Burnout is an increasingly prevalent issue in today’s fast-paced corporate world. Defined as a state of physical, emotional, and mental exhaustion caused by prolonged and excessive stress, burnout doesn’t just impact the individual experiencing it. Read More→
It’s important that we take care of ourselves, but sometimes we get caught up in the busy of life and then we find ourselves drowning in all the things we need to do. October is Healthy Workplace Month. Read More→
In today’s fast-paced corporate world, the health and well-being of employees have become paramount.
We have all become very adaptable throughout the COVID-19 pandemic by wearing masks, including while exercising at your workplace fitness centre.
While we are not training you for the Olympics, we are still staying on top of the latest information on high-intensity exercise. According to an article published March 9, 2021; the Center for Disease Control and Prevention, recommends that you SHOULD wear a mask while exercising indoors, even during high-intensity training. The article states that performance is not affected by wearing a mask during exercise. Read More→
For ten years I worked in corporate fitness and wellness. Many of my clients continually told me, I just don’t have time to take care of me. Work was used as an excuse. Let’s face it, we all live full and busy lives, but we all will make time for what is most important.
Photo Credit: Carl Heyerdahl
Many workplaces try to find ways to help improve their staff’s overall wellbeing, by offering clinics, lunch n’ learns, stretch breaks etc. Here are my top favourite activities to help employees become more aware of their health and improving their health in the workplace. Read More→
Photo credit Edward Jenner
First, the transition to working from home caused a great deal of stress. Now, returning to work is having the same impact. Whether employees continue to work from home or are forced to return to the office for any reason, they must be provided a consistent, wholesome wellness experience.
A holistic employee wellness program requires a combination of mental and physical health as its top priority. Currently, the owner of most well-being programs in organizations is HR because traditionally well-being was a culture issue. With the hybrid model of or working from home and/or the office, organizations that have made the pivot with digital wellness platforms will help combat the anxiety and stress their teams are experiencing to aid in lasting change and job satisfaction. So how then do organizations pivot and find wellness solutions that will work? Read More→
1. Start Small – You may find that it’s a bit harder to run as fast or lift as much as you used to. Take time and build your body again. Starting too big can lead to injuries. Read More→
A personal training client wanted to ride his bike to work twice a week and once on the weekend. When I asked how the cycling was coming along, he threw his hands in the air and listed all the reasons why it wasn’t happening:
Sometimes we are so busy solving work challenges we need a little help with solutions for our own health and well-being. Curtis Health Personal Trainers can help with accountability and solutions to help you meet your fitness goals.
My name is Charles Curtis, founder and President of Curtis Health. For more than 30 years I have been reading, consulting, discussing and writing on the ever increasing costs of poor health in the workplace and improving workplace well-being.
We know that costs associated with employee health continue to rise regardless of the overwhelming evidence of the positive return on investment (ROI) from effective workplace wellness programs.
So how can we determine what programs result in the positive outcome companies now must strive for?
A 2011 Sun Life-Ivey Business School study, Canadian Wellness Return on Investment Study, identified the five best practices to support optimal wellness strategy, design and implementation as:
Leadership
Over the past 30 years, some organizations I’ve worked with exist through a philosophy of wellness for everything they do. Starting from the top, leadership believed that organized wellness activities were to be woven into the fabric of the company. The result was continuous growth, positive energy, pride and better outcomes resulting in organization wide cost savings while allowing the wellness budget to continually grow.
Contrary to this winning approach, I have seen cases where a very small budget was given to outfit fitness centres and see how the attendance would be before any more funds were injected into the program. This “build it and they will come” philosophy without strong leadership or investment usually results in little engagement, accountability and ownership of the program. Simply put, a fitness centre, the odd education communication, a weekly class and workshops as a “wellness program” does not result in positive changes in the workplace.
Policies and Practices
A strong business case with solid policies and practices is a must in order to sustain a wellness program over time. The strongest programs have a team of dedicated employees supported by leadership and an outside expert to help guide them through the pitfalls of a start up or refresh. Forming a committee to establish guidelines sets the tone for a strong program. The key to this is having a solid plan and committee members that are committed to the program, the company and the people. Without a dedicated group willing to work hard and support the policies it is an uphill battle.
Communication
The best programs have the strongest methods of communications. If the communication system is not effective then it doesn’t matter if you have the greatest programs available.
One example of this I have seen, had a middle management who believed in the program but there was little budget to promote the services. That created a situation where the organization had little “skin in the game” and left the program and sign ups to the employees without financial support, leadership or ownership. That was not a sustainable model. Opposite to that, I have seen programs that have a strong web presence, communication policy and plans. Consistent messages and programs are promoted well in advance throughout the locations and levels of organization, and supported by champions spreading the good word. Again, the more the investment and programs are communicated effectively, the better the returns.
Targeted Programs
Using passive forms of communication alone, such as educational handouts on fitness, health and wellness, does not achieve a positive return on investment. Behavioral health interventions will provide a much better result, establishing a winning plan for reducing those costly areas of concern and enabling the employee population of your company to flourish.
In my experience, using a health risk identification process and interest survey as a program launching point will ensure all data and health trends are collected from the beginning. This data is paramount in identifying and targeting the key areas of risk and interest in order to establish the most effective services and programs and maintain program accountability.
Evaluation
As a follow up to the risk identification process, it is suggested organizations develop a comparative feedback measurement to evaluate program success and establish accountability. The most successful programs are under constant scrutiny and evaluation. Evaluation can come in many forms: participation levels, participation feedback, pre and post test results and financial cost benefits just to name a few. This process motivates the organization to keep on top of the program and make adjustments as needed in a timely matter.
Charles Curtis is President of Curtis Personalized Health Management and owner and General Manager of 12 Weeks to Wellness: Premier services in providing fitness, health, wellness and coaching programs to individuals and organizations since 1985.
Visit us at any of the following locations!
https://www.facebook.com/CurtisPersonalizedHealthManagement
604-921-2348
info@curtishealth.com
Sources:
Change in Health Risks Associated with a Total Population Health Promotion Counseling Program in a Healthcare System
Wright D.W., Schultz A, Edington D.W. Journal of Health and Productivity 5(1):3-9, 2010.
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