Inactivity and unhealthy habits cost employers billions of dollars yearly. With chronic diseases on the rise and employers footing the bill, Canadian organizations are becoming more invested in workplace wellness.
While a workplace wellness program might seem like it requires a lot of planning, GoodLife Fitness workplace wellness consultant Linda Lewis-Daly says it doesn't have to be complicated. She suggests some fundamental environmental and wellness elements that can benefit nearly every organization:
Provide opportunities for physical activity. Give employees time to move around and encourage opportunities for physical activity during the work day. Provide on-site fitness rooms and showers or changing rooms for those who cycle or run to work.
Support work-life balance. Offer stress-free environments where employees can relax. Allow employees to walk outside, meet outside the office and take regular short breaks to help to ease workplace tension.
Educate about healthier lifestyles. Host lunchtime information sessions on nutrition, different types of exercise, stress management and healthy habits.
Introduce fresh, healthy foods. Make nutritious food available at the office for meal and snack options. Get rid of vending machines with sugary drinks and cafeterias with fried food.
Encourage management buy-in. Get the organization’s leaders involved and give them opportunities to role model workplace wellness. Support from the top contributes to greater employee participation and helps ensure the program gets the resources it needs.
Communicate clearly and often. Establish internal leaders or committees to promote the wellness program at your workplace and talk with colleagues about internal events, physical activity and/or healthy eating options.
October is Canada’s Healthy Workplace Month, and there is no better time to set up a program or revitalize an existing one. Linda Lewis-Daly is available to discuss how to effectively implement a workplace wellness initiative in any office by following some key principles.
