At this point, you have

• gained support from management for the Workplace Exercise Program

• formed an employee committee

• investigated what’s possible in your workplace

• found out what workers want and need in a Workplace Exercise Program.

Based on this information, you are now ready to create your action plan to increase exercise at your workplace.

With the employee committee, take the following steps.

• Combine the results of the worker survey with the workplace environmental assessment, and report to management and staff members.

• Prioritize the possibilities at each of the “levels” (individual, social, organizational, community, policy) in the workplace listed in “Keys to Success”. for  instance, suppose a large group of employees show an interest in bicycling to work.

Since these individuals  may want to shower and change after their commute each day, you may give showers and changing facilities priority in your workplace. Bike racks could also be important for making employees’ bikes secure during the workday.

• Consult the list of practical suggestions found this website.

• Develop a mission statement (one which aligns with your corporation’s overall mission statement) to define your purpose and help guide your process. Setting objectives and objectives will help you achieveyour mission statement.

• Put together a plan or blueprint addressing what you have learned. Make program and activity recommendations with timelines, identify resources and assign responsibilities. Revisit the list of tasks outlined in “Step 2 –  Forming an Employee Committee.” Seek management approval to move ahead.

• Once your initiative is in place, it’s important to promote it to employees. Organizing a launch is a good way to do this. A formal launch also demonstrates management commitment. If employees don’t know about the initiative, they cannot take advantage of it!

• Decide what you need to track to show that you’ve reached your goals. Measure these factors before you begin. This way, when you evaluate later, you’ll know when there has been a change.

The Employee Interest Survey

Ask workers questions that allow you to assess such key characteristics as age, gender, social relationships, family responsibilities and current physical activity participation.

It’s important to know this information so that your exercise initiative meets employees’ needs. Staff Members aren’t going to participate in something they are not interested in.

Ask workers what they want, and then implement changes that fit with their needs and working conditions. for example, workers might not want to do activities that make them sweat, because they do not want to shower at work.

Ask workers what the organization could do to make it easier for them to be more physically active during the workday. When there’s a common trend throughout your organization, a single change could affect a lot of individuals .

For example, suppose a big group shows interest in biking to work. They may want to shower and change after their commute. You may give priority to installing workplace showers and changing facilities. Secure bicycle storage may  be important as well.

When you’re launching a program that requires going outside, begin in the spring. By the time winter comes around, participation is already a habit.

Involving staff members is key to increasing exercise participation rates. People  are more willing to participate in and support exercise programs when they’re involved in decision making.

The following tips will help you produce your own worker interest survey –

• Keep it short (no longer than 10 minutes to complete).

• Let employees know why you’re doing the survey.

• Rather than using all open-ended questions, which could be long and difficult to analyze, ask people  to select from a drop-down list of possible responses.

• Ask for comments and suggestions in one open-ended question at the end.

• Make it confidential and anonymous. Don’t request information that may identify a person.

• When you are including a list of potential programs or environmental changes, be certain your workplace has the facilities and resources to offer them.

Although support from the top is vital to a successful initiative, support from other employees is also important.

Once you get the go-ahead from management, identify others who are interested in the project and form a committee to help determine the next steps.

Depending on the size of your workplace and the amount of staff time management is willing to contribute, this committee may  be advisory or may plan and carry out the initiative.

The committee could include employees from human resources, occupational health and safety and finance. It’s also a good idea to involve staff from other areas who have an interest in promoting physical activity.

Terms of reference will define the boundaries of the project. for example, it’s important for the committee to have clearly defined and understood tasks. Possible tasks include the following –

• Analyzing your workplace environment

• Carrying out an employee interest survey.

• Developing a mission statement and objectives and objectives.

• Writing a physical activity or wellness policy declaring the corporation’s commitment to physical activity.

• Brainstorming program ideas.

• Promoting, communicating and advertising and marketing the initiative.

• Coordinating specific activities.

• Determining how the initiative will be investigated.

• Continually investigating  what’s or is not working and adjusting the plan.

Before making plans to encourage physical activity during the workday, it’s important to find out what’s “doable” in your workplace.

You don’t want to elevate worker expectations by offering something that’s impossible due to funding or space limits.

For example, it’s not realistic to suggest putting in a fitness facility when there’s no room for it. be open, nevertheless, to creative ways around limitations.

Workplace Exercise Programs –  Locating out What’s Possible in Your Workplace

Check with recreation departments or fitness facilities for maps of the local walking trails or underground pedways. Excellent walking trails may  be right around the block from your workplace.

Below are some questions to help you assess your workplace –

• What facilities or opportunities does your work space offer that make it easier to be physically active during the workday? for example, do you have stairs, bicycle racks, showers, space for a fitness facility, factory walking lanes?

• What nearby facilities or opportunities could staff members use to be more physically active during the workday? Are you close to sidewalks, walking trails, community centers, bike lanes for active commuting and/or exercise facilities?

• What resources are available?

• can the initiative access funds, personnel, space, equipment, facilities?

• What is the structure of your organization? for  instance, consider staff size, working hours, number of sites, unusual shifts, length of lunch breaks and ability to use flex time.

Whether the changes you’d like to make involve the work environment, overall policies or specific programs, successfully starting your ideas depends on management support.

Support from management is critical for three reasons –

• You need their agreement to involve staff members in a workplace initiative.

• When management pays attention to and supports an initiative, staff members also see the initiative as worthwhile.

• Management has the power to give work time and money to support the initiative.

It’s important to keep management involved throughout a exercise initiative, but at three points you will need support for –

• an overall concept, including a go-ahead to assess what staff members want to do within the limitations of your workplace environment.

• A detailed plan (based on the assessment above) coupled with resources to carry out the plan.

• Evaluating the initiative to improve it along the way or to advocate for continuing or expanding the initiative.

Approaching Management

Before approaching management to gain initial support for promoting physical activity during the workday, do your homework.

• Prepare a company case clearly outlining how the organization will benefit by promoting physical activity during the workday.

• List the individual, social and corporate benefits of physical activity and the benefits of being active during the workday.

• Present some general ideas about what the program might include. See the Success Stories and Ideas sections on this website to highlight what other workplaces have done.

Expect questions like the following from management –

• How’ll this help our company?

• How can we motivate workers to participate?

• How much will it cost to run this program or make this change?

• How are we going to know a year from now if this was a good use of time and resources?

Ask managers about the range of activities they would support. Often managers have ideas of their own they would like to see acted on to improve the workplace.

Don’t forget to include middle managers when gaining support for your initiative. They could be very helpful when you need volunteers to lead teams in corporate exercise challenges.

Promoting health in your workplace does not have to be complicated, expensive or time-consuming. Any organization, big or small, can promote healthful consuming and active living in the workplace. Here are some suggestions –

Healthy Eating

• for breakfast meetings, in lieu of serving donuts, large muffins, cookies, tea and coffee with cream and sugar, offer healthier alternatives such as bagels, small muffins, fresh fruit, water, 100 percent fruit juice and milk with coffee and tea.

• for lunch meetings, avoid serving chips, fried foods, rich pastas, and salads loaded with dressing. Instead, offer sandwiches, bagels, whole grain low fat crackers and cheese, 100  percent fruit juice, water, salads with dressing on the side, vegetable and fruit trays.

• Reimburse employees for items purchased to improve their health (e.g. healthful eating cookbooks, consultation with a Registered Dietitian).

• Arrange for the cafeteria or food providers to offer healthy food choices.

• Arrange to have healthful choices like bottled water, 100 percent fruit juice, fruit bars, and raisins available in vending machines.

• Provide a means for people  to share healthful recipes with each other (for example, posting recipes on the Intranet, on posters or by e-mail).

Active Living

• Plan events and group activities to encourage workers to become active, such as walking programs, contests and challenge events, stretch breaks, team sports or participation in local or provincial events.

• Offer onsite health experts (e.g. personal trainers, fitness instructors) or incorporate this service in worker assistance programs to help staff members work towards exercise objectives.

• Give a supportive environment in the workplace that makes healthy choices easy –  bicycle racks, shower facilities, clean, safe and accessible stairwells, walking or running routes around the workplace, and gym facilities.

• Allow for flex time so that employees have more opportunities to participate in fitness plans as part of their working day.

• Reimburse workers for full or partial club membership fees, fitness class registrations, and fitness equipment purchases.

• Give corporate fitness center memberships to reduce costs of individual memberships.

Keeping It Fresh!

Find a champion to –

• Organize lunch “n learn sessions to provide information and motivation for healthful consuming and active living.

• Invite demonstrators to provide cooking lessons or tips for making healthy foods.

• Post a rotating list in a common room of local restaurants that offer healthful food choices on their menus.

• Distribute information to educate workers on portion sizes.

• Include physical activity and nutrition information in newsletters, pay check inserts, bulletin boards or e-mails.

• Plan activities that promote healthy consuming and physical activity. for  instance, start a year-round lunch-time walking club, and special activities

Limited resources, especially in small corporations, can prevent an company from setting up a wellness program. Reasons can include –

• lack of budget resources;

• lack of staff;

• lack of senior-level support;

• little knowledge of the wellness concept and;

• concern about making wellness available to all employees.

According to the Wellness Councils of America, some small business owners might have the wrong idea of what’s involved in having a wellness program.

Some corporations are not sure a program would really work and others feel that trying to change personal lifestyle behaviours is intruding and “none of their business”.  

Perhaps they do not understand that it doesn’t need to be expensive and that they do not need special staff. They might not realize that some staff would like to see some healthful changes and would help make things happen in their workplace.

It can be Done

Many small businesses have found ways to have a wellness program that works for them. They keep the cost and effort to a minimum and still have results that are positive for everybody.

In 2006, Graham Lowe wrote a report on the best places to work in Calgary. He said that healthful workplaces often have a “positive workplace culture”.  In a workplace with a positive culture, individuals  feel appreciated, valued, and trusted.

Dr. Lowe says it’s easier for a small workplace to have a positive workplace culture than for a big workplace. Many staff members prefer to work for a small company, he says, because it provides more opportunities to work closely with others and create a sense of community.

In his report, Dr. Lowe says the most successful businesses with fewer than 100 workers have –

• excellent staff member benefits;

• policies that promote a balance between work and personal life;

• flexible schedules;

• competitive salaries;

• excellent leadership with an emphasis on teamwork;

• environmentally responsible company policies;

• procedures for seeking employee input; and

• a focus on placing employees’ personal wellness ahead of the personal gain of company leaders.

All or most of these elements are also components of a good wellness program.

Tips and Ideas

There are many ways to include wellness in a small corporation. You do not necessarily need a wellness specialist or a fancy fitness club.

What you do need is support from management and a committee of a few committed people . Here are some ideas that your workplace can consider.

Communications and Promotion

• Send out a regular “wellness” newsletter in hard copy or online. Or send out a simple message like the weekly Healthy U Hot Tip.

• Use promotions that are already designed like Healthy Workplace Week.

Active Living and Healthful Eating

•  Be certain to encourage staff to sign up for the Stairway to Health stair climbing competition.

• Get pedometers for staff members and track their steps.

• Rent a nearby school or community gym and offer exercise classes.

• Hire a local fitness instructor to give courses or lead stretch breaks. Costs can be shared with staff members.

• Install secure bike parking.

• Serve healthy alternatives at corporation meetings and lunches.

Policy and Organizational Programs

• Hire an ergonomics specialist to assess workstations.

• Create policies to support work-life balance (for example, mandatory vacations, flextime, limits to work and e-mail on personal time).

• Provide a wellness subsidy for a variety of health and leadership activities and courses.

• Offer financial incentives to be healthful.

• Offer wellness incentives as rewards and recognition for a job well done.

• Conduct an organizational health audit (NQI Healthful Workplace Week).

• Become a partner with the community (for example, daycare, fitness clubs, festivals, parks, restaurants).

• Spread the workload. Make certain to set up a wellness committee.

Small companies may not have a lot of time, money, or human resources available for a wellness program. But they often have a huge advantage over large companies-a positive workplace culture.

That is a excellent foundation for a wellness program. When employees are satisfied, enjoy their work environment, they are more productive, and tend to be healthier.  With a little creativity and passion, small companies can develop successful wellness programs.

Get support from management, form a committee of two or more and discover the possibilities!

Early efforts to develop healthful workplaces focused on safety at the worksite and injury prevention for staff members.

More recently, programs are designed to assist employees to choose healthier behaviours like being more physically active or quitting tobacco use.

Campaigns to increase awareness, educational sessions to increase knowledge, opportunities to learn new skills, and changes to policies to make it easier for staff members to make healthful choices are often included.

This approach is taken because the workplace is a good way to reach people , since most adult American Citizens spend a large part of their day at work.

While safety and lifestyle programs are two aspects that contribute to the health of employees, corporate wellness is more effective when a third factor is brought into the equation-the environment at work.

How the workplace affects health.

Increasingly, it’s recognized that the workplace itself has a powerful affect on individuals ’s health. When individuals  are satisfied with their job, they are more productive and tend to be healthier. When workers feel that the environment at work is negative, they feel stressed.

Stress has a large impact on worker mental and physical health, and in turn, on productivity.

Consultant Graham Lowe has identified five components of workplace culture that directly affect employees’ health and the health of the organization overall-credibility, respect, fairness, pride, and camaraderie.

The underlying idea is that businesses must genuinely care about the wellness of their employees.

Companies today who want to attract and keep good employees have leaders who understand the connection between worker satisfaction and worker health and believe that corporate wellness is a company strategy.  

Their management practices include making reasonable demands on time and energy, involving workers in decision making, rewarding work well done, openly communicating, and providing support to balance work and home life.

Corporations know that staff members are looking for jobs that pay well, have good benefits, are fascinating, and include great health and safety programs. So in today’s competitive hiring market, it’s become more important than ever for businesses to enhance job satisfaction and ensure that staff members enjoy being on the job.

Corporate wellness benefits both corporations and staff members.

How does corporate wellness benefit the company?

A wellness program can help a company to –

• attract and keep employees;

• reduce the costs of disability, drugs, and absenteeism;

• reduce the effects of a stressful workplace;

• reduce health care costs or keep them contained; and

• improve morale by creating a happy, supportive environment.

How does corporate wellness benefit employees?

Employees of corporations that have a wellness program are likely to have –

• increased awareness and knowledge of ways to improve their health;

• a better (less stressful) workplace;

• increased protection from injury;

• improved health and wellness;

• higher morale and greater job satisfaction;

• increased productivity and effectiveness at work;

• decreased personal healthcare costs; and

• a more relaxed/flexible approach to health issues.

Both businesss and staff members have a responsibility for creating a healthy workplace. Staff Members are expected to arrive at work in good health, and the business is expected to provide an environment that permits staff members to maintain good health, enjoy their work, and contribute to the corporation’s success.

Corporate wellness is more than a “lunch and learn” program. It’s about developing a “individuals  first” approach to doing business.

It’s about taking care of staff members, establishing a positive work environment, and compensating attention to the factors that keep staff members healthful and happy at work.

A good wellness program has an impact on employees’ mental, physical, emotional, social, and spiritual well-being.

• support from  senior level management

• a wellness committee or team

• information about the wellness needs and interests of employees

• a budget

• program objectives

• an analysis plan

Even if you’ve few financial and/or HR, you can still take a “micro” approach. for  instance, you may focus on only one specific issue or problem. Creativity, enthusiasm and planning can help you overcome limitations.

This article will give you some ideas for establishing up wellness programs. Even the smallest steps can have an impact.

Whether you pick to begin with a single program or develop something larger, planning is essential. First think about the large picture and then look after the details.

Ask yourself these questions –

• Identify an action. What health-related program will fit the bill and best suit the employees and organization?

• Promote. How can you most effectively get the word out to employees? What are the opportunities for promotion? Consider everything, because staff members have access to and pay attention to different types of messages.

In a average workplace, staff members get information from e-mail, newsletters, bulletins,  brochures, meeting announcements and fellow staff members.

• Deliver. Who’s the best person or group to put the program into action? Ask other businesses about approaches they have used. Decide on your budget before making a decision.

• Evaluate. What should you evaluate to determine success? Do you need hard data and/or testimonials from individual participants?

We recommend the following when planning your initiative –

• creating and communicating clear objectives

• targeting your audience

• deciding on the kind of program or campaign

The Elements of Wellness Programming

Programs to promote wellness in the workplace don’t need to be restricted to a single area. You might think corporate wellness only involves promoting positive personal health, e.g., blood pressure (BP) clinics,  flyers on heart illness, “lunch and learn” seminars on eating habits and short-term exercise programs.

These activities are important, but corporate wellness should also be part of a corporation’s company strategy and go beyond traditional programming.

Taking a broader approach, the National Quality Institute recently identified three key elements of a healthful workplace –

• physical environment

• social environment and personal resources

• health practices

Specific Program Ideas

Physical Environment

Look after workers’ health and safety and establish regulations to support their health and safety. Consider providing the following –

• Safe bicycle storage and shower and/or change facilities for cyclists and other commuters.

• Fridges for workers to keep snacks and meals fresh and/or healthy snacks in vending machines and cafeterias.

• Ergonomic assessments.

• Subsidies to help staff members join local recreation centers.

• Classrooms/conference rooms available for booking activities like yoga, pilates, tai chi, meditation and aerobics.

• Safe and pleasant stairwells that invite workers to use them.

• Assessing the potential for violence at work with plans to deal with such risks.

• Good lighting and sound and air quality.

Social Environment

Human relationships and communication, as well as ways of doing business, can affect an employee’s mental and physical health. Companies ought to consider the following –

• respectful workplace policies that provide safe worksites

• policies on flex time

• policies on working from home

• staff member satisfaction surveys

• leadership coaching

• resiliency training

• employee assistance programs

To foster a positive social culture or climate, consider employees’ needs, which include –

• being respected

• a sense of belonging, purpose and mission

• freedom of expression

• protection from harassment and discrimination

What you have “always done” may not address current worker needs. Ensuring that people  enjoy being at work is not an easy task, but making the right changes can have a enormous impact.

Health Practices

Offer programs and set policies that help staff members remain healthful or improve their health while at work. Consider offering the following –

• “Lunch and learn sessions” on healthy habits like sleeping better, consuming on the run, healthy snacks, using a pedometer, pole walking, work-life balance, time management, stress management, resiliency, parenting and reading nutrition labels.

• Stop use of tobacco clinics or subsidies to help employees quit.

• Health risk (assessment|appraisal}s, including fitness assessments.

• Programs to address the issues raised in the health risk (assessment|appraisal}s.

• Healthful snacks served at meetings and conferences.

Personal Corporate Wellness Tips

If there is no wellness program at your worksite, do not let that stop you from keeping healthy. Perhaps your example will spark a movement toward a healthier workplace.

Here are several ideas to think about –

• be active at work. There are many ways to bring activity into your workday. Walk to work, even when it’s just one way. Hold walking meetings. Bike to work. Use the stairs. Walk to a workmate’s office in lieu of sending an e-mail.

• Eat well at work. Pack a healthful snack and meal. Place a bottle of water at your desk or workstation. Eat breakfast and eat regularly during the day. Take turns bringing a basket of fruit for colleagues’ snacks. Order healthful snacks for meetings.

• Maintain work-life balance. Make certain to work efficiently so you are able to leave on time. Conduct short, effective meetings. Leave your work at work and do not take it home.

Minimize social chit-chat. Make sure to set up your office to enhance your work. Avoid clutter. Plan and prioritize to ensure that the most vital things get done first.

There’s no limit to the number or variety of wellness programs. A key to success is planning well and ensuring that you can evaluate the results so that you can sustain momentum.

Talk to other wellness practitioners to find out what works well for them. Listen to your peers to determine their needs and interests. and don’t forget to promote, promote, promote.

They also know that successful and sustainable wellness programs are much more than several “lunch and learn” programs.

Your wellness program ought to include a wide range of key elements, including –

• A clear agenda or statement of goals.

• A plan characterized by passion.

• an effective leader who is creative and organized.

• A focus on short-term outcomes combined with an overall vision.

• A measurable strategy (what’s important gets measured!).

• A policy of celebrating and communicating success.

Planning Your Wellness Program

Plan carefully to ensure that your wellness program is seen as part of a wide commitment to maintaining the health and safety of all employees. Yes, creating a good plan takes a lot of effort and time (and sometimes resources).

But planning is essential and well worth the investment required. as the saying goes, “failing to plan is planning to fail.”

You may start by conducting a recent survey of worker needs and interests. If you take this route, pay attention to the results and plan accordingly. If you don’t, the staff members will not support the program.

Accumulating information about what you’re already offering is also a good idea. for  instance, you may be surprised by your business or corporation’s current wellness and health policies.

Another important step is to establish an agenda and/or measurable objectives to help you determine priorities, timelines and the resources required to launch the program. be bold and creative in your planning, but also realistic.

Leadership

The leader of your wellness program must be able to wear many hats. the leader’s duties include –

• Developing a vision of the wellness program after receiving input from all interested workers.

• Communicating ideas and a rationale throughout the organization (to senior managers and fellow workers alike).

• Keeping others enthusiastic about and committed to a wellness program.

• Serving as a role model and wellness coach.

• Developing and maintaining leadership skills such as giving effective presentations and being well-organized.

Good leaders avoid becoming overwhelmed by overly ambitious and complex plans. You might want to stick to short-term objectives at the beginning so that you get immediate and visible results.

These first steps are the basis for a successful wellness program.

Good leaders involve as many individuals  as possible in the program. for  instance, you will want to form a committee made up of a diverse group of workers to provide advice during the planning phase. This approach will –

• Make certain to help you to obtain valuable information from all parts of the corporation.

• Develop ambassadors who’ll help you implement the wellness program.

Keeping Score and Celebrating

Always rememberhow you’ll monitor progress and evaluate the success of your wellness program. Analysis allows you to –

• Identify areas of excellence.

• Identify factors that affect participation in your programs.

• Gain management’s support for your efforts (and maintain that support).

• Better understand issues that need attention.

• Learn from mistakes and change the program to keep it on the right track.

When you evaluate your program, you are able to measure such things as –

• Worker absences.

• Worker turnover rates.

• the cost of your staff member assistance program.

• the cost of benefits, including short-term and long-term disability payments.

• the cost of your drug plan.

• Accident rates and safety records.

• Employees’ participation in wellness programs (and whether they are staying in the programs).

• Changes in employees’ health habits.

• Level of employees’ awareness of healthy lifestyle issues.

• Results of your environmental wellness audit.

• Other noticeable changes in areas like morale and job satisfaction.

A good communications plan provides ongoing information to employees (including upper-level managers) and fosters excitement about the wellness program.

Positive reinforcement is part of an effective communications plan. for  instance, you might recognize individuals  who have assisted set up the program or offer tangible rewards for achieving goals.

Everybody needs to know whether workers are getting involved, enjoying the activities and getting some benefit from them. Showing that a wellness program has financial benefits is often an important factor in maintaining strong support from the top.

When you pay attention to the key elements of your wellness program and communicate openly and continuously while planning and delivering it, you will lay a solid foundation and leave a legacy that lasts.

One possible solution to this challenge is to make exercise a part of the work day. Obviously, being active at work is advantageous for workers.

But companys also benefit from having fit, energetic and healthful workers who are more productive.

The challenges

Your job takes up a lot of your time. In addition to the hours you spend actually working, there’s the time required to get to and from work and take lunch and rest breaks during the work day.

In the end, there are a limited number of hours left over for the rest of your life. This work life imbalance is in particular true for Alberta, where statistics show that we work exceptionally hard.

Many jobs today are sedentary, and many Americans drive to work. the pressures of work may also cause us to eat lunch at our desks and skip breaks.

Then, after work or on the weekends we juggle household chores, family responsibilities and social engagements.

Wellness Programs –  Get began on a workplace fitness program

Management plays a key role in creating a culture that promotes health. the leaders at your workplace influence the various policies and the informal or formal practices, and these policies and practices affect your attitude towards healthful active living.

Begin by talking to your boss about the benefits of a healthful active workplace. the best way to ensure the success of a workplace fitness program is to have the management on side and cheering you on.

Ask your boss to consider taking these actions –

• Send a memo or message about the importance of health and healthy living that encourages staff to take an active break each day.

• Give for flexible work hours that help staff to be more physically active. for example, they might need to take a longer lunch break to attend an exercise class, making up the time by coming to work early or staying late.

• Make available a meeting room or other suitable office space for noon-hour yoga or exercise classes, and hire a teacher to lead them, or use videos.

If your boss agrees to support a workplace fitness program, don’t forget to say thanks.

You don’t need an onsite health club

Only very large companies can afford onsite fitness facilities such as exercise equipment or squash courts. Still, most employers can take other inexpensive steps to support staff members who wish to become more active.

For example –

• Arrange for discounted fees for staff members at a fitness club, recreation centeror YMCA facility.

• Install showers and a place to hang a towel. (Make sure the showers are cleaned regularly and that women who use them will feel secure.)

• Install bike racks or a locked enclosure that is safe, conveniently located and well lighted.

• Hold walking meetings and set up lunch-hour walking groups

• Make staff members aware of safe and pleasant walking routes near the workplace, in addition to nearby facilities that offer fitness programs (like walking, swimming, running, yoga, stretching).

• Hire a certified instructor to teach staff about health, fitness and how to become more active.

Any size and type of workplace can support workers who wish to be physically active. It’s highly desirable to get management on side.

Even if your boss isn’t supportive, you can still find ways to get moving more. Be certain to set up activities for groups and person, and encourage your peers to join in.