Cathie's Corner Blog

(Published October 19, 2009)

A little while ago, I found myself participating in a weight loss contest.  Everyone threw $10 into the pot, and for an eight-week period, we each weighed in weekly.  Only the person who held the money knew what everyone's weights were, and she published percentages only.  At the end of the eight weeks, the winner took 65% of the pot (and a subscription to Cooking Light magazine), and the second place winner took the balance of the pot.  Everyone had fun and we all got healthier.

This contest involved an online professional group.  But a previous employer of mine had a similar contest every year.  It was handled a little differently.  No money was involved, and employees competed in teams of five, rather than individually.  The winning team was the one that had the highest cumulative weight loss.

Still another employer didn't go for weight loss specifically, but offered a walking program.  There was a nature trail that went past the facility; interested employees signed up and used their lunch hour to take a walk through the woods.  If you wanted to take a granola bar or a piece of fruit with you, that was fine (as long as you didn't litter!).  You got to break up your day a little, and got some exercise in the bargain.

I know of some large firms that have gyms on site (or have a health club in the same building), and of course, many of us are able to offer gym memberships, smoking cessation, Weight Watchers, and other programs through the health insurance plan.  But I found that I had better luck with weight loss when I was working with others than I did working alone.  I don't think I'm the only one who has had that experience.  A little healthy competition (and I use the word advisedly) can improve working relationships, particularly in a team effort.  And, of course, everyone ends up healthier, which is a win-win for everyone!

Of course, it's a given that any such programs must be voluntary.  It's not going to be a pleasant experience for anyone if the employees feel they are being forced into it.  Not to mention that in some circumstances, you might be walking a fine HIPAA line with that.  But in a voluntary situation, an employee who has been considering losing weight, or getting exercise, or stopping smoking, might well appreciate being given the opportunity to do so.  Often the incentive is all one needs to get going, and a ready-made program can look very inviting.

These programs can be entirely internal, or you can work with your health insurer. It's even possible that your EAP may have some programs you can run with.  But no matter how large or small your company, there are always things you can do to help your employees (and yourself!) get healthier for little or no cost, and enjoy yourself in the process!

Catherine Bannon is an HR consultant in Marshfield, MA (catherine.bannon@gmail.com). Bannon worked for 10 years in HR management before starting her consulting practice.

(Published September 14, 2009)

It's getting to be that time of year — flu season.  This year, there is a certain amount of mild panic (in some areas, hysteria) about the H1N1 flu and what that might mean both to individual employees and the workplace.  There are several things we can do to minimize the impact of the flu on the workplace, not to mention on our employees. 

The easiest way to ensure that the flu does not run rampant through your office is simply to see that an employee who is sick stays home.  They are most likely to do this if they are able to take paid sick time.  Few employees who are feeling poorly will be interested in coming in to work and will only do so if they are going to lose pay for staying home.  I know it's a financial inconvenience. In the event that an employee abuses paid sick time, you are free to take action.  (Be sure that your sick time policy allows for you to require a doctor's note for extended absences; it won't solve the problem overall, but if the employees know upfront that they may be asked for one, it may slow down abuse.)  But encourage your employees to take paid sick time when they are sick.  And if you don't offer paid sick time, start!

The Centers for Disease Control and Prevention (CDC) has said that the vaccine for the H1N1 flu should be available in the fall.  (The seasonal flu vaccine will be available somewhat earlier.)  Check with local hospitals, walk-in clinics, or the local Visiting Nurse Association to see if someone can come in and give employees flu shots — paid for by the company.  The CDC has said that the seasonal flu shot and the H1N1 shot can be administered on the same day (or so they anticipate at this stage of the development).  See if both shots can be given to employees for a single cost, if the provider is willing.  If you go with this idea, please make it optional on the part of the employee.  Flu shots are often albumen-based, and employees who are allergic to eggs should not get them.  This is a decision the employees should make.  But encouragement does no harm.

If, for some reason, it is not possible or convenient for you to make flu shots available to your employees on site, another thought is to offer a certain amount of paid time to get a flu shot during work hours.  For example, an employee who takes no more than two hours to go to their local Walgreens or their doctor's office, and who brings back a confirmation that the time was used for the purpose of getting a flu shot, would be paid for the time.

If you have an intranet, consider putting a link to the CDC's webpage on the flu on whatever page your employees are most likely to access, so they can keep up themselves with the development of the vaccine.  Sure, they could do it on their own, but why not make it easy for them?

Keep easily accessible bottles of anti-bacterial wipes or hand sanitizers around the office, and encourage your employees, particularly those with shared workstations, to use them.

Finally, see if your employees have any ideas.  This affects them as much as it does you.  You never know, they may have some thoughts I haven't thought of.  And if they do, or if you do, please share them below!

Catherine Bannon is an HR consultant in Marshfield, MA (catherine.bannon@gmail.com). Bannon worked for 10 years in HR management before starting her consulting practice.