Hunnicutt suggests adopting a plan that focuses on results rather than activities. Employee participation in a "smoke out" or fun run, for instance, may boost short-term awareness of good health, but generally doesn't have a long-term impact.
For real, long-term improvement, he says, you need to set goals and devise a reasonable strategy for achieving them. Here's his seven-step program:
1. Secure the support of top management. Any meaningful change will be driven from the top. He mentions one company's effort that involved the chief executive officer leading the mostly female staff in lunchroom aerobics.
2. Appoint a wellness team to oversee the effort. At a small company, this might be a single individual, perhaps even the boss.
3. Collect some form of data. "You can't change what you can't measure," says Hunnicutt. Data collection can run the gamut from having employees participate in health screenings (an online version can cost as little as $8 an employee; a blood workup is about $30 per head) to weighing the workforce on a grain elevator scale to establish a weight-loss benchmark.
4. Create a simple plan and set simple goals. If excess weight is identified as a primary concern, for instance, the wellness team might say, "In 12 weeks, we're going to lose 500 lbs. as a company."
5. Choose the appropriate intervention. This could be anything from providing information on healthy eating to promoting exercise as part of an employee's daily schedule.
6. Create a supportive environment. If, for example, you want your employees to exercise more, make it easier for them to do it during the workday. Consider designating or building walking trails around your company grounds, or providing shower facilities so employees can clean up after bicycling to work.
7. Carefully evaluate outcomes. If the desired result isn't being achieved, it may be necessary to change the intervention or make the environment even more supportive.
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