With the average American working 50 hours in a average work week, as opposed to the 40 hour week established in the 60’s, a wellness program is more important now than ever before.
This kind of wellness program is designed to meet the needs of each employee individually, while promoting a healthful cohesive work unit in each business.
A health promotion program isn’t designed as a substitute for regular medical checkups, but also to the existing relationship between an individual and their doctor.
Three of the most presenting health problems facing individuals in the workforce today are obesity, tobacco use and stress. With the support and encouragement from a health promotion program these issues can easily be addressed.
Obesity is so prevalent and relates to so many other diseases. The workplace cafeteria is a great place to offer heart healthful, low-fat meals. In addition to diet, exercising on a regular basis will improve health and energy levels.
Worksite fitness centers and select exercise classes are a excellent way to promote regular exercise with a group of encouraging coworkers.
Tobacco is highly addictive. A wellness program can offer ways to break the addictive cycle of tobacco use by offering alternative ways to relieve stress or by replacing unhealthful habits with new healthier activities.
Again, when any activity is done as a group, it can make the whole process easier and psychologically it can make the participant feel more accountable to the group.
Stress is a prominent quality in most work places. More often than not, being able to cope with the day-to-day demands in a healthier way will ease the self-induced stress. Exercise, discussion or utilizing simple relaxation techniques can help diffuse workplace stress.
Having a health promotion program in place is the most vital task. Each health promotion program will look different depending on the corporation, the worksite and its workers.
Marketing wellness and offering a balanced work environment are essential to an overall successful company.
