Corporate Wellness Blog

A recent survey finds nearly 42 percent of businesss with 200 or fewer staff members have some sort of disease management (DM) program.

That’s a gigantic increase from four years ago, when just 28 percent of smaller corporations offered such wellness programs.

There’s more to come, too. Fifteen% of respondents that didn’t currently have a disease management component to their health plan hope to add one by 2011.

The highest-demand disease management (DM) programs are for diabetes, asthma and heart disease.

Source –  Small Employer Benefits Survey, PDR Consulting Group, 9/1/2008.

Thinking about an obesity-related disease management (DM) program for your corporation? Here is what you need to know.

In order to be effective, the health promotion program must meet participants’ individual medical and psychological needs, not to mention your own organization’s need to control long-term health care costs.

Exactly how wide-reaching should the program be? After all, it doesn’t make sense to pay for services your workforce don’t want or can’t use.

Mary Beth Chalk of Resources for Living suggests that obesity programs may be broken down into four tiers of staff member need, from which your organization’s Return On Investment (ROI) can also be measured.

Tier 1 –  Education

Tier I workers struggle with weight management problems but don’t need a health Coach.  Instead, they might benefit from a self-directed program that provides weight-management related materials online, targeted mailing, and/or access to nurse call line.

Precisely how to measure Return On Investment –  utilization. Do staff click on the Web site? Do they return to the site regularly? Do individuals  use the nurse line? Your wellness program vendor should provide you detailed use stats.

Tier 2 –  Clinical supervision

If the staff member has been diagnosed as obese – a Body Mass Index (BMI)  score over 30 is obese, over 35 is clinically obese – he or she’d do better working with a health coach in a clinically supervised health promotion program.

Three keys to getting maximum results –

1. Periodically have participants rate their relationship with their health Coaches. Not everybody clicks, so a change might  be in order.

2. Coordinate your disease management (DM) care with your staff member assistance program (EAP)services. Reason –  Inability to control weight is often closely tied with mental health issues – and one can adversely affect the other.

The more closely your employee assistance program (EAP) and obesity program managers work together, the higher the chance for success.

3. Beware of the fade-out effect. A lot of employees in weight-loss programs get off to a great begin and then fall back into old habits. Individuals  should re-commit to the program after three sessions, four months and nine months.

To measure ROI, look at utlization, goal achievement and lowered presenteeism. of course, presenteeism is notoriously difficult to measure with reliable dollar figures. So how can you overcome that problem?

• Start with employees’ salaries. Let’s suppose one participant earns $40,000 per year.

• Ask workers to self-report how energetic and productive they feel on the job, on a percentage scale. Then have supervisors estimate the employee’s productivity and split the difference. for this example, let’s assume it averaged to 50 percent.

• Collect scores again six months and one year into the program and then multiply the difference by salary.  The result is your estimated productivity Return On Investment (ROI).

In the example above, if the employee earning $40,000 improves from 50% to 75% after one year, the productivity related Return On Investment is $10,000.  

Tier 3 –  Medical management

At this level, the obese staff member needs a higher level of care than a wellness coach can offer.  The staff member has chronic health conditions related to obesity – such as diabetes, high blood pressure, and/or sleep apnea – and needs a doctor case manager.

Specifically, the employee needs to set up regular visits with the physician and create a treatment plan.

To measure Return On Investment, begin with the lower-tier criteria, then track quarterly and year differences in FMLA or compensated absences, and prescription drug costs. Then compare it to the per-participant cost of the obesity program.

Tier 4 –  Morbid obesity

At this level, the employee has been diagnosed as morbidly obese – Body Mass Index (BMI) over 40 – and is considered a potential candidate for gastric bypass surgery.

ROI is measured through ongoing health claims as well as the previous criteria.

Develop a culture of wellness within your company

Create Exemplary Management Support

In the most successful Wellness Programs, upper-level managers lead their organizations by example.  And they work to ensure that the upper-level management structure not only allows, but actively encourages their workers to participate.

Organize a Wellness Advisory Team

Wellness committees serve as the eyes, ears, arms and legs of the wellness program, representing coworkers ideas and concerns, and helping reshape the organizational culture toward health.

Conduct an Assessment of Financial and Human Assets and Liabilities

Successful Wellness Programs are built upon a foundation of information, including claims review, demographic analysis of the workforce, senior management and staff member surveys, health risk data, history of organizational wellness, and health benefit plan design.

Develop Obviously Reported Vision, Mission and Outcomes

Establish a clear vision of health promotion program direction, expectations and measures to answer the questions, “Where are we going and how’ll we know when we get there?”

Develop a Robust and Strategic Wellness Program

A multi-component plan should consist of strategically developed and implemented awareness, lifestyle change, and supportive environment programs, in addition to policies and activities that target appropriate health risk behaviors and needs of the staff members.

Identify an Incentive and Reward Strategy

Incentives show the organizational commitment to the health promotion program and motivate individuals to participate. Incentives vary widely from program to program, but can include such things as time off, reduction in health insurance premiums or co-pays, cash incentives, discounts to fitness clubs, free pedometers, etc.

Communicate to Employees

Your wellness program should be simple and concise, use an identifiable brand, and rely on a variety of media to communicate with workers and managers.

Evaluate Outcomes

Evaluate wellness program participation, satisfaction levels and behavioral change. You could want to track the number of workers’ compensation claims, productivity, turnover morale and absenteeism.

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Wellness Program – Management Support.

Develop Exemplary Management Support

Goal –  A Health Promotion Program established into the organization’s culture.

Focus – Develop support and excitement for the wellness program from all levels of the corporation –  executive management, mid-level management, and grass-roots employees.

Obtaining executive management’s buy-in is essential to launching an effective health promotion program.  The employees must understand that executive management is supportive of the health promotion program.

Actions –

Develop an Upper Management Executive Team to determine high-level decisions – positions that ought to be included are the Chief Executive Officer, Chief Operating Officer, Chief Financial Officer, Communications Officer, and other appropriate division-level managers and health promotion program specialists, as necessary.

The Upper Management Executive Team will –

• Communicate to all levels of upper-level management about the wellness program and drive the integration of the Health Promotion Program as a part of the corporation culture.

• Ensure that organizational resources are available for health promotion program planning and implementation.

• Make sure to encourage workforce to participate and to assist in “recruiting” other workforce, get the momentum going, and keep it growing.

• Share success stories within the organization, and continue to raise the perceived value of participation.

Organize a Health Promotion Advisory Team

Goal – Develop a working committee that consists of workforce and essential functional parts of the business.

Focus –  to assist in reshaping the organizational culture to support employee-wellness activities by serving as couriers and supporters for the health promotion program.

Health Promotion Advisory Committees serve as an essential part of the infrastructure of your Health Promotion Program.  The team members are the eyes, ears, arms, and legs of the health promotion program.

They represent their peers by sharing ideas and concerns about the health promotion program.

Actions –

The Health Promotion Advisory Committee will –

• Make certain to work with upper-level management and the Health Promotion Program coordinator in the design, implementation, and evaluation of the wellness program.

• Develop methods to enhance the acceptance and success of the activities of your Health Promotion Program by stimulating worker ownership of the health promotion program.

• Hold periodic meetings to keep the committee informed of upcoming plans and events and to provide feedback to the wellness program coordinator about their thoughts, ideas, and suggestions, and those of their peers.

• Recommend policy and environmental changes that are aimed at improving the health and safety of employees.

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Health Promotion Program – Vision and Mission.

Goal – Develop a baseline of information and identify human and organizational needs.

Focus –  Review a variety of information to better understand past and current conditions regarding health care utilization, organizational culture, demographic overview, and wellness programs.

Data collection plays an important role in planning, monitoring, and investigating  a wellness program. It’ll also set the baseline for continued and future examinations of wellness program efficiency, effectiveness, and feasibility.

Actions –

• Claims review (health care, pharmaceutical) –

• What have been the 10 most costly major disease categories in each of the past five years? What are the number of claims and dollars paid for each?

• What have been the 10 most expensive therapeutic classes of drugs in each of the past five years? What are the number of claims and dollars compensated for each?

• What have been the 10 most frequently prescribed and filled therapeutic classes of drugs in each of the past five years? What are the number of claims and dollars compensated for each?

• Demographic analysis of employee population (may include dependents) –

• List your number of workforce, by gender, for each of the past five years and the percentages of males and females by age groups.

• Think about any other factors that might have affected the health of your workforce and their use of the healthcare system.

This may include mergers, acquisitions, worksite trauma, staff member strikes, layoffs, early retirement offers, etc.

Management survey –

• Conduct surveys of mid-level management to understand their concerns and measure their level of interest and buy-in.

• Employee-interest survey –  Gather information to find out what the staff members want and to measure the level of participation, satisfaction, and “success” of any previous activities.

Risk data (health-risk assessments) –

• Is there any data from health-risk appraisals over the past five years?

Participation in similar activities –

• List and describe all health promotion programs that have been implemented over the past five years, including participation rates.

Design of the health plan, and anticipated changes –

• Have there been any significant changes in the health plan’s design in each of the past five years, like a change from an HMO to a PPO, increased co-payments or deductibles, or increased employee contributions?

Create Clearly Reported Vision, Mission and Outcomes

Goal –  Establish a clear vision of wellness program direction, expectations, and measures.

Focus – Setting a vision, mission, goals and goals to keep your Health Promotion Program focused toward its desired outcomes. It will answer the questions, “Where are we going?” and “How’ll we know when we get there?”

Actions –

• Identify two to five clearly announced goals. Make sure that your wellness program is capable of having an impact in the area desired, and be sure that you’re capable of measuring that impact.

Example Goal – Staff Members having access to healthier food options

• Launch two to five measurable objectives that in particular state what your wellness program is going to accomplish, by when, how, and how it will be measured.

Example Objective –  Modify all vending machines to include 50 percent healthy food choices.

• Identify several activities that’ll help you achieveyour objective. Activities are very specific.

Example Activity – Make sure to work with vending machine owners to identify healthy food choices and restock with 50% of items that are healthier food choices.

• Identify who’s going to do what, by when, and what resources are needed.

Example Detail –  the Program coordinator will contact XXX Vending Corporation by September 30.

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Health Promotion Program Incentives.

Develop a Extensive and Strategic Health Promotion Program

Goal –  A extensive Health Promotion Program plan.

Focus –  Development of a plan that consists of a selection of awareness, lifestyle change, and supportive environment program, policies, and activities that’ll target risk behaviors, needs, and interests of staff members.

Your Health Promotion Program should provide an integrated, strategic approach specific to the needs, objectives, and culture of your organization, designed throughout an annual cycle.

It’ll be vital that you review and revise existing policies governing such areas as use of tobacco, vending machines, and the staff cafeteria. Furthermore, it is useful to examine what corporate wellness or health-promotion activities are offered under your existing health-benefit plan.

Actions –

• Create activities based on your health promotion program goals and the specific needs of your staff members. Focus on those topics that are of greatest interest to your staff members and the greatest needs of your corporation, in that order. Prevent topics with narrow appeal.

• Keep it simple. Design the wellness program so it’s easy for the participants to understand and track. Let workforce focus their learning efforts on their own behavior, not on the rules and regulations of the wellness program.

Moreover, simplify the health promotion program administration. Let individuals  record their own activities when possible; develop a mixture of self-reported activities along with verified activities.

• Integrate a combination of activities to include awareness, educational, and behavior elements. Link the activities throughout the year to allow for desired behavior repetition.

• Choose activities that every worker can participate in.

Examples –

• Challenges –  Activities that focus on practicing a desired behavior and continue for 4-8 weeks and focus on specific topics (such as exercise, nutrition, or stress management).

• Learning experiences (seminars, videos, classes) –  One-time activities that last for a relatively short time and focus on a specific topic; these can precede “challenge activities” to prepare participants for behavior change.

• Behavior changes (like use of tobacco cessation) –  Interventions may or might not be offered at the workplace; person should be encouraged to make lifestyle changes that they wanted to make even without the incentive.

• Illness management (support and education groups for diabetes and hypertension) –  These could  be provided or supported by the company through disease-management vendors, or by community, health, or religious organizations.

• New skills (first aid, cardiopulmonary resuscitation) –  These may  be provided or supported by the organization, or by community, health, or religious organizations.

• Screenings, wellness assessments, physical exams –  A wellness assessment provides the corporation with aggregate data that may be used in wellness program planning and analysis; preventive screenings and physical exams may be encouraged by awarding credits to personnel.

• Program support (membership or leadership in wellness committee or challenge team) –  Reward those who work with you to help make your Wellness Program a success.

• Community events –  Reward participation in events like the Heart Walk or March of Dimes Walk; limit the number of these events that could be counted toward the annual total, and be selective about which events you allow to be counted.

Develop an Incentive Strategy

Goal –  to motivate and reward employee participation and completion.

Focus – Create a sense of interest in participation and completion of wellness activities.

Providing incentives and rewards will send an important message to the employees that the organization is committed to bettering their health and will share the rewards that these changes will bring. It also plays a significant role in arousing person to participate.

Actions –

• Identify through staff members what incentives they value most.

• Identify what incentives the business can provide.

• Integrate your incentives into your benefits strategy.

• Ensure that every participant who achieves a goal receives some recognition.

• Make available participation incentives.

• Avoid offering incentives for the “best” or the “most.”

• Avoid rewards for biometric changes.

• Use incentives to promote your Health Promotion Program, through logos and branding.

Examples –

Paid time off, reduction in health insurance premiums or co-pays, cash incentives, discounts to health and fitness centers, free pedometers, etc.

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Wellness Program Communication.

Goal –  Increase awareness of and participation in the Wellness Program.

Focus –  Promote the Health Promotion Program to staff members to encourage participation in activities and benefits.

A well-designed communications strategy is paramount to successful wellness program awareness and participation. Even a “world class” wellness program design won’t succeed when nobody knows that it’s available or how to get involved.

Workers who do not get involved in the health promotion program must be doing so because they select not to participate, not because they didn’t know about how, when, or where to participate.

Actions –

• Conduct a Resources and Communications Audit to identify internal and external resources available to support your Wellness Program, in addition to knowing how information will be disseminated.

• Keep the health promotion program simple and concise –  easy to read about, understand, and act upon.

• Build the brand; be certain it’s something that personnel can identify with. Add the brand to T-shirts, water bottles, mouse pads, stress balls, etc.

Use a variety of media –

• Print – handouts, fliers, posters, banners, paycheck inserts, newsletter articles, bulletin boards, literature racks, post cards.

• Electronic – Web, intranet, e-mail, closed-circuit TVs, sign lines, audiovideo productions.

• Staff meetings and corporation events; word of mouth.

• Use existing channels of communication – what works best in your corporation – and be sure to know about all points of contact and systems of distribution.

Timing for communications –

• Prior to activity to develop awareness and to educate.

• During activity to stimulate participation.

• After an activity to report results.

• Between activities to maintain momentum and interest.

Consistency of communications –

• Use branding; maintain a consistent look, feel, and tone of messages.

• Maintain this consistency throughout the health promotion program.

Surveys and forms –

• Collect information.

• Disseminate information.

Research studies show that untargeted health-promotion campaigns have little long-term impact.
Chronic illnesss, which rob person and families of their health and happiness, represent major costs to businesss in the form of healthcare and disability costs, lost productivity, and absenteeism.
Health Promotion Programs should address risky behaviors that can help your staff members eat healthier, increase their level of physical activity, help reduce stress, lower blood pressure and cholesterol, and quit use of tobacco. Wellness programs should focus on helping staff members achieve and maintain their optimal health status.

Comprehensive wellness programs focused on changing lifestyle behavior have been proven to yield a $3 to $6 return on investment for each dollar invested. It takes about three to five years after the initial wellness program investment to realize these savings.

Ninety-three percent of USA businesses offer some type of health promotion program for their staff, but is it the right type?

Main Types of Health Promotion Programs

Programs focusing on illness management. These wellness programs monitor and treat specific illnesses. Disease management follows the 80/20 rule –  80 percent of healthcare costs are spent on 20 percent of workers.

Illness management is announced to have a $7 to $10 return on investment within a year.  The 20% of staff requiring the greatest medical expenditures today are generally different 20% who’ll cause the greatest healthcare costs a year or two down the road.

Programs focusing on health enhancement and risk management. These health promotion programs focus on lifestyle behavior change, and offer a $3 to $6 return on investment within two to five years, according to a 2004 report issued by the National Business Group on Health.

It’s vital that you note that a $3 to $6 return on an entire employee population produces a higher sum savings than does illness management.

Good Data Drives Good Business Decisions

• Based on more than 120 research, the National Business Group on Health stated that, within five years of health promotion program implementation, overall benefit-to-cost ratios (return on investment) of –

• $3.48 in decreased health care costs per dollar invested.

• $5.82 in decrease rates of absenteeism per dollar invested.

The Facts Speak for Themselves – Wellness Helps Reduce Costs

• A 2003 investigation of one large U.S. company found that simply helping personnel control their blood pressure alone can save $547 per person each year.

• Johnson and Johnson claims to have saved $38 million in health care costs for its workforce between 1995 and 1999 by promoting healthful life choices.

Health care expenses reduced $224 per employee per year (averaged over four years), and this rate improved over time.  The business found most benefits in the third and fourth years after health promotion program initiation.

• A 2004 Univ. of Michigan study of 23,500 General Motors personnel showed that nonexercising personnel claimed at least $100 more a year in health care costs than exercisers.

The study  also stated that obese, sedentary employees who began exercising at least twice a week decreased their costs by an average of $500 a year.

• The Washoe County School District in Nevada estimated that, in a single year, it spent $300,000 on direct costs associated with obesity and $1 million for gastric-bypass surgeries. It instituted a weight-loss program that compensated staff $10 per pound lost, up to 25 pounds.

Program participants missed three fewer workdays each year, producing a cost savings of $15.60 per program dollar spent.

Staff Time
Building a successful Health Promotion Program requires staff time in addition to money. Some bigger corporations may spend 20 hours per week for three to six months preparing all the steps before launching a Health Promotion Program.
Company Costs
Monetary costs can fluctuate commonly, depending on whether the corporation pays all costs, the staff members pay all costs, or the costs are shared.
A 1992 study indicated that 28 percent of corporations spent $5 or less per staff member, and 19 percent spent between $6-10 per staff member.
The Wellness Council of America estimates the cost per worker to be between $100 and $150 annually for an effective wellness program that produces a return on investment of $300 to $450. A sample expenditure for various levels of wellness programs include –
Program Type
A minimal (largely paper) wellness program          $1 – $7         

A moderate health promotion program
A medium wellness program with a few activities       $16 – $35            

A fairly comprehensive wellness program             $36 – $75      

A very robust, effective wellness program       $76 – $112            

• The news isn’t encouraging. As reported by Company Week, family health care premiums increased 49% from 2000 to 2004.

Another increase of 12-15% is expected in 2005. General Motors expects to spend $5.6 billion on health costs in 2005, or 40% more than it earned in profits in 2004.

• More and more research shows that poor diet andphysical inactivity are major drivers of increases in healthcare costs for companys.  The number of obese adults has doubled since the 1970s.

• The rise in obesity has a significant impact on health care costs. on average, 2002 health care costs for an obese person were $1,244 higher than for a person with a healthy weight.

• Obesity is causing rapid increases in type 2 diabetes and contributes directly to a 65% increase in diabetes treatment from 1987 to 2002. Nearly $1 of every $5 spent on healthcare in the United States is for a person with diabetes.

Treating staff member healthcare as an investment, rather than a cost, can yield long-term dividends

• At least 50% of your organization’s healthcare costs are driven by the lifestyle related behaviors of your workforce, such as smoking, poor diet, and lack of exercise.

• In the past 10 years, the annual return on investment for Health Promotion Programs has been as much as $6 saved for every $1 spent, doubling the return on investment of earlier health promotion programs.

• The typical reduction in health-plan costs, sick leave, disability costs, and workers’ compensation is more than 25% for well-designed Wellness Programs.

• Fit staff are more productive staff, with fewer sick days, fewer accidents, higher morale, and lower job turnover.

The concern for employee health promotion is an increasing trend for American corporation. Why? the link between employee health promotion and the bottom line is clear and consistent.

Companys who integrate wellness in their overall objectives find they experience lowered absences, better morale, lowered health risks, and lowered healthcare costs.

The purpose of this guide to is to encourage and help you launch your own Wellness Program. When you already have a wellness program, but are not receiving the results you expected, perhaps some ideas and best practices in this toolkit will help you and your workers reap the benefits of a healthier workforce.

At least 50 percent of healthcare expenditures are lifestyle-related, and as a result, potentially preventable. Yet despite the $5,000 an typical corporation spends on healthcare per staff member each year, most corporations are spending less than 5 percent of that on medical testings and prevention.

The most robust meta-evaluation of Health Promotion Program studies shows something very exciting! It shows that Health Promotion Programs are not only effective at helping to reverse the rising spiral of health care costs, but these wellness programs are also becoming more effective.  The average cost-benefit ratio has increased from 1 – 3 for earlier wellness programs to 1 – 6 today.

Simply put, the typical reduction in health care costs, sick leave, disability costs, and workers’ compensation is more than 25 percent for well designed health promotion programs.

Corporate health promotion provides a long-term approach for helping keep employees well.  The single most vital thing you are able to do for your employees is to start a Health Promotion Program now.

In our modern and hectic lives filled with the demands of family, work, and much more, it might seem difficult to tackle our wellness on our own.  

A lot of of us develop goals that seem beyond reach and we cannot seem to stick to a specific health promotion program for an extended period of time.  

With the numerous struggles that prevent us from reaching our optimum individual wellness, many of us would welcome the assistance and guidance of a specialist wellness coach.  

A wellness coach is a trained expert who works with individuals to help them to reach their wellness objectives by developing and starting personal health promotion programs.  

A wellness coach is highly educated and normally maintains advanced degrees in areas such as Exercise Physiology, Occupational or Physical Therapy, Athletic Training, and Nutrition.  

A wellness coach sets achievable objectives for the patron, holds them accountable, and acts as a guide, motivator, and support system for that individual.  They focus on behavioral change by using individually designed wellness programs to meet the unique needs of the patron while offering creative solutions to help them achieve their objectives.  

In order to fully understand the role of a wellness coach it is crucial to understand the various factors that involved in overall wellness.  The five major components of wellness are health risks, exercise, stress management, weight management, and nutrition.  

A wellness coach focuses on each of these areas of wellness while meeting the specific needs of the client whether they’re trying to lose weight, get in shape, reduce stress, or quit tobacco use.  

They evaluate a person’s needs based on a highly scientific study known as a Health Risk Appraisal (HRA) .  After a wellness coach has determined the specific needs of the patron, he or she is able to create the wellness program, set achievable objectives for that individual, and monitor them while they reach success.  

Health Promotion coaches focus on physical health as well as mental and emotional health in order to create a balance in the client’s life.  They not only work on assisting the client with their current wellness issues, but they assist the client to maintain their individual health by building future goals in their health promotion program.  

Every individual has unique needs and time constraints that require attention in different ways.  A wellness coach provides convenience with their services by working with patrons in a selection of ways.  

The patron and coach may use telephone meetings, e-mails and instant messaging (electronic coaching), face-to-face interactions, or a combination of these various forms of communication.  

Despite the fact that electronic coaching is becoming the most well-liked method due to its lower cost and efficiency, each patron may choose the method or methods will work best for them.  

The wellness coach is available 24 hours a day through web-based communication to make it even more convenient for the patron to reach his or her goals.  

Health Promotion coaches offer the kind of assistance that fits the needs of each customer to make it easier for the customer to embrace their personal wellness program.  

Based on the convenience, knowledge, and assistance that is offered by a wellness coach, it’s easy to see why more individuals  are taking benefit of these coaches to assist them in achieving their ultimate wellness goals.  

Just how to Take Control of Stress and Improve Your Wellness

What’s Stress?

Stress is the emotional, physiological, and psychological effects caused by internal or external mental pressure. It is an unavoidable part of life, but despite its negative connotation, it is not necessarily a bad thing.  

Stress may even be beneficial in cases when it enhances performance and helps people  to achieve challenging objectives. Notwithstanding, when stress is excessive and causes an individual to feel loss of control, medical problems can occur like headaches, tension, anxiety, depression, exhaustion, irritability, and digestive problems.  

When stress levels elevate to this point, wellness is compromised. Individuals may seek the assistance of a stress management coach to help them take control of their lives and improve their wellness.  

Who are Stress Management Coaches?

Stress management coaches are educated experts who develop wellness programs to assist individuals in developing coping strategies to manage stress and minimize the presence of stressors in daily life.  

Coaches explore the reasons why an individual may react in certain ways to various situations by using health assessments in addition to depression and anxiety screenings.  

After determining an individual’s causes for their feelings, stress management coaches are better able to create wellness programs tailored to meet specific needs.  

Coaches set attainable objectives, act as a mentor and a support system, and use techniques that are most suitable for each specific individual.  

There are many effective methods to reduce stress, and stress management coaches can help you to achieve your goals to make yourself happier and healthier.  

Just how Controlling Stress Improves Your Health

When individuals are faced with chronic stress it starts to cause physical signs which may range in severity.  Chronic stress can weaken the immune system, hence making the individual more susceptible to colds and the flu in addition to more serious medical problems like heart illness and diabetes.  

Wellness might also suffer for the maintenance of healthful habits is usually diminished in priority in the presence of stress.  There are numerous helpful techniques that a stress management coach can help you create to protect your health from the dangers of excessive stress.  

Take Control

Stress could be as detrimental to individual health as a poor diet or even use of tobacco when it’s out of control.  Managing stress is an achievable goal and will certainly be a reality with the help of a expert.  

With a stress management coach individuals might work to accept that stress and act to manage it.  Learning to effectively deal with stress will improve current daily life and protect your wellness in the future.  

Do you find it difficult to stay excited when trying to make changes to your health? Are you aware that changes should be made in your daily life but you do not know where to begin?

Wellness coaches are trained professionals who work with you individually to help you reach your wellness goals by developing and starting personal health promotion programs.  

They motivate, guide, and support you for reach sustainable behavioral changes by offering creative wellness solutions.  

Health Promotion coaches provide individually designed wellness programs to meet your unique needs by focusing on physical, mental, and emotional health.  

They help you become proactive in your life by eliminating unhealthy behaviors and making wellness a priority.  

Advantages of Health Promotion Coaching for Your Employees

Employees may benefit  greatly from wellness coaching in a selection of ways. Health Promotion coaching is one aspect of a wellness program that can help person decrease major health risks in their lives by changing high risk behaviors.  

Some of the many reasons why workforce work with wellness coaches are to get in shape, lose weight, reduce stress, quit tobacco use, and create balance in their lives. Health Promotion coaches assist individuals with current medical problems as well as preventing future wellness issues.  

Because each wellness program that a wellness coach creates is unique to suit the needs of the customer, they can be sure that it will be a wellness program that is right for them.

Many busy staff might feel that they do not have the time to spend working individually with a coach so these wellness specialists offer coaching sessions in a variety of ways.  

While electronic coaching through the use of e-mails and instant messaging has become a well-liked method because of its convenience, telephone and face-to-face interactions might also be used.  

Staff Members have the ability to achieve their wellness goals and improve their health and well being through the assistance of their wellness coach.

Benefits of Health Promotion Coaching for the Company

The overall advantages of wellness coaching for a corporation are remarkable. Employee high risk behaviors like tobacco use and obesity cost companies millions of dollars every year.  

These high risk behaviors often cause avoidable illness and keep workers from coming to work. Health Promotion coaches guide, support, hold clients accountable, and ensure that they receive continued motivation to help them achieve their wellness goals and eliminate unhealthful behaviors in their lives.  

By beginning wellness programs and using wellness coaching in their businesses, corporations reduce the risk of preventable illness in their businesses.  

This improves the overall health of workforce, reduces healthcare and insurance costs, reduces absenteeism, and ultimately enhances performance and productivity.  

When staff experience the advantages of higher levels wellness in their lives it causes an betterment in job attitude, energy, and morale.  

Companies that utilize wellness coaching for their personnel experience the benefits of higher productivity.