Slow Wellness Movement

Is worksite wellness dead, alive or just asleep at the wheel?

When I look around at health promotion conventions I see the same players year after year, mostly men, mostly white, always academic and pretty darn boring. We, health promotion professionals, are supposed to get excited about the latest statistic, report or other documented feat published in a “peer reviewed journal.”

Yes I also have several academic degrees and wholeheartedly believe in the power of education. I think learning is paramount to success in life. That said, when it comes to wellbeing, there is more than “education” at stake.

Certainly with the Penn State incident fresh in the news, opinions have surfaced both pro and con in regards to the validity of worksite wellness programs. I think this offers incredible opportunity to rethink what is the purpose of wellness. Has wellness drifted too far into the realm of medical mania in hopes of saving healthcare cost dollars? Has it become an exercise in academic achievement?

What is the real purpose of health promotion in the workplace? Here’s the definition as stated on health promotion journal, a prominent source in the field.

“Health Promotion is the art and science of helping people discover the synergies between their core passions and optimal health, enhancing their motivation to strive for optimal health, and supporting them in changing their lifestyle to move toward a state of optimal health. Optimal health is a dynamic balance of physical, emotional, social, spiritual, and intellectual health. Lifestyle change can be facilitated through a combination of learning experiences that enhance awareness, increase motivation, and build skills and, most important, through the creation of opportunities that open access to environments that make positive health practices the easiest choice.”

I don’t know about you but I drifted off somewhere in the middle of that speech. Whew! The definition reflects a complicated, academic exploration of a healthy lifestyle.  Are you inspired? Motivated to take action?

What about something like this?

• Worksite wellness: helping you build a vibrant lifestyle.
• Health promotion: promoting energy in the workplace.

I’m just saying we need to stop being an exercise in mathematical and scientific exploration. We need a return towards wellness as a motivator of high-level performance. High performers = high productivity.

Here are 6 ideas to encourage new thinking in worksite wellness programs.

1. Build artistic and creative avenues into the program. Example, assist employees in further developing hobbies and interests that excite them. Ideas such as book clubs, language programs, music groups etc.
2. Create mentoring programs that go beyond climbing the corporate ladder and expand horizons of employees. Example, our educational system is in dire need of mentors for students, what if employees could connect to the local school and build mentoring programs there?
3. Expand volunteer opportunities on work time. Example, work with non-profit, community or church organizations that employees show an affinity for and allow opportunities to give back to their community.
4. Utilize more diverse thinking when it comes to weight loss. Example, most wellness programs remain stuck in old school thinking, i.e. low-fat diet and eat less, exercise more. There is widespread thinking that those options may not be the most efficient. Let employees choose a program be that a low carbohydrate or Paleo diet and have assistance with that program. Let go the idea that exercise is for weight loss.
5. Move away from sport like activities as “the” exercise option in wellness offerings. Example, boot camps, marathons and tough mudder competitions appeal to a certain type of individual. The workforce is imaginably diverse; offer encouragement and access to recreational activities such as bowling, badminton, swimming and maybe even chess, backgammon and bridge.
6. Stop the attitude of everything is “wrong” with employees. Example, you are overweight, don’t exercise enough, have too much stress, don’t manage your time well and eat the wrong foods etc. Try a new approach; build on qualities of excellence within the workforce. For instance, an individual has good writing skills; allow them time and opportunity to access a creative outlet.

Bottom line is wellness should promote, inspire and encourage vibrant lifestyles. Turning an employee into a cost saving mechanism does not foster positive spirit. It is demeaning and demotivating. Think about it, would you feel good being a number?

Yes, I’ve heard endless times employers say “I pay for their healthcare so my rules.” I think the truth be told employees pay for their healthcare in lower wages so who is really footing the bill? Up for debate, maybe.

Just like the slow food movement maybe it’s time for “Slow Wellness.” Building skills for vibrant lifestyles requires time, energy and patience. It is not a quick fix cost saving coupon. It needs to be more than medical procedures, cholesterol tests and walking programs.

“It is very difficult to be well and focused in lifestyle if you can’t express your talents and passions in some manner.”

Donald B. Ardell, pioneer in worksite wellness