Emotional
Physical
Wellness
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NASA
• Mission statement:– “to explore space and search
for life”
• Recognized the importance of optimal physical and mental fitness for astronauts
• Applied the same principles to all employees, engineers and janitors alike
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NASA
– Has specifically stated mission with regard to employee health
– “…to ensure that every NASA employee will on leaving or retiring from the agency, be healthier than the average American worker as a result of his or her experience with NASA…”
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• Authenticity– If a wellness program is part
of a larger mission statement it is easier to implement and support
– Without mission statement or clear vision:• Just another politically
correct exercise in pamphleteering and mandatory lectures
• HR burden that consumes resources– Hassles employees– Stresses employers– Paradigm shift
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Habit 2: Be Proactive
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Habit 3: Put First Things First
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Metro Police
• Metro Police:– Stress reduction
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First ScotrailImplemented wellness
program in 2006 targeting low back pain and other lifestyle factors
• Interventions:– Onsite back care
lessons– Hands-on treatment– Gym memberships– 1:1 lifestyle counselling
• Overall saving ₤3 million per year
• Wellness program won an honorable mention
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US Department of Defense
• Low back pain also a priority
• Chiropractors in US bases in 2004
• Reduced absenteeism by over 300,000 lost duty days—or 30 %
• Program has since been expanded
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Habit 4: Seek First to Understand, and then Be Understood
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The Employees Side
• Listening actively
• Bottom-up approach, rather than top down
• Surveys, etc.
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Digital Outlook
• Surveyed employees for health priorities
• Flexible working hours
• Health and wellness scores improved 11 %
• Sickness absence rates fell 95%• Staff turnover reduced from
34% in 2007 to 9% in 2008
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Management’s Side
• Executives who question the approach:– More external pressure– New government
regulations or requirements
– More pressure from employees or unions
– Wellness data…
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Management’s Side
• 180 million lost working days per year
• Cost: £575 per employees
• £32 billion• Presenteeism
costs an additional 2-7x that figure
Stress53%
low back pain36%
chronic i l lness/injury11%
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Management’s Side
• Recognize there is a problem
• Absenteeism• Injury• Low morale
• Recognize the need for assessment
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Parcel Force• In 2002 had record profits but high
absenteesim, accident rate and low employee satisfaction
• Deligated wellness strategies to local managers– Health risk assessments, MSD
treatment, stress counselling– Wellbeing promotion: gyms, bicycle
loans, sports grants– 24/7 health and wellbeing contact
centre– Sickness and absence reduced 1/3,
saving £55 million– Accidents reduced 45%, saving
£440,00– Customer service improved by 50%
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Habit 5: Think Win-win
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• Wellness should be focussed on results, not method
• Essence of win-win strategy• Focussed what is to be done, not how• Allows for flexibility
• Respect between parties involved• Employees can only volunteer their loyalty• Example from Glasgow
– Reactive programming is win-lose as well as lose-lose
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Potential Problems
• Wellness as the elephant in the room• Politically-correct time waster• Infringement on people’s privacy• Infringement on personal choice
– Rather than alleviating stressors, you’re creating them
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Potential Problems
• Wellness borders on some very personal issues:
• wt. loss• smoking
• Respect for employees is fundamental
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Respect for Decision Makers
• Management is taking risk
• Need to see returns• Wellness programs
should have a healthy ROI
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Respect for Decision Makers
• Which Wellness programs have greatest impact?
• Absenteeism• ROI• Pricewaterhouse Cooper
report
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Respect for Decision Makers
• Price Waterhouse Cooper report
• Wellness programs reduced absenteeism on average 40 percent
• Not all wellness programs were equal
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15.8
34
0
5
10
15
20
25
30
35
40
Health Awareness ErgonomicIntervention
Manual Therapy
Return On Investment of three types of Health Intervention in the Workplace in the UK,(Source: Price Waterhouse Coope,
2008)
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Return On Investment at Three US Onsite Intervention Programs for Musculoskeletal Disorders, (Source: Price Waterhouse
Cooper 2008)
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Respect for Decision Makers
• Three criteria for successful program:• Musculoskeletal intervention• Onsite education program• Onsite intervention or counselling
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• Initiated “Back Care” workshops program in 2005 to reduce absenteeism attributed to back pain:– Back care instruction– Onsite manual therapy
intervention – Back-related absence
reduced 43 %– Return on investment
was 1:31, or ₤1660 for every participating employee
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Habit 6: Synergize
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• Synergy is what happens when we use all of the habits we’ve described here– When the combined
results are more than the input
– 1+1 doesn’t equal 2, it equals 3 or 5 or 500
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• It’s what happens when we stop comparing, criticizing and controlling and just appreciate differences
• It’s what is behind the most the successful wellness programs
• YouTube - British Heart Foundation and BANES - Health at Work
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• Synergy is also where companies come up with new ideas
• From Google’s massage therapy to the DoD and chiropractic
• Theses innovations are outside of the box of expected wellness programs– More effective– Higher ROIs
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• Standard objection to wellness programs:
• Why give programs at work when they are pretty much available everywhere– Smoking– This is a huge
opportunity for wellness programs to give people what they are not getting elsewhere
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• Huge interest in natural health approaches
• Groundswell against more traditional approaches
• Wt. Loss• Tried all the remedies• Missing most recent data
—cutting high fructose corn syrup and sugar more important than cutting fat
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• North Sea Health:• Looking at ways of
delivering up-to-date information on topics such as clinical nutrition to the workplace
• Looking at way of delivering chiropractic in the workplace
• Looking at ways of providing people with effective, evidence-based options
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• Report for the Medical Research Council in 2008 estimated that the time it takes for new research findings to be adopted by standard clinical procedures for cardiovascular disease alone in 9-25 years – Average gap of 17 years
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• This gap is probably wider in the non-pharmaceutical arena:– Vitamin D
• Medical breakthrough• Thousands of papers for
use against– Cancer– Inflammatory diseases– Back pain– Cold and flu prevention– To name a few
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• It will likely be years before this is incorporated into mainstream medicine
• This is huge opportunity for wellness initiatives
• Wellness programs could provide basic health education as well as helping to inform people about alternatives
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• Workplace wellness could be a way to think outside the box:
• Thinking beyond standard wellness approaches
• To bring cutting-edge, evidence based education and treatment to the workplace
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Habit 7: Sharpen the Saw
• This really just about the importance of renewing the other habits
• Need to have in place tools to assess and improve your program
• The need to constantly refer back to a vision or mission statement as a reference
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Review
• 1.Begin with the end in mind
• 2. Be proactive• 3. Put first things first• 4. First seek to
understand• 5. Think win-win• 6. Synergize• 7. Sharpen the saw
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• Thank you• Questions
• www.northseahealth.com• www.mercola.com