Month: May 2008

Healthy Employees are Happy Employees

by National Peo National Peo No Comments

With summer quickly approaching many people are hustling to shed some of that winter weight.  Unfortunately, many of us do not have the luxury of owning state of the art equipment, personal trainers, or costly gym memberships.  However, there may still be a way to look fabulous in that new bathing suite.

Many companies are beginning to implement corporate wellness programs to encourage employees to maintain good health.  As an employer you may be asking, “How does that benefit me”?  Read on and you may be in for a bit of a surprise:

Increased Productivity

Generally speaking, employees in better health tend to have more energy.  When an employee is in tip top shape, they can show up to work ready to hit the ground running.  They come to work “bright eyed and bushy tailed” so to speak.  They can also sustain that energy for longer periods of time.  Think of two marathon runners, one that has been running every day for the past 6 months and another that hasn’t been on a track in the past year.  On paper, which would you put your money on?

Reduced Turnover and Increased Ability to Recruit

So your employer pays a few thousand per year less than the competition?  Well how are the benefits and perks?  Do they offer a retirement plan, insurance, a generous amount of paid time off, ability to telecommute, a company car, or a corporate wellness plan?  If you can answer yes to a few of those, maybe that is reason enough to take a little less money.  The bottom line is, employees appreciate when a company takes good care of them and are frequently willing to take a little less money as a result.

Improved Company Moral

As a Human Resources Consultant, my clients frequently ask me how they can pick up the moral around the office.  What better way than to give them something to talk about and feel good about?  As employees achieve their fitness goals they will begin to want to share their success stories and challenges with other people who are striving for the same goals.  Additionally, they will experience a sense of accomplishment and self esteem that will flow over into their work.

Reduced Health Care Costs

It doesn’t take a genius to figure out that healthier employees are… well, healthier.  They visit the doctor less and they have less risk of disease or infection.  As a result they have less insurance claims which lead to lower insurance premium.  “According to research published in the journal Health Affairs, medical expenditures of obese workers average 38% higher than other workers.”  (http://goliath.ecnext.com/coms2/gi_0199-6085472/Fit-for-office-corporate-wellness.html)

National PEO works with a variety of health clubs to help companies implement corporate wellness programs.  One such company, Pure Fitness, boasts “we also provide nutritional and weight management seminars to teach your employees how to successfully combine a balanced diet with an exercise program.”  If you are interested in a corporate wellness program please contact your National PEO HR representative today!

6 ways to improve your Training and Development Program

by National Peo National Peo No Comments

Companies spend countless amounts of dollars on training their employees and it seems that everyone involved is less than satisfied with the experience.  It’s hard to quantify whether a training program is actually working.  It will take each individual a different amount of time to implement the skills that are being taught.  This process can be tedious for the trainers and the trainees.  Consider these six tips when you begin a new training and development program to make the experience more fulfilling:
 

  1. Explain the training ahead of time.  Before the actual training date, explain exactly what is expected of your employees.  Make sure they know what the goal of the exercise is and this will help alleviate any anxiety they’re feeling ahead of time.  If they know what to expect they’ll go into the program with a better frame of mind than if they went in blind.

 

  1. Put the onus on the employee.  Let the employee know that the training is their responsibility according to their job description.  This will make them take the process seriously.  This means they have to diligently attend to the pre-training exercises, the actual training and the application of the new skills to their job.

 

  1. Train supervisors first.  The supervisor should learn the new skills before the people working under them.  This will allow the supervisor to model the new skills and let them know what to expect from their employees.

 

  1. Make sure the training is an absolute necessity.  If you’re going to take employees out of their normal workday and put them in a training program assess the needs of the training.  Be sure that a training session is what the employee needs and isn’t just a way of punishing poor performance.  Assess whether the employee is actually suited for the position before throwing more training at the situation.

 

  1. Fine tune the training program.  Make sure that the program fits the actual needs of your workforce.  If the outside training service you employ doesn’t have a program that fits your need then internalize the process and make it fit the framework of the job.  This will ensure that the skills you need your workers to gain will be the actual ones that will foster advancement.

 

  1. Define objectives.  Make sure the training program you choose has clear objectives that transfer to the skill set you are attempting to instill.  Select objectives that will have measurable outcomes.

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This post was contributed by Heather Johnson, who is an industry critic on the subject of becoming a pediatric nurse. She invites your feedback at heatherjohnson2323@gmail.com