Upload
timothy-holden
View
159
Download
1
Tags:
Embed Size (px)
DESCRIPTION
One day open training event held in Mississauga, Canada.
Citation preview
Wellness in the workplace for 2013
by Toronto Training and HR
January 2013
Page 2
3-4 Introduction to Toronto Training and HR 5-6 Definitions 52-53 Designing a wellness
program7-8 Benefits of wellness programs 4 54-56 Implementing a wellness
program9-10 Components of wellness 57-58 Wellness program action
plans11-12 Factors affecting wellness 59-60 If no effort is spent on 13-14 The idea of PERMA marketing…15-16 Employee types 61-64 Factors inhibiting
participation17-18 Drill A 65-67 Absenteeism 19-20 Nutrition 68-69 Motivation21-23 Exercise 70-71 Learning & development24-25 Weight control 72-75 Incentives26-27 Obesity in Canada 76-79 On-site clinics28-30 Tackling osteoarthritis 80-81 Drill B31-32 Smoking 82-84 Improvements to look
for33-35 Mental health 85-86 Possible changes36-37 Stress 87-89 ROI of a wellness program38-39 Fatigue management 90-91 Program evaluation40-46 We’re all getting older 92-93 Elements of a scorecard47-48 Ergonomics 94-95 Useful websites49-51 Adopting a strategic approach 96-98 Case studies
99-100 Conclusion and questions
CONTENTS
Page 3
Introduction
Page 4
Introduction to Toronto Training and HR
Toronto Training and HR is a specialist training and human resources consultancy headed by Timothy Holden 10 years in banking10 years in training and human resourcesFreelance practitioner since 2006The core services provided by Toronto Training and HR are:
Training event designTraining event deliveryReducing costs, saving time plus improving employee engagement and moraleServices for job seekers
Page 5
Definitions
Page 6
Definitions Health Wellbeing Wellness Mental health Stress Presenteeism Obesity
Page 7
Benefits of wellness programs
Benefits of wellness programs Differentiated employee
value proposition Increased attraction and
retention of employees Improved productivity Higher levels of
engagement Competitive advantage as
an Employer of Choice
Page 8
Page 9
Components of wellness
Page 10
Components of wellness Physical Mental Emotional Spiritual
Page 11
Factors affecting wellness
Factors affecting wellness Constant change Communication breakdown Increased uncertainty
Page 12
Page 13
The idea of PERMA
The idea of PERMA Positive emotions Engagement Positive relationships Meaning Accomplishment
Page 14
Page 15
Employee types
Employee types
The lucky ones The yes-I-can group The I’ll-do-it-tomorrow
group The unlucky ones The leave-me-alone group
Page 16
Page 17
Drill A
Page 18
Drill A
Page 19
Nutrition
Nutrition Consequences of poor
nutrition Food groups Tips
Page 20
Page 21
Exercise
Exercise 1 of 2
IMPACT OF EXERCISE Weight control Preventing health
conditions and diseases Better mood Energy boost Improved sleep Re-energized sex life Social benefits
Page 22
Exercise 2 of 2
BENEFITS Cardiovascular function Skeletal muscle Tendons and connective
tissue The skeleton Joints Metabolic functions Psychological function
Page 23
Page 24
Weight control
Page 25
Weight control Fitness and exercise Gradual reduction in
weight Eating out
Page 26
Obesity in Canada
Obesity in CanadaCANADIAN HEALTH MEASURES SURVEY Body Mass Index (BMI)-
male Body Mass Index (BMI)-
female Waist circumference
Page 27
Page 28
Tackling osteoarthritis
Tackling osteoarthritis 1 of 2GOOD EMPLOYER PRACTICES• Ensure that jobs and work
tasks are designed ergonomically
• Encourage good fitness and weight management
• Work with arthritic employees to modify their jobs to accommodate their pain
Page 29
Tackling osteoarthritis 2 of 2GOOD EMPLOYER PRACTICES• Offer benefit plans
covering drugs that relieve the progressively worsening pain of osteoarthritis
• Using technologies that reduce or relieve employees of the need to use arthritic joints
Page 30
Page 31
Smoking
Smoking
Interesting numbers Absenteeism Productivity Increased risk for smokers
compared to nonsmokers How to facilitate change
Page 32
Page 33
Mental health
Mental health 1 of 2
Definitions Continuums Determinants of mental
health Mental health dynamics Mental illnesses Workplace specific factors Strategies for the
workplace Potential program
interventions Psychosocial risk factorsPage 34
Mental health 2 of 2
Barriers to mental health promotion
PHWP (Psychologically Healthy Workplace Program)
Creating a culture that is conducive to mental health
Managing a Leave of Absence and Return to Work
Page 35
Page 36
Stress
Stress
RISK ASSESSMENT Educate all employees to
understand the stress concept and causes
Find out what are the causes in the organization or team
Work with employees to find solutions
Write an action plan for improvement
Monitor and reviewPage 37
Page 38
Fatigue management
Page 39
Fatigue management
Staffing Scheduling Environment Alertness Education
Page 40
We’re all getting older
We’re all getting older 1 of 6
Page 41
Page 42
We’re all getting older 2 of 6
We’re all getting older 3 of 6
Page 43
We’re all getting older 4 of 6
Page 44
Page 45
We’re all getting older 5 of 6
Page 46
We’re all getting older 6 of 6
Page 47
Ergonomics
ErgonomicsQUANTIFYING THE IMPACT Work-related injury costs Absenteeism and turnover Modified work Claims management Ergonomics program costs Quality costs Productivity costs Intervention costs
Page 48
Page 49
Adopting a strategic approach
Adopting a strategic approach 1 of 2
Commitment from senior leadership
Assessment Communication Incentives Continuous evaluation
Page 50
Page 51
Adopting a strategic approach 2 of 2
MAPPING A WELLNESS STRATEGY Assess the needs Ask employees Start inside Consider a comprehensive and
integrated prevention approach
Narrow the field with accreditation and certification
Keep up to date Involve other and collaborate Ask for assurances and
guarantees
Page 52
Designing a wellness program
Designing a wellness program
Planning and setting up of support structures
Gathering information Developing a strategic plan Implementing and
monitoring Evaluating Reviewing, planning and
adjusting
Page 53
Page 54
Implementing a wellness program
Implementing a wellness program 1 of 2
Gain support from management
Introduce the concept and identify needs
Gain support from employees and establish program responsibilities
Develop goals and objectives
Identify program activities, develop an action plan and budget
Page 55
Implementing a wellness program 2 of 2
Select incentives and rewards
Identify additional support Promote your program Manage your program Evaluate your program and
make improvements
Page 56
Page 57
Wellness program action plans
Wellness program action plans
Healthy eating Physical activity Smoking Stress management
Page 58
Page 59
If no effort is spent on marketing…
If no effort is spent on marketing…
Health matters get rationalized
Resistance to change Dislike of substantial effort
and lifestyle changes Reliance on traditional
corrective medicine
Page 60
Page 61
Factors inhibiting participation
Factors inhibiting participation 1 of 3 Lack of programs that
interest the targeted employee population
Privacy fears Concerns over employee
involvement in personal life
Apathy, ranging from indifference to lack of interest and basic denial
Poor communication and promotion of programs by the employerPage 62
Factors inhibiting participation 2 of 3ENGAGING EMPLOYEES WHO ARE NOT PARTICIPATING Identify areas of interest
and need to employees Provide continuum-of-care
programs Pinpoint and address
factors inhibiting participation
Create strong incentive programs
Page 63
Factors inhibiting participation 3 of 3ENGAGING EMPLOYEES WHO ARE NOT PARTICIPATING Build and promote a
culture of health that makes wellness a social norm and includes leadership support
Develop marketing strategies to promote programs creatively, continuously and often
Focus on personalized experiencePage 64
Page 65
Absenteeism
Absenteeism 1 of 2
FACTORS THAT HAVE AN IMPACT ON ATTENDANCE Job situation Employee values and job
expectations Personal characteristics Satisfaction with job
situation Pressure to attend Attendance motivation
Page 66
Absenteeism 2 of 2
FACTORS THAT HAVE AN IMPACT ON ATTENDANCE Ability to attend Employee attendance
Page 67
Page 68
Motivation
Motivation
MOTIVATIONAL THEORIES Maslow’s theory Herzberg’s theory Vroom’s Expectancy theory Goal-setting theory Reinforcement theory
Page 69
Page 70
Learning & development
Learning & development
Form a project group Train senior managers Train line managers Train employees
Page 71
Page 72
Incentives
Incentives 1 of 3
Four biometric target categories of weight, cholesterol, blood pressure and tobacco use
Consider financial and time burdens when determining standards
Do not put a great economic burden on any one race, ethnic group or other category of employees
Page 73
Incentives 2 of 3
Set reasonable goals (preferably individualized) rather than ideal targets applied rigidly to all employees
Offer a reasonable alternative standard to employees for whom it would be unreasonably difficult to achieve a health standard due to a medical condition
Page 74
Incentives 3 of 3
Give all employees options for attaining the incentive
Acknowledge effort and behaviour changes by awarding progress towards standard targets
Use strategies to help employees integrate healthy behaviours into their personal lifestyles so that changes are sustainable
Page 75
Page 76
On-site clinics
On-site clinics 1 of 3
QUESTIONS TO ASK Will the clinic be accessible
only by employees or will spouses, dependents and retirees also be able to use it?
Will the clinic provide care only for occupational injuries or for a wider range of ailments?
Will the employee pal all charges for services at the clinic, or will some or all charges be covered by the employee health plan?
Page 78
On-site clinics 2 of 3
QUESTIONS TO ASK Will staffing be available at
the clinic-nurses, doctors etc.?
Will the clinic be built as a separate facility, will the employee lease space or share space with another employer, or will it be in a mobile unit? What privacy concerns if any, would accompany that decision?
Page 79
On-site clinics 3 of 3
QUESTIONS TO ASK Will the employer incur
costs to build the clinic and maintain it?
Will the employer measure return on investment?
Who will manage the clinic and be responsible for managing risk and maintaining compliance with appropriate laws and regulations, including medical privacy?
Page 80
Drill B
Page 81
Drill B
Page 82
Improvements to look for
Improvements to look for 1 of 2
Eating habits Exercise Drinking more water Sleeping patterns General mood Concentration Mental focus Ability to deal with stress Energy levels
Page 83
Improvements to look for 2 of 2
General health Relationships Feeling more positive
Page 84
Page 85
Possible changes
Possible changes Smoke less Thinking of stopping
smoking Stop smoking Drink less alcohol Think of drinking less
alcohol Stop drinking alcohol Eat less takeaway foods Drink fewer sugared fizzy
drinks Take less over-the-counter
medication Page 86
Page 87
ROI for a wellness program
ROI of a wellness program 1 of 2
COST DRIVERS• Absenteeism Attrition rates Stress and mental health Benefits premiums WSIB accident, safety
claims and insurance Presenteeism
Page 88
ROI of a wellness program 2 of 2
BUSINESS CASE Analyze insurance reports
to understand cost drivers Calculate absenteeism
costs Review WSIB claims and
premiums Survey employees Assess stress and workload
levels Record number of workers
with minor sickness symptoms who feel ill at work
Page 89
Page 90
Program evaluation
Program evaluation• Reasons to evaluate• Questions to ask Functions of program
evaluation Steps to follow in the
process Evaluation approaches
Page 91
Page 92
Elements of a scorecard
Elements of a scorecard Attitudes Participation Physical results Financial results
Page 93
Page 94
Useful websites
Useful websites
realmealz.com healthhero.com lumoback.com
Page 95
Page 96
Case studies
Page 97
Case studies 1
Page 98
Case studies 2
Page 99
Conclusion and questions
Page 100
Conclusion and questions
SummaryVideosQuestions