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Asking local experts to help employees improve their health at minimal or no cost is a great way to keep program costs low or even completely free.
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Costly consultants. Personal trainers. Health coaches. Nutritionists. These are some examples of occupational health and wellness programs that might be candidates for cost-cutting, as companies seek to improve their bottom lines.
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This is the last of a three-part series on how occupational health professionals can survive in a down economy. This month, we cover how to explore other opportunities in occupational health if your department faces downsizing.
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Because the average UPS driver walks four and one-half miles a day, you'd think it would be difficult to convince them to come in early for a two-mile warm-up walk, but they do. This is just one example of how the company's Petaluma, CA, facility succeeded in changing the lifestyles of its workers.
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Instead of management telling UPS employees how to improve their health and safety, the company's 12,000 front-line employees, who sit on more than 3,000 "comprehensive health and safety process" committees, decide that for themselves.
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Suppose needlesticks at one of your health care facilities rose this year compared to last year. That doesn't sound so good. Clearly things are not going in the right direction. But you need more information to understand what's happening. You need a benchmark for your needlesticks.
