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HOW TO INCREASE WELLNESS TEAM

OUTREACH AT VRI CARES INC.


A Formal Proposal

Autumn Lala
Wellness Team Ambassador
Table of Contents
Abstract ................................................................................................................................ 2
Introduction .......................................................................................................................... 3
Problem..........................................................................................................................................3
Proposal ...................................................................................... Error! Bookmark not defined.
Survey Employees ............................................................................................................................4
Potential Survey Questions .................................................................................................................................5
Concerns ..............................................................................................................................................................6
Establish Presence ...........................................................................................................................7
Potential Email and Flyer Topics .........................................................................................................................7
Concerns ..............................................................................................................................................................8

Conclusion ........................................................................................................................... 10
References........................................................................................................................... 11
Appendix A .......................................................................................................................... 13
Appendix B .......................................................................................................................... 14
Sample Wellness Survey B1............................................................................................................. 14
Sample Wellness Survey B2............................................................................................................. 18
Sample Wellness Survey B3............................................................................................................. 23

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Abstract
“How to Increase Wellness Team Outreach at VRI Cares Inc.” is an unsolicited, formal proposal
suggesting a plan to meaningfully connect VRI Cares Inc. employees to the company’s Wellness
Team. A long-standing debate during Wellness Team meetings has been how to inform unaware
employees that the Wellness Team exists so the Wellness Team can more effectively promote
health and wellness.

The below proposal outlines a two-tiered plan to increase Wellness Team outreach through a
survey and email/flyer campaign. The two-tiered plan includes evidence to support my
suggestions, attempts to ease any potential concerns, and factors in available resources as well as
time and labor costs.

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Introduction
As stated above, I am proposing a two-tiered plan to increase the Wellness Team’s outreach to
VRI Cares Inc. employees. Specifically, I am proposing my plan to Debbie Eicher, the newly
appointed Director of the Wellness Team, and JB Saul, the newly appointed Director of the
Human Resources department. Thank you both for taking the time to read my proposal. As a
disclosure, I briefly discussed this proposal with Chad Dresnick, former director of both the
Wellness Team and Human Resources department.

I created this proposal based on a long-standing debate during Wellness Team meetings: how do
we make employees aware that the Wellness Team exists so the team can more effectively
promote health and wellness?

Problem

Currently, the Wellness Team’s employee outreach is minimal, and participation in wellness
activities has decreased. For instance, on April 6, 2016, VRI Cares Inc. hosted their annual blood
srive. To keep our platinum donor status, we needed to fill 40 slots total; in our latest meeting, it
was noted that only 20 individuals had signed up. In an attempt to increase participation, I
created a promotional flyer, which is included in Appendix A. In addition to my promotional
flyer, only one email was sent company-wide to encourage others to sign up.

This outreach only influenced six other employees to sign up for the blood drive, and because we
could not convince enough employees to participate, Debbie informed us that our company had
lost its platinum status and it did not reflect well on our company. My flyer and Debbie’s single
email were not enough. Furthermore, in the last eleven months of my employment, I have only
witnessed two other forms of outreach:

1. In August, Shelley Hamilton (Care Center Trainer and Wellness Team Ambassador)
created flyers that listed all of the current Wellness Team Ambassadors. These flyers
were then distributed throughout the company. While these flyers remain posted within
various departments and their breakrooms, the list of ambassadors is now outdated.
2. Additionally, when Dresnick was still with the company, he sent the occasional email to
remind employees about Fresh Fruit Fridays (in which the Wellness Team provides free
fruit to employees on Fridays in all company breakrooms). Dresnick is no longer with
VRI Cares Inc., and therefore, even this irregular reminder ceases to exist.

Quite simply, the employees at VRI Cares Inc. are not aware of the Wellness Team because the
Wellness Team has not made its presence known. As you can see, inaccurate flyers and
inconsistent communication are not enough to persuade more than 300 employees to neither
participate in wellness activities nor pursue a healthier lifestyle. Therefore, I have designed a
two-tiered outreach plan to ensure that the Wellness Team begins forming relationships with
VRI Cares Inc. employees.

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Proposal
In social media marketing, businesses connect with their target audiences by placing content in
front of them on a regular basis. Frankly, the Wellness Team is not doing that, whether to ask
employees for their input, remind them about wellness activities or events, inform them of their
insurance benefits, educate them on healthy nutrition tips or exercise habits, and so forth.
However, this means that there are plenty of ways to reach and maintain a connection with VRI
Cares Inc. employees.

To do so, it is necessary for the Wellness Team to consistently engage with VRI Cares Inc.
employees. Because I am in a leadership role in the company’s largest department–the Care
Center–I know first-hand that employees have input they are willing to share. Therefore, the first
part of my proposal is a survey. A survey would give employees a platform to be heard while
providing the Wellness Team with more information on how to help and further connect with
them. The second part of my proposal gives the Wellness Team a strategy to use some of that
feedback.

Based on my own social media experience and further research, the second part of my proposal
is a print and digital campaign in which the Wellness Team consistently puts content in front of
employees via email and flyers. By funneling content through these two outlets, the Wellness
Team can establish a connection with the employees and a presence within the company.

Below, my two-part proposal further explains my suggestions, provides supporting evidence, and
answers some potential questions or concerns.

Survey Employees

"91% of workers at companies that support well-being efforts say they feel motivated to do their
best" (The 3). Surveys are one way a Wellness Team can display that effort. Furthermore,
surveying employees shows those employees that the company is concerned with their well-
being and wishes to improve it.

This survey can start the Wellness Team’s awareness campaign by asking: How can we help
you? Just like our company’s slogan—"here to help”—the Wellness Team should also be here to
help. But how?

VRI Cares Inc.’s Quality and Assurance department already conducts surveys on employee
satisfaction. Within the last week alone, two reminder emails encouraging participation in this
anonymous survey were distributed to the entire company.

Additionally, I spoke with Elaine Raptosh, the Director of Clinical Care Vitals Monitoring,
outside of the meeting about reaching out to VRI Cares Inc. employees; she informed me that
she had conducted a survey of her own for her master’s degree the year prior and received
promising results. She plans to conduct a follow-up survey as well. These separate surveys tell

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me this method is both possible and valuable; it’s clear that our employees want to be heard. But
if we do conduct a survey, what should we ask them?

Potential Survey Questions


If this survey were approved, the Wellness Team can focus on generating multiple-choice and
open-ended questions similar to the examples listed below.

 How would you prefer the Wellness Team contact you with information or updates?
a) Company Email
b) Personal Email
c) Personal Phone
d) A Post on Pulse (the company’s internal website)
e) The Company’s Unofficial Facebook Page
f) Other (with a fill in the blank section)
 What do you want from the Wellness Team?
a) On-site exercise equipment such as desk pedal stations
b) On-site exercise programs such as a morning yoga session
c) On-site wellness seminars such as stress management lectures
d) Health incentives such as Fitbits, company merchandise, or (if possible)
additional Paid Time Off
e) Other (with a fill in the blank section)

The sample survey questions above are only two examples of how the Wellness Team could
gather valuable feedback from company employees. For your consideration, I have also included
three separate employee wellness surveys in this proposal’s Appendix B section as Sample
Wellness Survey B1-3; through the three documents, there are questions that overlap and
questions that do not. While considering my proposal, these sample surveys may shed light on
how little the Wellness Team knows our employees' wants or needs where their current health is
concerned. Some may see this ignorance as a disadvantage, but I see it as an opportunity.

Through gathering further information, the Wellness Team can show company employees that
they care. I emphasize this point because of Global Wellness Institute’s report regarding how the
majority of employees view workplace wellness programs, which has been modified into the
below pie chart:

Why Employees Believe Their Company


Offers Wellness Programs

Because the company cares about their health

Because the company wants to cut health costs

Because the company wants them to work


harder/be more productive

Graph 1: A pie chart displaying data from Global Wellness Institute’s report, “The Future of Wellness
at Work.”

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The Global Wellness Institute recognizes that “3 in 4 employees are now cynical, perceiving
wellness programs as companies ‘caring’ more about their bottom-line than employee
health (Global Wellness Institute 4).

Our Wellness Team can reverse this trend through communicating with company employees,
asking for their input on a regular basis, and showing that we are listening to that input.
Healthgram states that “…a recent survey reports that 75% of wellness program participants say
personal touch is important…” (2). This survey can be the start of that personal touch, where we
actually ask the questions we discuss during meetings and then plan solutions based on the
answers.

For instance, we have discussed in several meetings that wellness is more than just physical
health; it is also mental health. One study shows that “83% of American employees are stressed
by at least one thing at work" (“Workplace Wellness Statistics…” 2). Knowing what stresses
VRI Cares Inc. employees allows the Wellness Team to personally alleviate that stress.

Taking action to help company employees with their workplace stress, or whatever the results
from the survey may be, gives company employees a voice. Studies show that “giving employees
a voice in how wellness programs are shaped can make them feel more valued and engaged in
the process -- which, in turn, can lead to greater participation” (Martin 2). But how do we ensure
employees will take the survey?

Concerns
Encouraging VRI Cares Inc. employees to participate in a wellness activity or survey has always
been a concern. Incentives, such as gift cards, are currently being used within my department—
the Care Center—to encourage productivity. Because this method has been offered but not
consistently awarded, incentives no longer motivate the Care Center employees. Unfortunately,
my department makes up more than half of our company’s workforce. So how do we guarantee
participation in a survey?

However, during my research, several articles like “14 Reasons Many Corporate Health and
Wellness Programs Fail” by WellSteps stressed that leadership support is necessary (Aldana 5).
As I outlined above, upper management has already influenced the amount of previous survey
feedback by making them mandatory alongside annual training tutorials.

We discussed in the latest meeting how our current CEO, Jason Anderson, is willing to
participate in future wellness activities. Studies show that successful wellness programs are
known to improve employee health, and therefore improve insurance costs, but if more evidence
is needed to convince upper management to support the Wellness Team’s endeavors, successful
wellness programs are also known to have a wider reach:

“Among employers offering and measuring their wellness efforts, more than half have
found a decrease in absenteeism, 63% are experiencing financial sustainability and
growth in the organization, 66% reported increased productivity and 67% said employees
are more satisfied." (“2017 Health and Wellness Statistics” 4-5)

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Currently, VRI Cares Inc. is undergoing massive restructure. Before I was hired into the
company in May 2017, the business’ first quarter employee turnover rate was 99%. In my own
department, absenteeism and productivity have been two major problems; new management has
implemented stricter attendance policies and required Leads like myself to track employee
productivity with a new software called ProScheduler.

In addition to promoting wellness, the possibility of improving the above issues company-wide
would ensure the Wellness Team, and its surveys, have the support they need to help employees.
As a Wellness Team Ambassador, helping our employees should be our main focus, but we
cannot help them if we do not know how to help them. Conducting a survey will give company
employees a platform to be heard and an opportunity for us to show them that we, like them, are
here to help.

Establish Presence

As mentioned above, establishing a presence is necessary for the Wellness Team to make an
impact within our company. I am proposing that the Wellness Team begins establishing their
presence by initiating a weekly or biweekly email campaign while regularly distributing
informational/promotional flyers within the company and its breakrooms. But what would we
include in those emails and flyers?

Potential Email and Flyer Topics


Without speaking to the potential answers that the survey could generate (which could change
our entire perspective on what employees want or need from a wellness team), I listed a few
ideas that could be included within the emails and flyers:

 Feature a healthy recipe


 Highlight an employee focused on wellness
 Provide updates/more information about wellness events/activities
 Link them to an inspiring blog post or article they can read at work

The content we put in front of the employees is almost as important as what we ask them to do
with it. Each email or flyer should include calls to action or calls to interaction. Calls of action
are, of course, attempts to persuade the viewer to act. For instance, the flyer I created for the
blood drive included a call to action to sign up for the blood drive itself. A call to interaction,
however, is a call for the viewer to participate or interact. For instance, a blog post that asks a
question at the end, encouraging the readers to participate in the discussion.

With each of the above ideas, the Wellness Team can attempt to persuade the company
employees to act or interact with our distributed content in several ways:

 With the healthy recipe section, we can invite employees to submit their own healthy
recipes. Additionally, we can also ask them to share the results (with a photo!) if they test
out the recipe. This is a direct way they can contribute.

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 When highlighting health or wellness-oriented employees, we can invite employees to
nominate their peers when they see them working hard towards wellness goals. This also
promotes a sense of community within the company. The highlighted employee can come
from a different department each week/month.
 While providing updates/more information about wellness events/activities, we can ask
for feedback on the current events (“What did you love about the last annual Wellness
Fair and hope to see this year?”) or ask for suggestions (“What would you like to see at
the next Wellness Fair?”)
 When linking employees to a blog post or article, we can seek their feedback by asking
how they felt about the post or how it changes their perspective on the subject.
Additionally, we can also invite them to submit blogs or articles they enjoy as well.

I recommend that we include these topics in each email/flyer based on both experience and
research. For example, the article “Wellness Program Study Shows Disconnect between
Employers and Employees” states that

“Part of the disconnect is certainly attributable to a lack of effective communication…


Something as simple as eye-catching breakroom flyers and posters, along with occasional
email campaigns and the appointment of internal ‘wellness champions’ would solve this
problem in most cases.” (1)

Reaching out to company employees and cultivating conversations are viable solutions because,
to reiterate, Healthgram has found that 75% of wellness program participants responded
positively to personal touch (2). Continuing to communicate with company employees and
designing our outreach materials around their interests will solidify the Wellness Team’s
presence in the company.

Flyers are a form of communication and outreach we already use, though not as often as we
could. Catherine Walsh, director of media and insights at Best Buy Canada, noted in an interview
that, “For many consumers, reading printed flyers has long been a habit” (Harris 1). When I was
asked to create the blood drive flyers, the sign-up deadline was only two weeks away; after
posting a handful, the flyers influenced only six more employees to sign up for the blood drive.
Again, this flyer is included within this proposal in Appendix A.

If the Wellness Team both marketed the blood drive sooner and distributed more flyers, our
company would not have lost our platinum donating status with our sponsor. And while
members of the Wellness Team have been comfortable with flyer campaigns, I know some
members have raised concerns in meetings regarding the possibility of an email campaign.

Concerns
The first worry regarding starting an email campaign revolved around the employees; why would
they read the emails now when they did not in the past?

Campaign Monitor collected an assortment of email marketing statistics every business should
know, including that “72% people prefer to receive promotional content through email”
(Courvoisier 5). Email is a preferred method of contact within our workplace, but it has to also

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be used correctly, which is why Campaign Monitor also emphasized that “Sending four emails in
a month instead of one significantly increases the number of consumers opening more than one
email” (Courvoisier 6).

Again, as the above evidence shows, consistency matters. The previous emails sent by Dresnick,
and from those before Dresnick, were not email campaigns consisting of regular emails with
interesting, customized content; the emails were short, sporadic, and did little to meaningfully
engage company employees. Because my proposed email campaign would be crafted specifically
for the VRI Cares Inc. employees, which brings me to the Wellness Team’s next concern
regarding sending emails again: who is going to do this?

Currently, we do not have an employee dedicated to promoting wellness in VRI Cares. Inc., and
if we were to pursue that, it would take some time. However, the current Wellness Team
includes at least one person from every department; this is an opportunity for every department
to put their personal touch on the content that goes in the emails and on the flyers.

For instance, if we use my current idea list as an example, this means there are four components
to the emails and/or flyers: a healthy recipe, a wellness-oriented employee profile, information
about wellness events/activities, and a link to a blog post or article. If eight of our current
Wellness Team members decided they wanted to contribute, they could break apart the weekly
or biweekly components listed above. To expand on that model, if we had enough volunteers
within the Wellness Team, each member could complete one task for each week or every other
week, such as finding a healthy recipe.

Overall, each of the four components would only take between 10-20 minutes. Additionally, I
would be willing to combine the pieces and to create the weekly emails and monthly flyers.
Because each ambassador also operates outside of our monthly meetings in another professional
capacity, dividing and assigning tasks for one person to organize in a weekly or biweekly email
is the best solution. This also only lightly impacts schedules and labor costs.

In these circumstances, the Wellness Team would not need to meet more often than it currently
does, unless those contributing to the emails/flyers preferred it, because the tasks could be
delivered to me via email. Furthermore, dividing the tasks results in a nearly insignificant cost of
labor or time in a typical, forty-hour work week; if the Wellness Team agreed upon a biweekly
email campaign, then those 10-20 minute increments would be even more insignificant when
built into two, forty-hour work weeks.

Because the Wellness Team is so focused on outreach, I imagine that several of our members
will volunteer to assist. In the chance that even four people within the Wellness Team do not
volunteer to assist with the email campaign, two additional members willing to contribute an
hour of their time every two weeks could result in a successful biweekly email campaign. In that
case, I would still happily combine their efforts into emails and flyers. However, no matter the
distribution of tasks within the email campaign, the Wellness Team’s resources remain the same.

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With our access to printers and paper, the only additional resource our team would need would
be to have its own email since it does not already have one. This, however, is only a matter of
asking Jason for permission and requesting it from the I.T. department.

Implementing an email campaign and distributing monthly flyers are cost-effective ways the
Wellness Team can communicate with VRI Cares Inc. employees. The same can be said for the
first part of my proposal, the survey. Beyond schedules and labor costs, the Wellness Team can
personalize these forms of outreach, which can prove to company employees that the Wellness
Team truly cares about their health and wellness rather than some “bottom line.”

Conclusion
With my proposed plan, the Wellness Team can learn what company employees want and need
from a survey and then connect to them through customized emails and flyers. My plan can be
executed without additional cost to the company itself, and if the Wellness Team members work
together, it amounts to a minimal amount of additional labor.

For months, we have discussed how to bridge the gap between the Wellness Team and VRI
Cares Inc. employees. It is time to act. VRI Cares Inc. may be “here to help” our clients, but the
Wellness Team can be “here to help” our company employees.

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References
Aldana, Dr. Steve. “14 Reasons Many Corporate Health and Wellness Programs Fail.”

WellSteps. Wellsteps.com, LLC., 10 Jan. 2018,

https://www.wellsteps.com/blog/2018/01/07/corporate-health-and-wellness-programs/,

accessed 3 April 2018.

Courvoisier, Kim. “70 Email Marketing Stats Every Marketer Should Know.” Campaign

Monitor, 6 Jan. 2016, https://www.campaignmonitor.com/blog/email-

marketing/2016/01/70-email-marketing-stats-you-need-to-know/, accessed 4 April 2018.

Global Wellness Institute, The Future of Wellness at Work, January 2016.

Harris, Rebecca. “Why Printed Flyers Still Work.” Marketing Mag, Brunico Communications

Ltd., 1 Dec. 2015, http://marketingmag.ca/media/why-printed-flyers-still-work-162813/,

accessed 2 April 2018.

“Looking to improve the impact of your corporate wellness program? Prepare to get personal.”

Healthgram. Healthgram Inc., n.d.,

https://www.healthgram.com/blog/post/226/corporate-wellness-program-best-practices-

2017, accessed 2 April 2018.

Martin, James A. “Eight secrets of corporate wellness program success.” Tech Target, Sept.

2017, https://searchhrsoftware.techtarget.com/feature/Eight-secrets-of-corporate-

wellness-program-success, accessed 2 April 2018.

The, Elizabeth. “25 Fascinating Statistics About Workplace Wellness.” Rise, Rise People, 5 Oct.

2017, https://risepeople.com/blog/fascinating-workplace-wellness-statistics/, accessed 4

April 2018.

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“2017 Health and Wellness Statistics.” Springbuk, n.d., https://www.springbuk.com/2017-health-

wellness-statistics/, accessed 4 April 2018.

“Wellness Program Study Shows Disconnect between Employers and Employees.”

SelfHelpWorks, 6 Feb. 2017, https://www.selfhelpworks.com/blog/?p=925, accessed 2

April 2018.

“Workplace Wellness Statistics You Need to Know.” ITA Group, n.d.,

https://www.itagroup.com/insights/workplace-wellness-programs, accessed 3 April 2018.

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Appendix A
Within Appendix A, I have included the blood drive flyer I mentioned within my proposal. As a
disclaimer, the actual size of this flyer is a standard sheet of paper (8.5 inches x 11 inches).

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Appendix B
In Appendix B, I have compiled three sample wellness surveys for the Wellness Team to look
over while considering creating a survey of their own.

Sample Wellness Survey B1

The following sample survey was provided by Blue Cross Blue Shield of Massachusetts and
includes a sample email as a precursor to the survey. Additionally, this is the link to the sample
in case it is needed for future use: https://www.bluecrossma.com/blue-iq/docs/employee-
wellness-survey.doc

[On Company Letterhead]

[Insert Date]

[Insert Salutation]

At [XYZ Company], we recognize how important it is for our employees to keep healthy.
We also realize the importance of offering you opportunities to make a difference in your
well-being.

Therefore, we are conducting an Employee Wellness Interest Survey to determine your


interest in participating in worksite wellness programs. We want to hear your thoughts
and ideas on how to provide you with the programs, seminars and activities designed to
meet your needs.

Please help us by taking a few minutes to complete the attached brief survey and return
it to [insert contact name] by [insert submission date]. The survey is completely
voluntary and confidential – you do not need to give us your name. However, there is
the option to do so if you are interested in helping to plan and promote future programs.

Thank you in advance for your participation.

Best Regards,

[Insert Signatory]

Attachment

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Additional Key Messages to Consider in the Content of Your Cover Letter:
■ Importance of self-responsibility in maintaining wellness
■ What we do is important to our health and well-being
■ We all need support for health and wellness
■ Our wellness program will be designed to meet your needs
■ We want your help for program success.
■ We care about managing health care costs

Employee Wellness Interest Survey

Dear Fellow Employee:

As part of our commitment to helping our employees be the best they can be, your health is important to us.
We are interested in knowing what wellness programs you would like us to consider offering in the future.
To help you achieve your specific health and wellness goals, we need your input!

Please complete the attached Employee Wellness Interest Survey. Your participation is completely
voluntary and should only take a few minutes. Your survey answers will help us develop future
programming that’s more in line with your specific health interests and needs. Thank you, in advance, for
taking the time to provide your valuable feedback.

Please return this form to __________________________ within one week of receiving it

1. Would you participate in a wellness program if offered to you at work?


 Yes
 No

2. How do you like to learn about health and lifestyle information? (Please select all answers that
apply.)

 One-on-one counseling  Videos


 Phone counseling  Audio cassette tapes
 Health Screenings (i.e. Blood Pressure)  DVD
 Health fairs  Books/Materials
 On-site workshops  Self-directed programs
 Online programs  Physician
 Group Support  CD

3. What time of day would you be most likely to participate in a wellness program? (Please select all
answers that apply.)

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 Monday
 Tuesday

 Wednesday
 Thursday
 Friday
 Weekend Shift
 Morning
 Lunchtime
 Afternoon
 A.M. (before work)
 P.M. (after work)

4. How long should a wellness activity last?


 30 minutes
 45 minutes
 60 minutes
 90 minutes

5. Do you have access to the Internet?


 Yes
 No

If yes, where is the most convenient place to access the Internet?


 Work
 Home
 Both

6. Using the scale below, please rate how interested you are in each wellness topic. The more
specific information we receive from you, the more tailored our wellness program can be to your
needs and wants. This question is voluntary.

Please circle your interest level for the wellness topics listed below:
Interest Level

Wellness Topic Not Very


Interested Interested
Allergies 1 2 3 4 5
Asthma 1 2 3 4 5
Back Injury Prevention 1 2 3 4 5
Cholesterol Management 1 2 3 4 5
Diabetes 1 2 3 4 5
Emotional Health 1 2 3 4 5
Healthy Cooking 1 2 3 4 5
Men’s Health 1 2 3 4 5
Nutrition 1 2 3 4 5

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Parenting 1 2 3 4 5
Physical Activity 1 2 3 4 5
Skin Cancer 1 2 3 4 5
Smoking Cessation 1 2 3 4 5
Stress Management 1 2 3 4 5
Walking Program 1 2 3 4 5
Weight Management 1 2 3 4 5
Women’s Health 1 2 3 4 5
Work/Life Balance 1 2 3 4 5
Other: _________________ 1 2 3 4 5

7. Please indicate which screening test(s) you would participate in if offered at your worksite (your
screening results will be confidential).

 Blood Pressure
 Flu Shots
 Body Fat
 Cholesterol
 Seated Massage
 Hearing
 Glucose
 Bone Density
 Vision
 Skin Analyzer
 None. I am not interested in screenings at this time

8. Background Information. These questions are voluntary (this information would be helpful to better
tailor wellness program offerings).

Gender:
 Male
 Female

Age
 18 – 30
 31 – 40
 41 – 50
 51 +

9. Optional: Would you be willing to help plan and promote wellness activities at the worksite? If yes,
please fill out your information below.

Name: _________________________ Department: ________________________


Phone: _________________________ Email: _____________________________

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Sample Wellness Survey B2

The following sample survey was provided by HAP, a Michigan-based nonprofit health plan.
Additionally, this is the link to the survey in case it is needed for future use:
https://www.hap.org/~/media/files/hap/for-employer/sample-employee-interest-survey.pdf

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Sample Wellness Survey B3

The following sample survey was provided by the University of Wisconsin–Extension.


Additionally, this is the link to the survey:
https://www.google.com/url?sa=t&rct=j&q=&esrc=s&source=web&cd=4&ved=0ahUKEwjg6M
ueobXaAhVM9YMKHXpMBfkQFghUMAM&url=https%3A%2F%2Fwaupaca.uwex.edu%2Ffi
les%2F2010%2F05%2FWorksite-Wellness-Employee-Interest-
Survey.doc&usg=AOvVaw3zUCdrY9IDxMVVNkXd3fxq

Worksite Wellness Program Employee Interest Survey

We are exploring the possibility of developing an employee wellness program and would like to
learn about your interests in health promotion and health related activities. Please take a few
minutes to complete this anonymous survey

Please Tell Us About Yourself!


1. Male____ Female____
2. Age Group: Under 21____ 21-30____ 31-40____ 41-50____ 51-60____
60+____
3. Your
department/workunit:___________________________________________________
4. Type of work performed (sedentary, walking, lifting,
etc.)______________________________

Your Current Health Habits:


(Select one description for each question) Always
Sometimes Never
1. I buy healthy snacks when they are available
(ex: pretzels, cereals, yogurt, fresh/dried fruit, 1% or skim milk)
1a. I would buy healthy snacks at the worksite if they were
available.

2. I would eat healthy foods if available at our staff meetings.


(ex: fruit, yogurt, bagels instead of donuts, pastries, cookies)

3. If I had a 5-minute break, I would use it for a personal activity


(like stretching, yoga, or a walk) if there were a place to do it.

4. I would use resource guides for healthy eating or physical


activity (ex: How-to books, videos, recipes) if they were
available.

5. I am satisfied with my current state of health.

6. I make time for 30 or more minutes of physical activity most

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days of the week.

7. I don’t think about health when deciding what to eat.

8. It’s hard for me to get as much exercise as I should.

9. I usually get the recommended 8 hours of sleep a night.

10. I regularly smoke cigarettes/use chewing tobacco.

11. I eat breakfast every day.

12. I have had my blood pressure checked within the last year.

13. I think that good nutrition and regular physical activity


can contribute to better productivity at work.

14. Do you typically take regular breaks during the day?


___Yes, most “typical” days ___No, I usually don’t take a break

If “Yes”, what breaks do you most often take? (check all that apply)
___Morning “coffee” break
___Afternoon break
___Lunch

If “No”, you don’t take breaks, why not (check all that apply)
___Pressure to get work done ___Need to catch up on work
___I eat at my desk ___Just don’t want to
___Other_____________________________

15. Do you know what your current weight, blood pressure, cholesterol, and blood glucose
levels are?
___Yes ___No If not, are you interested in finding out? ___Yes ___No

Please indicate which topics/classes you would be interested in (check all that apply):

Health Interest Topics

Lifetime Fitness Women’s Health


___Starting a walking program ___Preventing Osteoporosis
___Starting a physical activity program ___Breast self-exam
___Aerobic exercise classes offered at work ___Menopause
___Purchasing exercise equipment ___Heart Health
___ Walking event or club at work
___Stretching/Strength tips

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Men’s Health
___Avoiding sports injuries ___Prostate Health
___Fitness or wellness challenge at work ___Heart Health

Safety Workplace Health


___Seat Belt Use ___Dealing with difficult people
___First Aid ___Managing Time
___Bike Helmet Safety ___Managing Stress
___Child Car Seat Safety
___CPR

Nutrition Life Skills


___Reading food labels/grocery ___Balancing work and home
shopping tips __ Building healthy relationships
___Packing healthy lunches ___Eldercare or Relative Care
___Healthy tips for eating out
___Nutritious cooking tips
___5 A Day recipes (fruits/veg’s)
___Vitamin/supplements facts
___Weight management program offered at work

Managing Health
___Allergies ___Adult Immunizations
___Asthma ___Alcohol/drug abuse
___Reducing cholesterol ___Preventive dentistry
___Cholesterol screening at work ___Sleep Disorders
___Controlling blood pressure ___Migraines
___Blood pressure screening at work ___Confidential Health Screening at work
___Cancer detection/prevention ___Invite family members to participate
___Diabetes in worksite health promotion
activities
___Tobacco cessation/second-hand smoke ___Help plan/promote health
promotion activities at work
___Smoking cessation program at work
___Prevention of sexually transmitted
diseases/HIV-AIDS

16. If you were to receive information about activities, health topics, news or tips about
healthy
Choices, what would be your preferred way to get that information?

___Weekly email tips ___Films/videos


___On the intranet ___Internet resources
___Discussion at staff meetings ___Personalized health counseling
___Talks by experts ___Payroll stuffer

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___Bulletin board dedicated to health ___ “Point of Purchase” information
Other__________________________ promotion (ex: info on vending
machine items to help you make a
decision before buying a product)

17. Would you be more likely to participate in a wellness program if there were incentives?
___Most likely, yes ___Probably Not

If “yes”, what incentives would motivate you? (check all that apply)
___Subsidizing exercise equipment, health club memberships, or exercise classes
___Cashing out sick time for purchasing physical fitness equipment
___Material prizes/awards as incentives for physical activity
___Discounted health insurance as incentive for physical activity
___Work time to attend classes
___Other___________________________________________________
____________________________________________________

18. How long should a wellness promotion activity last?


___less than 30 minutes ___30-45 minutes ___45-60 minutes

19. What hours do you work during a normal work day?


_______________________________

20. What time of day would be best for you to participate in a health promotion activity?
___Before work ___Lunch hour ___After work ___Would not participate

Thank you for taking the time to help us develop our worksite wellness program!

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