Wellness Champions Part II – Getting Leadership Involved

This is the second post in a four-part series about building a network of wellness champions. In our last post, we talked about the power of wellness champions. Next up, we’ll tackle your first step in building a wellness champion network: Getting approval and buy-in from leadership.

So you’ve recognized that creating wellness champions might be a great way to increase your wellness program’s chances of success. Now you just need support from leadership.

Chances are, your organization’s leaders will want to know how a wellness champions network ties in with the company’s mission, vision, or values. So, first, take a look at your company’s purpose and objectives. Determine if and how wellness champions can help the business meet its goals. If building this network is aligned with your company’s goals, you’re ready to get started.

Outline your reasons for wanting a champion team and how they support your company’s mission and vision. Identify the impact you’re hoping the champions network will have, the steps you will take to build and maintain your network, and what resources you’ll need. Once you’ve got your plan in place, sit down with leadership to pitch the idea.

What do I ask of leadership?

First, present your plan. You’ll want to thoroughly discuss expectations, participation parameters, and steps to measure effectiveness of the program.

How to pitch your wellness champions ideas to leadership to get support.

When pitching your wellness champions network plan to leadership, ask for their involvement to improve your network’s chances at success.

Next, ask leaders for support and participation. Company leaders are in a unique position to be able to inspire their teams and to demonstrate that the organization stands behind its initiatives and stated values. If they’re “too busy” or not interested, it might be tough for your colleagues to see the value in participating themselves. But if busy execs are willing to visibly engage and encourage others to do the same, they can set an inspirational example that improves the program’s chances at success.

Here are a few of many ways leaders can help:

  • They can be wellness champions themselves. Your first recruits!
  • They can announce the launch of the wellness champion network and encourage participation.
  • They can send an email or letter to employees reassuring them that it’s ok to perform wellness champion activities on paid time.
  • They can sit in on wellness champion meetings or calls, or at least stop in to thank champions for their efforts.
  • They can spend some time manning the wellness champion recruitment booth at employee benefits or well-being fairs.
  • They can post messages of thanks and encouragement on the wellness champions web portal.
  • They can give shout-outs to wellness champions in company meetings.

The takeaway is that getting leadership involved is always a win, and can help any initiative succeed. So ask leaders for support and participation, and brainstorm with them to determine manageable ways that they can help.

Next, chat with your colleagues in wellness and HR. What, specifically, will you be asking of champions? (If you’re not sure, we’ll cover this later.) You may not know just yet what kind of time commitment you’re asking of them, or what wellness initiatives are coming down the pipeline. But, ultimately, you’ll want to put together some sort of document that loosely outlines what will be expected of champions, and asks for them to commit to being a champion for a certain period of time (a year is a great start).

Once you’ve got buy-in from leadership, you’ll be ready to move forward and start building your champions network. In our next post, we’ll talk about what to look for in a wellness champion and ways to recruit your team.

The Power of Wellness Champions

This is the first in a four-part series about wellness champions. First, we’ll tackle why a network of wellness champions can be a great asset to your organization, and how  to get the ball rolling.

Part 1 – Why Wellness Champions Are the Key to Success in Building a Wellness-Focused Workplace Culture

According to health insurance giant Cigna, “Creating a culture of health is vital to improving the health and productivity of your workforce and your bottom line. To establish the right foundation, you must have the right programs in place and make sure your health strategy fits into your workplace culture.”

This idea isn’t new to any of us; from walking challenges to biometric screenings, companies across the country have tested all kinds of initiatives and programs to try to achieve a healthy workplace culture.

But we’ve learned one important thing: Simply implementing wellness initiatives doesn’t guarantee that a thriving wellness culture will follow.

Why? Because people create a healthy workplace culture, not just programs. The word, culture, after all, is used to define the behaviors, beliefs and customs of groups of people. That’s why it’s your colleagues’ collective actions and attitudes, combined with their employer’s support, that truly determine whether yours is a “culture of wellness”.

And that’s why, as much as you need challenges or incentives or screenings, you need people. Specifically, you need wellness champions.

What is a wellness champion?

A wellness champion is someone within your organization who wants to encourage colleagues to be healthy and active, and to take advantage of the wellness-related resources the company provides. Champions can come from any department or hold any role within the company; promoting well-being doesn’t need to be one of their usual job responsibilities. Champions volunteer to give some of their energy and time to spreading the message of well-being throughout the organization.

How will wellness champions help us develop a culture of health?

By leading a grassroots well-being movement!

In order to thrive, wellness programs and initiatives that are launched from above need support on the ground. They need messengers to get the word out. They need enthusiastic advocates who encourage others to join in. They need committed participants who help colleagues stay engaged and motivated. Wellness champions are just these people.

But wellness champions aren’t just here to promote your programs; they’re simply active and health-conscious individuals who want others to be too. They give their colleagues wellness advice and provide them with motivation, just because they’re passionate about health and quality of life. They walk the walk, making healthy choices that educate and inspire. Wellness champions contribute to the sense that yours is an organization where employees value and nurture their own well-being, and have their employer’s support in doing so.

And, lastly, wellness champions are there to help you improve! They’ll provide you with feedback from the ground, help you determine what works for your team and what doesn’t, and provide you with new ideas for ways to build that health-focused culture.

How Do I Get Started?

First and foremost, you’ll need buy-in from leadership. Recruiting and nurturing a network of wellness champions takes time and resources, so it’s crucial that you’ve got leadership’s support before you begin. In the next post, we’ll talk about how to bring the idea to your company’s leaders, and what to ask of them.


Our Stress Management Well-Being Challenge Has Arrived!

Managing stress in the workplace is one of the biggest concerns facing businesses today. We’ve recently incorporated stress management-related topics into many of our wellness challenges, and decided that the topic could use a challenge of its own. Thus, we give you the Stress Less Challenge! Click here to take a peek at the details!

Help your employees find peace of mind with the Stress Less Challenge

Help your employees find peace of mind with the Stress Less Challenge

Use the Stress Less Challenge to help your employees understand where their stress comes from, how to recognize it, and how to cultivate habits that help keep stress at bay. Like every LifeBalance challenge, Stress Less is totally customization; you can select the challenge length, the prize structure, and the weekly topics and goals, and we’ll provide the platform, the challenge communication, the customer service, and the incentive fulfillment. Contact us to schedule your company’s Stress Less Challenge today!


Missing the Mark?

It’s tough to quantify wellness, and as Gallup shows, we may be doing it wrong. According to them, only one-fifth of our wellness programs should be focusing on physical well-being. Check it out.

Lessons in Effective Well-Being Challenges

We feel fortunate to have the opportunity to work with amazing clients and to provide customized well-being challenges for their employees. We’ve been able to monitor employee and client participation and feedback over the years, and we’ve picked up a few lessons along the way, and thought we’d share what we’ve learned.

Base prizes on participation, not achievement. Resentment can build quickly if employees who are just starting a fitness routine are competing against the office fitness buffs. Whether employees are CrossFit gurus or walking enthusiasts, participation-based prizes give everyone a chance to win as long as they are working towards a goal.

Now that's engagement! Team Happy Feet, a team in one of our wellness challenges, shared this photo with us. The team not only met our challenge goals, but created their own goal of taking enough steps to walk across the country.

Now that’s engagement! Team Happy Feet, a team in one of our wellness challenges, shared this photo with us. The team not only met our challenge goals, but created (and exceeded) their own goal of taking enough steps to walk across the country.

If you can run multiple well-being challenges, do it! Running at least two challenges a year helps employees maintain their motivation or get back on track if they’ve slipped. And it’s best if those challenges aren’t the same; choosing different areas of focus (for example, implementing a walking challenge in the spring and a nutrition challenge in the fall) lets you address a wide variety of health issues, and it can help you engage employees with different interests and goals.

If possible, provide team functionality and prizes. Teams make things fun! While some employees prefer to go it alone, many are much more motivated when they’re on a team. Offering the team option can really go a long way towards boosting employee camaraderie as well. Participants frequently tell us they develop closer relationships with their colleagues during challenges AND that they’re going to try to hold each accountable to stay active after the challenge ends.

Allow for variety when it comes to what counts for participation. For example, walking challenges are wonderful, but not everyone wants to walk for fitness. You may have an employee who is battling knee pain and prefers to exercise in the pool. Or one who loves to go to spin class, and doesn’t want to feel like she has to go for walks instead.

We try to allow for all kinds of activity to count for our fitness-focused challenges; we even have “step conversion charts” in our walking challenges, so that employees who perform other activities can convert their time spent cycling, lifting weights, doing yoga, etc. into steps. It’s not a must, but for larger populations, providing this flexibility ensures greater employee engagement and satisfaction.

Educate, educate, educate. Knowledge is half the battle when it comes to making healthy choices! For instance, we all know we’re supposed to eat our fruits and veggies, but do we know how to best cook those foods for maximum nutrient absorption? Or how to shop on a dime while being environmentally conscientious? Incorporating educational elements into your challenges helps participants understand the why and the how behind what you’re asking them to do, leaving them better equipped to continue healthy habits after your challenge ends.

Include family. It’s easier and more fun to stay healthy when we’ve got support at home! Participants value the opportunity to sign up for a challenge with their significant other, sibling, parent or child, and getting family involved can increase overall engagement. Plus, it means that you can help everyone in the household get healthier, which will help improve employee satisfaction and your bottom line.

Send out weekly challenge communication. If you’re not communicating regularly with participants, enthusiasm and motivation can fall by the wayside. Weekly emails encourage participants to keep at it, and to keep logging their activity.

Try including smaller goals throughout the challenge. We’ve found that including weekly goals related to each challenge’s theme is a great way to keep people engaged. It also lets us educate participants on a new topic, and then encourage them to put the idea into practice (for instance, in one of our challenges, a weekly topic is mindfulness, and the weekly goal is that participants try a brief mindfulness exercise). Weaving these little goals into a challenge gives participants something new to think about and strive for each week.

Try to offer variety in your prizes! Fitbits are awesome, but what if some employees already have one? That gym membership might sound enticing, but what if a colleague has already paid for a year’s membership elsewhere? Whether you choose a few popular retailers and purchase gift cards as prizes, or reimburse employees for a wellness-related purchase, choice is key. Without it, you may see some frustrated participants.

Be conscious of well-being in your prizes, too! Offering cash or pre-paid visas may seem ideal, but if that cash is used on cigarettes, burgers and booze, you may feel like the point of the challenge was lost in the reward. We use LifeBalance gift certificates that let them utilize their prize with any of our 17,000-plus wellness and recreation-related vendors. These prizes give employees choice without losing sight of well-being. Pick options that give employees choice AND help them stay active, eat right or relieve stress in a healthy way.

Need help with your wellness challenges? Contact us at 888.754.5433 or Sales@getLifeBalancetoday.com to learn how we can customize a well-being challenge for your group.

Workday Stress Relief for Healthy Hearts

Chances are, youHeart and your colleagues know a thing or two about work stress. Chances are you know that chronic tension can have a major impact on heart health. Taking the stress out of work might not be possible, but how we work to manage that stress can impact how employees feel on a day-to-day basis. So, in honor of American Heart Month, here are a few tips for promoting stress relief to your team:

  • A little education can go a long way. Share tips for stress relief with your team regularly. (You can find other great tips online, like these from WebMD, or, if you’re a client, by perusing the LifeBalance Articles section for suggestions.)
  • Here at LifeBalance, we’re huge proponents of taking “moving” breaks. 10 minute walks around the building, a few jaunts up and down the stairs, a lunch break workout – all are heart-healthy, invigorating outlets for stress. Bonus: Our employees say it helps them stay focused!
  • Stretching throughout the day can make a major difference when it comes to easing stress (and reducing daily aches and pains). Encourage employees to perform brief stretches at their desk a few times a day. Start or end meetings with a few stretches. Or lead 5-10 minute stretch breaks during the day. (Check out suggestions from the 2BWell Clinic for examples of great office stretches.)
  • Bring stress relief to your team! Mindfulness is all the rage right now, and for good reason. Check for local companies (or ask us to help you find local LifeBalance Vendors) that can provide on-site yoga, meditation or mindfulness classes.
  • Invite a massage therapist on-site regularly or during high-stress projects to perform chair massages for your staff.
  • Have a tense meeting on the docket? Need to work out an issue between two colleagues? Rather than staring one another down in a conference room, suggest walking meetings to work out conflict. The fresh air and movement can diffuse tension and allow for more relaxed dialogue.
  • Get the LifeBalance Program so that you have a wide variety of discounted stress-relieving options for every one on your team.
  • Practice what you preach! Round colleagues up for that walk, do a few regular stretches of your own and attend the on-site yoga class. Your team will feel more comfortable trying stress-relief tactics if they see others employing them while at work, particularly those in HR or leadership roles. And it demonstrates that those daily stress-management exercises are supported from above.
  • Lastly, address stress in the workplace. Talk regularly with your employees about their stress levels and get their feedback. Poll your colleagues to find out what THEY think would help them keep stress at bay while at work. After all, there are plenty of tips for managing employee stress out there, but each team is unique; communicating with yours is the best way to ensure that your stress-busting initiates are relevant and helpful for your team.

The Wellness Weave: How to Simultaneously Improve Employee Health and Satisfaction

Fitness Ball at Desk

Want healthy and dedicated employees? Weave a wellness focus into your engagement initiatives to ensure employee well-being and satisfaction.

Wellness doesn’t have to be a stand-alone component of your benefits package. We believe that wellness is most effective when it’s woven into the very fabric of an organization, when it becomes a part of a company’s seemingly-unrelated goals and initiatives.

Take, for example, employee engagement. In its article 6 Simple but Highly Effective Ways to Boost Employee Engagement, the Huffington Post outlines a few great steps that employers can take to help employees stay motivated and committed. These include:

  • Create a Positive Work Environment
  • Make Work Matter
  • Give Employees Opportunity to Grow
  • Eliminate Stress
  • Invest in Education
  • Show Appreciation

While none of these steps specifically mention wellness, all provide opportunities to focus on well-being.

Not sure what we mean? Let’s break it down. Here are Huffington’s six suggestions, with our tips for weaving wellness into each of them.

1. Create a Positive Work Environment. The Wellness Weave: Make that work environment more positive by making it a wellness-focused environment. Add to happy hours regular group walks or runs (after work, perhaps?) and afternoon stretching sessions. Provide nutritious snacks, host healthy potlucks, encourage active breaks, and hold walking meetings when discussing tough topics – the fresh air and movement will do wonders for tension.

2. Make Work Matter. The Wellness Weave: Make sure employees know THEY matter. Show that both their work AND their health and happiness are essential to the company’s success. Support their efforts to lead a balanced lifestyle with flexible scheduling to allow for fitness, volunteering, family events or after-work engagements. Offer health perks, like wellness discounts or rewards, and make sure employees take their vacation. Show them you know they are more than their job title, and they’ll show you how good at their job they can be.

3. Give Employees Opportunities to Grow. The Wellness Weave: Give employees opportunities to grow healthier. When talking to employees about their career goals, find out what their personal wellness goals are, too, and talk about how the company can provide support. You may even find that many employees have the same goals (for example, weight loss or stress management), which may make it easier to choose wellness initiatives that speak to your team.

4. Eliminate Stress. The Wellness Weave: Make that stress-elimination wellness-focused. Can you add a ping pong , Foosball or pool table in an unused room? Cornhole or horseshoes on the lawn? An on-site yoga or meditation class? Give employees outlets for stress (ideally, active or creative ones) and a space in which they can give themselves a mental break.

5. Invest in Education. The Wellness Weave: Invest in wellness education. Many of us make unhealthy choices without realizing it, or don’t understand the healing power of proper nutrition, or don’t know the negative effects of sitting all day.

Education is the impetus for change. So whether it’s holding classes on-site, subsidizing employees’ enrollment in wellness-focused classes or seminars, sharing educational articles, implementing LifeBalance’s educational wellness challenges, or inviting health experts to speak to your team, prioritize wellness education just as you would continuing education.

6. Show Appreciation. The Wellness Weave: Show appreciation with wellness rewards, and show appreciation for wellness accomplishments!

If you’re going to reward your employees for a job well done, consider a reward that can be used on a wellness-focused activity or expense. How about a gift certificate to their yoga studio or gym, or for a massage, or to REI or Sports Authority? (LifeBalance Rewards, for example, will let employees redeem prizes at sporting goods stores, health clubs, yoga studios, spas and more.)

And praise wellness accomplishments! Openly congratulate employees who, say, complete their first 5K or climb a mountain. Share pictures of their hikes or kayak trips or race finishes in your company newsletter. Give shout-outs to those who take regular lunch break walks together or meet up for Zumba each week. Show them you respect and value their dedication to their own well-being.

As you can see, employee engagement and well-being go together quite naturally! And it doesn’t have to stop there; when you weave elements of well-being into other employee programs and initiatives, you’ll create a wellness-focused culture that feels natural, genuine and rewarding.

Want a Healthy Workplace in 2015? 4 Steps to Get Your Plan in Place.

calendarWe know you’ve been lining up benefits and policies for 2015. But give wellness the planning attention it deserves and you might just facilitate your company’s healthiest year yet! Here are just a few tips:

1. Ask Your Employees Now!

You’ve probably been measuring the effectiveness of your wellness initiatives. But going to the source to get feedback on why certain initiatives were successful, why some weren’t, and how some initiatives can be improved can help you hone in on what your employees respond to, saving you a lot of time and money in the long run! You can also survey staff to find out more about their current health habits so that you can address concerns with upcoming initiatives. Check out the CDC’s Worksite Health Promotion site for tips about surveying your team. Then poll them asap so that you can plan effective measures for 2015.

2. Outline your wellness calendar. 

Before you panic about one more calendar or outline for 2015, know that this one doesn’t have to be a ton of work, or complicated, or expensive. It’s simply an outline of how you will address employee well-being throughout the year.

Make a goal to address a wellness-related benefit, event, challenge, discount, goal, or initiative each month. Perhaps there are certain wellness initiatives that take place each year; say, biometric screenings in the fall or a walking challenge each spring. Add those to your calendar, and look for ways to fill the other months! It could be with lunch-and-learns, weekly lunchtime walks, educational emails, speakers, contests, highlighting local walks and runs or setting up and promoting fitness discounts. How you fill the months is up to you, and your calendar can be flexible! But planning is the first step of doing; let your wellness calendar help you consistently promote well-being all year.

3. Plan to implement wellness challenges. Multiple wellness challenges.

We love wellness challenges (we offer six of them, after all). We know they’re highly effective. We also know that two challenges are better than one.

Implementing multiple challenges will give you a chance to engage and educate employees multiple times throughout the year. It will provide your colleagues with fresh motivation to maintain the healthy habits and routines that they picked up in the first challenge (or motivation to get back on track, if they’ve started to slip). Everyone has different interests, abilities and motivational triggers, so the more ways you can motivate your diverse team, the better! And, in our experience, if employees decide to take the plunge and do one challenge, they usually participate in others.

Not sure what kind of challenges to implement or when to start? Contact us for a solution based on your population, your budget and your schedule.

4. Plan a wellness fair!

If you really want to get your team focused on wellness, try a wellness fair (separate from your usual benefits fair). From inviting speakers to bringing local health club reps on-site, there are a lot of things you can do to educate your employees on their wellness resources. Check out our tips for hosting a successful wellness event here.

Bonus points: Hold your wellness fair during the registration period for a wellness challenge. Doing so really helps generate buzz surrounding a challenge, and if employees can sign up at the event and get questions answered on the spot, you’ll greatly increase participation and motivation!

4. Plan to strategically promote your LifeBalance discounts.

Your office probably goes through the post-holiday fitness craze just like, well, pretty much every office in America. How about highlighting your LifeBalance health club, yoga and weight management discounts in January? Promote running/walking gear or cycling savings as the weather warms up; whitewater rafting, camping gear and amusement park discounts for spring break and summer; skiing/snowboarding discounts in the winter and massage/spa discounts during your company’s most stressful months. Be sure to share information about a mix of wellness and recreational discounts, as after all, healthy recreation is an important part of well-being.

Don’t have LifeBalance discounts for your staff?  Contact us to learn about implementing this affordable, turn-key and valued employee benefit.

A Vegan’s Experience


The Everybody Eats Nutrition Challenge helped one participant revive her backyard garden.

Implementing our Everybody Eats Nutrition Challenge for Clackamas County employees was exciting. Getting great feedback from participants who hardly ate fruits and veggies prior to the challenge was rewarding. But hearing from a long-time vegan that Everybody Eats even showed her a thing or two? To us, that’s priceless.

“I’ve been a vegan for over fifteen years, so I didn’t think I’d get much out a challenge focused on increasing fruits and vegetables. Boy, was I wrong! I learned a lot about my eating habits and found it fairly easy to increase my veggie intake (by decreasing my junk intake). I was surprised that people found adding veggies to be the most challenging. I was also surprised by my lack of fruit intake. Fruit can be very difficult to digest, especially to those with fructose sensitivities. There are safe ways to incorporate fruits into the diet, however, and I thought I’d been doing that fairly well. Nope. Not at all. The challenge helped shine a light on the fact that I was barely eating any fruit at all. It also helped me focus more on my families’ fruit and veggie intake and make use of our backyard garden. Thank you!!” – A Clackamas County Everbody Eats Participant