Anybody who has ever made an effort to be healthier knows that “health” is an elusive concept that isn’t easily achieved. Unhealthy habits and routines are hard to break.
Our consumer innovation team has been focused for the last two years on “making fun healthy.” The most successful “changes” are ones that fit naturally into a person’s life. They’re fun. They incorporate health into something people already enjoy doing. You can read more about our wellness philosophy here. Even in our own lives, we look for ways to take our normal “life-flow” and inject some health into it (like having walkstations on the floor, and having bikesharing to get from place to place downtown). I like to think about health-injected lifeflows as “micro-enablers” of good health.
But everyone’s lives have obstacles to health, too. For example, it tends to be both difficult and expensive to buy healthy food and prepare it. It is cheaper and easier to eat unhealthy food.
There are a lot of companies that have recognized the value of a healthier work force (Pitney Bowes is a great example), and are trying to make it easier for their employees to be healthy. Humana has an on-site health club that offers cheaper membership for people that go a lot (but not free – that’s another premise that’s worthy of a separate blog post). Our cafeteria always offers healthy choices, and sometimes they’re subsidized.
But in addition to enabling good health, lots of companies put up obstacles, too. I’m co-leading a “tweetchat” focused on workplace wellness, and it’s caused me to want to find a way to shine a light on the obstacles companies put up – and to tear them down.
A lot of corporate cultures frown on taking time out to do ANYTHING – even exercise, except maybe at lunch. A lot of corporate cultures emphasize clock-punching. Employees are expected to come in early, stay late and be on call at all times.
A lot of times the salad bar is one of the most expensive ways to eat in the cafeteria. That makes sense because fresh fruit and vegetables are expensive and perishable. But if you really want to encourage employees to eat better, you have to tip the scales financially in favor of veggies.
There are wellness programs, but they are almost always uninspired (payroll stuffers, anyone?) and difficult to find and use.
Wellness programs and incentives often aren’t connected to one another.
None of these problems are insurmountable. But they can aggregate into some pretty serious obstacles. I’m convinced that if companies got really serious about identifying and obliterating their micro-obstacles, they’d make giant strides in enabling – and even encouraging – a healthier and more engaged work force. The first step is identification. I’ve thought of a few things that I consider to be micro-obstacles to workplace wellness. What did I miss? What are the obstacles you’ve seen in your own work force? And what innovative things have you seen that overcome the obstacles? What would you like to see?
[Editor's note: The concept of "Micro-Obstacles" will be one of the topics on this month's CoHealth tweetchat on Wednesday, February 17th. CoHealth is a "workplace wellness cooperative" focused on health at work.]
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