Workplace Well-being Programs Research Articles

Employee Group Coaching Program for University and Hospital Employees During COVID-19: A Feasibility Study.

Workplace wellbeing programs can be beneficial but range widely in approach. A group coaching model offers numerous benefits. To evaluate feasibility of group coaching for employees during COVID-19. Employees (n = 29) at a university and university hospital underwent a 12-week group coaching program. Measurements of feasibility -- including enrollment, attendance at sessions goal attainment and satisfaction -- and exploratory outcomes including perceived physical and mental health and stress were administered at beginning, middle, and end of the program, plus 2 follow-ups. Twenty-six of the 29 program enrollees (96% women; 65% university employees) opted to complete surveys at 1 or more time points, and 9 individuals completed surveys at all 5 time points. Median attendance was 9 sessions. Participants opted to focus on movement, nutrition and mind/body goals and all participants reported making progress toward their goal during the program. Exploratory wellness outcomes showed meaningful improvements in perceived physical and mental health and reduced stress during the program, with return to near baseline 12weeks after program completion. Perceptions of workplace wellness culture varied by employer. Despite pandemic-related disruptions to life, work, and health, online group coaching is feasible and acceptable to participants. The program should be replicated to evaluate whether the improvements in exploratory wellness outcomes observed during the program are statistically significant. The apparent return to baseline levels by 24weeks suggests that post-program maintenance support may be helpful.

Experience in implementing workplace wellbeing programs in Russia: results of a survey of employers on the ATRIA platform

One of the effective approaches to the prevention of noncommunicable diseases and the extension of labor potential is the introduction of workplace wellbeing programs (WWPs). The implementation of WWPs and the formation of health promotion working conditions contribute to improvement of the wellbeing and quality of life of employees, reduce presenteeism, absenteeism and improve the economic performance of the company.Aim. To assess the experience of implementing the WWPs among employers in Russia using the ATRIA electronic platform.Material and methods. Experts from the National Medical Research Center for Therapy and Preventive Medicine have developed a set of tools (a questionnaire for employers and employees) to assist in the development and implementation of WWPs. A link to an ATRIA electronic platform was sent to the chief external specialists in preventive medicine to ensure a wide coverage of the country’s population. The survey was conducted from April 2020 to October 2021.Results. The survey involved 181 employers and 7500 employees (women, 63,2%, n=4735), but not every respondent answered all questions. The companies related to education, science and culture (23,8%, n=43), metallurgy/mining (19,9%, n=36) and chemical/ petrochemical industry (11,6%, n=21). The majority of employers (73%; n=73) consider it necessary to develop and implement WWPs, while the majority of them (66,9%, n=121) were not familiar with such programs. Companies mainly implement health examinations (79,4%, n=100), vaccination (78,6%, n=99), measures aimed at increasing the physical activity (73,8%, n=93). Only 50% of employers evaluate the effectiveness of WWPs: according to a survey of employees — 41,2% (n=47), according to temporary disability rate — 27,2% (n=31), according to staff turnover — 13,2% (n=15). Through the implementation of the WWPs, employers expect to improve employee health (94,4%, n=171), employee satisfaction (81,2%, n=147), morale (77,3%, n=140) and workforce productivity (75,1%, n=136).Conclusion. The prevalence of WWPs in Russia varies depending on the industry, the entities involved in its implementation, the nature of work and the number of employees, which creates health inequalities and justifies the need to develop targeted interventions and measures to implement WWPs.

Workplace wellbeing programs: factors of the work process and maintaining a healthy lifestyle

<h3></h3> Приверженность здоровому образу жизни как важнейшему фактору формирования здоровья на современном этапе социально-экономического развития страны становится не просто актуальной, а чрезвычайно необходимой задачей. Разработаны корпоративные программы укрепления здоровья, сфокусированные на ведении здорового образа жизни, коррекции поведенческих факторов риска, снижении риска развития хронических неинфекционных заболеваний. Несмотря на очевидные преимущества данных программ, актуальной задачей остается их внедрение и методологическое сопровождение этого процесса в условиях конкретных предприятий. <h3>ЦЕЛЬ ИССЛЕДОВАНИЯ</h3> Оценить опыт внедрения корпоративных программ укрепления здоровья среди работников разных сфер экономической деятельности с использованием электронной платформы «АТРИЯ». <h3>МАТЕРИАЛ И МЕТОДЫ</h3> Экспертами ФГБУ НМИЦ ТПМ Минздрава России разработан комплекс инструментов (опросник для работодателей и опросник для работников), призванный помочь в разработке и внедрении корпоративных программ укрепления здоровья. Ссылка на электронный ресурс (платформа «АТРИЯ») разослана главным внештатным специалистам по профилактической медицине для обеспечения широкого охвата населения страны. Опрос проведен с апреля 2020 г. по октябрь 2021 г. <h3>РЕЗУЛЬТАТЫ</h3> В опросе приняли участие 7500 работников, среди них женщин 63,2% (<i>n</i>=4735); средний возраст женщин 41,8±10,7 года, мужчин 40,0±10,3 года. Опрошенные работники представляли преимущественно компании, относящиеся к следующим сферам экономической деятельности: здравоохранение и спорт (42,3%, <i>n</i>=3172), нефтегазовая (35,8%, <i>n</i>=2684), образование, наука и культура (4,4%, <i>n</i>=333). Неблагоприятные факторы на рабочем месте не беспокоили 44,5% (<i>n</i>=3334) респондентов. Среди факторов, которые вызывают беспокойство остальных участников опроса, преобладают удаленность от места жительства (14,9%, <i>n</i>=1115), непрерывное напряжение (14,0%, <i>n</i>=1047) и риск заразиться COVID-19 на рабочем месте (13,6%, <i>n</i>=1023). Наблюдалась вариабельность ответов у работников разных сфер экономической деятельности. Участвовавшие в опросе работники хотели бы иметь возможность проведения на рабочем месте медицинского обследования (46,5%, <i>n</i>=3473), производственной и офисной гимнастики (28,3%, <i>n</i>=2113) и образовательных семинаров и лекций (26%, <i>n</i>=1944). <h3>ЗАКЛЮЧЕНИЕ</h3> Здоровье и безопасность работающих лиц традиционно рассматриваются с точки зрения охраны труда и профилактики профессиональных заболеваний, в то время как мероприятия по укреплению здоровья и профилактике хронических неинфекционных заболеваний на рабочем месте проводятся нечасто. Настоящее исследование показало, что работников различных сфер экономической деятельности беспокоят некоторые неблагоприятные факторы на рабочем месте, что обусловлено характером трудовой деятельности. Работники заинтересованы в сохранении и укреплении своего здоровья путем реализации корпоративных программ укрепления здоровья, однако в разных организациях предпочитают разные программы.

DEVELOPMENT OF THE SET OF TOOLS AND IMPLEMENTATION OF WORKPLACE WELL-BEING PROGRAMS

Introduction: Protecting and promoting health of employees through the implementation of measures to correct risk factors in the workplace is an important mechanism for achieving the strategic goal of increasing healthy life expectancy. Aim: To develop and pilot a package of tools for planning and implementing workplace well-being programs. Methods: In 2019, the federal project "Strengthening Public Health" was launched, within the framework of which model corporate programs were developed and published, including measures aimed at correcting smoking, poor nutrition, insufficient physical activity, psycho-emotional overstrain and excessive alcohol consumption. A set of tools has been developed to facilitate the development and implementation of workplace well-being programs, maximally focused on the needs of a particular enterprise. The set of tools include a questionnaire for the employer and a questionnaire for employees. Results: The set of tools has been tested by mailing to the chief freelance specialists in medical prevention of 28 regions of the Russian Federation, who responsible for the implementation of workplace well-being programs in the regions. Five hundred and eighty-eight completed questionnaires were received (among them 35 from employers, and 553 from employees). The analysis of the piloting results allowed us to make a number of adjustments to the questionnaires and confirm the importance of studying workers' presentiment in planning workplace well-being programs. The improved questionnaires are available online at https://atriya.gnicpm.ru/ . Conclusion: We developed the set of instruments which must be useful for implementation of the workplace well-being programs. Surveys of employers contribute to obtaining a snapshot of the attitudes and priorities of employers in the region to plan targeted measures to stimulate the implementation of workplace well-being programs at the regional level. Questionnaires for employees can be used for an indepth assessment of the priorities on the concrete workplace and development of a targeted program to the needs of a particular enterprise.

Implementation of workplace well-being programs in the Russian Federation: development of the on-line tools package and results of its piloting

Abstract Funding Acknowledgements Type of funding sources: None. Introduction. Most of the working-age population spends a significant part of their life at workplace. On the one hand, working conditions can cause stress, and therefore an increase unhealthy lifestyle, on the other hand, the workplace is a convenient organizational model for health promotion. In 2019 a big federal project "Public health" started aimed to improve population health and one of its important components is increasing implementation of effective workplace health promotion programs. Model workplace well-being programs have been developed within the framework of the Federal Project «Public Health». Purpose is to develop and pilot a package of tools for planning and implementing workplace well-being programs. Methods. Planning stage of the program has to include situation analysis with three components: available infrastructure analysis, employee interviews and comprehensive program development. We developed two types of questionnaires: for employers and for employees. After testing it in paper on limited N of participants it was corrected and electronic version was developed. The link to the instrument was distributed through the regional centers for public health who are responsible for implementation workplace health promotion programs in the regions. Results. In spring 2020, 558 completed questionnaires were received (among them 35 from employers, and 553 from employees). Among employers, 53.1% were familiar with workplace well-being programs, such programs were approved at 43.8% of enterprises. Employers believe that the most appropriate implementation of the following components are measures to increase the level of physical activity (22.9%), measures to prevent smoking (18.1%) and psychological relief (18.1%). There was a predominance of female among surveyed employees (66,5%), the average age was 39.8 ± 10.7 years and 42.6 ± 11.1 years for men and women, respectively. The following factors worried the employees on the workplace: distance from their place of residence (12.1%), continuous tension and stress (11.3%), noise (7.8%) and other factors. The level of presenteeism (measured by Copenhagen Psychosocial Questionnaire) was also analyzed, the low level of presenteeism was 38.9% and 42.4%, and the average level was 59.9% and 55.9% for men and women, respectively. Conclusion. We developed the set of instruments which must be useful for implementation of the workplace well-being programs. Surveys of employers contribute to obtaining a snapshot of the attitudes and priorities of employers in the region to plan targeted measures to stimulate the implementation of workplace well-being programs at the regional level. Questionnaires for employees can be used for an in-depth assessment of the priorities on the concrete workplace and development of a targeted program to the needs of a particular enterprise.

Exploring the active ingredients of workplace physical and psychological wellbeing programs: a systematic review.

Previous reviews have established that workplace wellbeing initiatives are effective at promoting wellbeing, but less is known about which intervention characteristics or "active ingredients" underpin this effectiveness (i.e., behavior change techniques [BCTs]). This review aims to illuminate the connections between the types of BCTs and the level of intervention intensity with intervention effectiveness. A systematic search for peer-reviewed studies evaluating a workplace wellbeing initiative was undertaken across five databases: Medline, Scopus, PsycInfo, and CINAHL (Ovid Emcare). Eligible studies included those that evaluated the effect of a workplace wellbeing initiative on participants' physical wellbeing (e.g., physical activity and quality of life) and psychological wellbeing (e.g., mental health and stress), were published between 2009 and September 2019, and utilized a comparator (e.g., control group or prepost change). Studies were screened in independent duplicate to minimize bias. Effect sizes were calculated. Following removal of duplicates, 1,541 studies were identified and screened for eligibility. Of these, 23 studies reporting 28 comparisons were deemed to meet eligibility criteria. Just over 50% of these studies reported evidence of either a strong or moderate effect across a physical and a psychological outcome, providing a positive indication that workplace wellbeing programs can promote physical and psychological wellbeing in workers. Interventions tended to employ multiple BCTs (mean range 8.1-9.4), however, no discernible patterns between the types or numbers of BCTs employed and intervention effectiveness was found. Further experimental work is required that compares and contrasts workplace wellbeing initiatives to enable a better understanding of how to develop and implement highly effective programs.

Asthma impacts on workplace productivity in employed patients who are symptomatic despite background therapy: a multinational survey.

Background: Asthma affects millions of people worldwide, with many patients experiencing symptoms that affect their daily lives despite receiving long-term controller medication.Purpose: Work is a large part of most people’s lives, hence this study investigated the impact of uncontrolled asthma on work productivity in adults receiving asthma maintenance therapy.Patients and methods: An online survey was completed by employed adults in Brazil, Canada, Germany, Japan, Spain and the UK. Participants were confirmed as symptomatic using questions from the Royal College of Physicians’ 3 Questions for Asthma tool. The survey contained the Work Productivity and Activity Impairment – Specific Health Problem questionnaire and an open-ended question on the effect of asthma at work.Results: Of the 2,055 patients on long-term maintenance therapy screened, 1,598 were symptomatic and completed the survey. The average percentage of work hours missed in a single week due to asthma symptoms was 9.3%, ranging from 3.5% (UK) to 17.4% (Brazil). Nearly three-quarters of patients reported an impact on their productivity at work caused by asthma. Overall work productivity loss (both time off and productivity whilst at work) due to asthma was 36%, ranging from 21% (UK) to 59% (Brazil). When asked how asthma made participants feel at work, many respondents highlighted how their respiratory symptoms affect them. Tiredness, weakness and mental strain were also identified as particular challenges, with respondents describing concerns about the perception of colleagues and feelings of inferiority.Conclusions: This study emphasizes the extent to which work time is adversely affected by asthma in patients despite the use of long-term maintenance medication, and provides unique personal insights. Strategies to improve patients’ lives may include asthma education, optimizing asthma management plans and running workplace well-being programs. Clinicians, employers and occupational health teams should be more aware of the impact of asthma symptoms on employees, and work together to help overcome these challenges.

WORLDWIDE SURVEY OF FITNESS TRENDS FOR 2019

Table of Contents Summary: The annual ACSM’s Health &amp; Fitness Journal® worldwide survey to determine industry trends by health fitness professionals is now in its 13th consecutive year. Strength training (the #5 trend in 2018) was dropped from this year’s survey because it was determined to be too generic. In previous surveys, educated, certified, and experienced fitness professionals that was a top performing trend (#1 in 2008–2013 and in the top 10 in every survey) also was dropped from the survey because it was too broad and lacked the necessary specificity. Employing certified fitness professionals was added as a potential new trend for 2019 and was rated #6. Wearable technology regained the #1 trend after dropping to #3 in 2018. Group training (more than five participants) was rated #2, which is the spot it held in 2018. Last year’s #1 trend, high-intensity interval training, dropped to #3 for 2019. Regaining spots in the top 20 fitness trends include mobile exercise devices (#13), worksite health promotion and workplace well-being programs (#15), outcome measurements (#16), and postrehabilitation classes (#20). Dropping out of the top 20 fitness trends include circuit weight training, sport-specific training, and core training. Four international experts independently commented on the results. Apply It! From this article, the reader should understand the following concepts:

Employee Perceptions of Well-Being Programs

Measuring the effectiveness of well-being programs in the workplace is important for optimizing the return on investment and selection of programs that meet organizational objectives. A pilot study was performed to assess employee well-being using the Happiness Mini-Survey and a one-sample pre–post study design intended to quickly allow employees to subjectively rate their well-being before and after participating in various classes as part of a well-being program. The findings demonstrated statistical significance in employee subjective ratings; they reported feeling better emotionally, physically, and mentally after participating in the classes. The employees’ self-rating for stress level also had statistically significant improvement after class participation. These findings are relevant for organizations that intend to offer and evaluate classes with an objective of increasing employee well-being. Recommendations for future studies include the use of more controlled conditions, and a control or comparison group to more robustly test for improvement over time, and the use of qualitative interviews to discover employees’ narratives of how workplace well-being programs can improve work productivity and quality of life.

Workplace wellbeing programs: If you build it they may NOT come…because it’s not what they really need!

Public and private sector interest in employee wellbeing has grown steadily in the past 20 years. Arguably the most visible manifestation of this interest is workplace health promotion and wellbeing (WorkWell) programs, which can be found in various guises within many contemporary organisations. Despite their recent proliferation, research in this area has focused mainly on how participation in these programs impacts upon a narrow range of factors related to finance (e.g. health care costs) and productivity (e.g. absenteeism). Whilst the focus of these programs is invariably positive (insofar as they aim to improve physical, psychological and social functioning), it cannot be assumed that employees will be positively disposed towards them. Indeed, empirical and anecdotal evidence suggests that employee participation is a widespread challenge when implementing WorkWell initiatives. This paper introduces the concept of employee receptivity and reviews an array of factors that may influence participation. After reviewing pilot data from an employee wellbeing research project, three primary conclusions are presented. First, that participation may be low because such programs may not provide employees with what they most need. Second, that employee receptivity may be an important factor in making decisions about the implementation of WorkWell programs. Finally, there may be times when organisations would be far better served by concentrating on basic human relations issues than making sizable investments in formal, structured employee wellbeing programs.