Insisting on the Right Fit

Designing a Wellness Program for a Small Company

About Our Company

• Flour Milling in the 1800’s.• First retail prepared baking mix in 1930.• Privately owned.• A big part of the Chelsea community.• One manufacturing location.• 22 retail products today.• 14 institutional products.• 1 foodservice product.• Export.

Chelsea Milling Company (Jiffy Mixes)

• Average age of our population is 48.• 61% Male; 39% Female.• 3 Shifts.• Office and Manufacturing.• Offsite sales.• No office space or facilities designated for

Wellness.

Our Company is Successful!

• 60% market share in the muffin mix category.• Achieved through vigilance.• We go to market differently than our

competitors. (No advertising!)• We are firm in our beliefs, and will insist that

strategies, initiatives and programs are consistent with our culture.

• This includes our Wellness Program.

Jiffy Culture – Together, Not Alone

• Interdependency.• Relationships.• “In it together.”• For the good of the Company.Not…• Individual achievement.• Individual rewards.• Independent decisions.• Incentives

Benefits/Goals of Our Program

• Healthier employees• Decreased healthcare costs over time• Fewer injuries• Decreased absenteeism

Criteria for a Partner

–Positive & supportive.–Fit to organization and employees.• We wanted the ability to choose the person

who would be our onsite contact.–Can leverage other resources to keep costs

low.–Sustainability - will they stick with it?–Accessibility – available when needed?–Confidential.

The Search Process• A lot of organizations and individuals marketing

themselves as Wellness program leaders. • Five (5) organizations/individuals were

interviewed to lead our program.• Interview team included CEO, VP/GM,

Operations, HR, CFO.• We selected one individual to lead or program,

who backed away when she realized how our 3-shift needs would conflict with personal commitments. (We couldn’t compromise!)

We Identified an Organization and Pursued Them

• Local organization who wasn’t marketing a Wellness program to other businesses. – Has its own Wellness Program.– Knows CMC.– Long-term employees.– Many resources.– Nearby.

• Met with CEO & other managers of that “target” organization. – They agreed to partner with us.

Interviewed the Coordinator Chosen by the Outside Organization

– Registered nurse.– Bachelor of Science in Nursing.– 19 years at working in hospital.– Experienced as a Wellness Coordinator at outside

organizations.– She was a credible resource for our workforce,

because she was a good demographic fit.

Good Communication - No Incentives

• Offering incentives for participation wouldn’t be consistent with culture.

• The value of Wellness program participation to individuals and the Company was promoted by persistent, consistent communication.– Town Hall meetings, newsletters, bulletin boards,

word of mouth.• Out of 297 employees, we’ve had 60%+

participate in Wellness programs.

Our Health Risk Appraisal Results182 Participants

• Average Wellness Score: 79.5%– Low Risk (0-2 risks): 48%–Medium Risk (3-4 risks): 36%–High Risk (5 or more risks): 16%–Average Number of Risks: 2.8

Our Health Risk Appraisal Results182 Participants

• Predominant Risk Factors– Body weight 56%– Stress 32%– Blood Pressure 30%– Smoking 23%

• Programs were designed to address these issues.

Weight Loss Contests

• 12 week programs. • $10.00 entry fee• Lose 2-2.5% of body weight and receive

your $10.00 back PLUS a share of the money forfeited by those who did not reach their goal!

• Weigh in weekly (optional).• 57 participants—33 lost weight.

Consciously Moving and CountingPedometer Program

• 88 participants.• Goal of 25,000 steps per week (very

attainable).• 66 met the goal.• 17,000 Miles walked, or nearly 100 miles per

participant.

Classes on Heart Health

• HeartSmart (Nutrition). • Fitness Class with Certified Personal

Trainer

Possible Upcoming ProgramNFL (Nutrition, Fitness, Longevity) Challenge

Team Weight Loss and Exercise Competition

• Employees will form teams or be assigned to a team.

• 8 weeks of head-to-head competition against other times.

• Playoffs at the end of the season.• Competition between teams will be very

visible!

Wellness Wednesday

• Coaching appointments for 1:1 counseling• Open hours or by appointment• Hours are: 5:30-6:30 am and 1-4pm• Discuss health concerns• Check blood pressure, cholesterol or weight• Obtain resources• Confidential voicemail for messages.

Additional Heart Health Screenings• Were able to review and take advantage of

FREE heart health screening offered by local organization.

• Included aortic artery and carotid artery ultrasound.

• 178 employees participated.• Each participant received a brief report.• An example of leveraging resources.

Hearth Health Screenings

One employee with 80% carotid artery blockage told us we “saved his life”.

The Future

• Continue to nurture culture of trust.• Continue to capitalize on “opportunities” for

Wellness services offered at no cost or low cost.

• Continue intense communication.• Follow-up HRA’s.• Expand to spouses and dependents?

Efficient Use of Resources

• Target programs/activities at those risk factors that show up most frequently in Health Risk Appraisals.

• Use free available resources, i.e. the Michigan Surgeon General’s website for completing HRA.

• Utilize current “standing” meetings for Wellness communication.

CMC’s Advice to Small Companies

• Don’t roll out a Wellness program until you are confident it fits your organization. (Be vigilant in searching out the right pieces!)

• It has to work for your culture. Otherwise, it’s a waste of precious resources

• Need 100% CEO commitment.• Workforce must trust Company (Leadership) and

Wellness Coordinator.• It has to work for your budget.• Communication.