TM - May 2008 - (Page 42) application by Chris Boyce American Diabetes Association: On a Mission to Improve Employee Health Employee health impacts productivity, turnover and health care costs, which is why many organizations are adopting an enterprise-wide, healthy lifestyle focus. That broad focus, coupled with incentives and a healthy dose of competition, can impact how workers feel physically, and boost the bottom line. The American Diabetes Association (ADA) and its sister organization, Shaping America’s Health, have an organizational mission to help people live healthier, and they want that sentiment to extend to their employees. “We wanted to help our employees improve their health styles — the healthy decisions that people make about fitness and nutrition,” said Emerson Goodwin, director of communication, marketing and public affairs for Shaping America’s Health. “We started off with a healthy snack program, and the feedback was very positive. Then, we looked for a way to address physical activity with a program that would get our employees moving and keep them moving.” The Right Tools for the Job Studies have shown physically inactive employees cost employers thousands of dollars per year in medical costs and lost productivity, and that amount increases substantially if the employee is obese. Regular physical activity is key to improving employee health, reducing health care costs, increasing productivity and decreasing absenteeism and turnover. With that in mind, in May 2007, ADA and Shaping America’s Health began offering their employees the Virgin HealthMiles program, a health rewards program that helps members improve their health by living more active lives. “When we learned of the HealthMiles program, we thought, here is a way that each employee can keep track of their activity levels and have an incentive to do even more than they did the day before,” Goodwin said. “From our perspective, HealthMiles is a great alignment with our mission to empower individuals to take ownership of their health.” Through the program, ADA and Shaping America’s Health employees earn miles for being active, tracking May 2008 results and improving key body metrics such as blood pressure, body fat and weight. These miles translate to HealthCash that can be redeemed for gift cards at more than 50 national retailers. “One of ADA’s wellness goals is to know your numbers, and we loved that our employees could do this through HealthMiles,” said Tonya Stephens, managing director of employment and employee relations at ADA. “Plus, it gives us a way to reward people for being healthy and doing healthy things.” Shaping America’s Health and ADA employees can gather metrics or know their numbers through the HealthZone kiosk located in their corporate headquarters. The HealthZone features a scale, body fat indicator, blood pressure cuff and touch screen, and allows employees to easily measure and track their biometric data. “I live a pretty active lifestyle and was intrigued by the HealthZone, particularly the body fat calculator, since my goal is to lower body fat and build muscle mass,” said Sean Petrie, an ADA employee. “I also like being able to track my blood pressure since it is typically a little high. I’m hoping to use the HealthZone to see how my eating and exercise will affect it.” To track activity level, each ADA and Shaping America’s Health employee on the program receives a GoZone, a pedometer with a “brain” that enables members to track steps and earn miles. “Before I joined HealthMiles, I had become pretty much a bump on a log,” said Goodwin. “I never set a goal to walk so many steps a day. I just did what I did and never kept track of it. Now with my GoZone, I can track how many steps I took today versus yesterday, and that motivates me to increase my activity.” The data from the HealthZone and GoZones automatically uploads to a personalized, password-protected 42 talent management magazine www.TalentMgt.com http://www.TalentMgt.com
Table of Contents Feed for the Digital Edition of TM - May 2008 Talent Management - May 2008 Editor's Letter Contents Human Performance Leading Edge Learning Connections Make the Connection: Effective Employee Evaluations Vacation: The Benefit Many Employees Don't Take The Four Pillars of Managing Performance Transform Talent With Deeper Skill Specialization Mentoring's Role in Succession Planning Graybar: Supporting a Long-Term View of Talent Management American Diabetes Association: On a Mission to Improve Employee Health Taking the Talent Pulse: What Drives High Potentials? American Systems Employees Earn a Piece of the Pie Advertisers’ Index Editorial Resources Full Potential TM - May 2008 TM - May 2008 - (Page Intro) TM - May 2008 - Talent Management - May 2008 (Page Cover1) TM - May 2008 - Talent Management - May 2008 (Page Cover2) TM - May 2008 - Talent Management - May 2008 (Page 1) TM - May 2008 - Talent Management - May 2008 (Page 2) TM - May 2008 - Talent Management - May 2008 (Page 3) TM - May 2008 - Editor's Letter (Page 4) TM - May 2008 - Editor's Letter (Page 5) TM - May 2008 - Contents (Page 6) TM - May 2008 - Contents (Page 7) TM - May 2008 - Contents (Page 8) TM - May 2008 - Contents (Page 9) TM - May 2008 - Human Performance (Page 10) TM - May 2008 - Human Performance (Page 11) TM - May 2008 - Leading Edge (Page 12) TM - May 2008 - Leading Edge (Page 13) TM - May 2008 - Learning Connections (Page 14) TM - May 2008 - Learning Connections (Page 15) TM - May 2008 - Learning Connections (Page 16) TM - May 2008 - Learning Connections (Page 17) TM - May 2008 - Learning Connections (Page 18) TM - May 2008 - Learning Connections (Page 19) TM - May 2008 - Learning Connections (Page 20) TM - May 2008 - Learning Connections (Page 21) TM - May 2008 - Make the Connection: Effective Employee Evaluations (Page 22) TM - May 2008 - Make the Connection: Effective Employee Evaluations (Page 23) TM - May 2008 - Make the Connection: Effective Employee Evaluations (Page 24) TM - May 2008 - Make the Connection: Effective Employee Evaluations (Page 25) TM - May 2008 - Vacation: The Benefit Many Employees Don't Take (Page 26) TM - May 2008 - Vacation: The Benefit Many Employees Don't Take (Page 27) TM - May 2008 - Vacation: The Benefit Many Employees Don't Take (Page 28) TM - May 2008 - Vacation: The Benefit Many Employees Don't Take (Page 29) TM - May 2008 - The Four Pillars of Managing Performance (Page 30) TM - May 2008 - The Four Pillars of Managing Performance (Page 31) TM - May 2008 - The Four Pillars of Managing Performance (Page 32) TM - May 2008 - The Four Pillars of Managing Performance (Page 33) TM - May 2008 - Transform Talent With Deeper Skill Specialization (Page 34) TM - May 2008 - Transform Talent With Deeper Skill Specialization (Page 35) TM - May 2008 - Mentoring's Role in Succession Planning (Page 36) TM - May 2008 - Mentoring's Role in Succession Planning (Page 37) TM - May 2008 - Mentoring's Role in Succession Planning (Page 38) TM - May 2008 - Mentoring's Role in Succession Planning (Page 39) TM - May 2008 - Graybar: Supporting a Long-Term View of Talent Management (Page 40) TM - May 2008 - Graybar: Supporting a Long-Term View of Talent Management (Page 41) TM - May 2008 - American Diabetes Association: On a Mission to Improve Employee Health (Page 42) TM - May 2008 - American Diabetes Association: On a Mission to Improve Employee Health (Page 43) TM - May 2008 - Taking the Talent Pulse: What Drives High Potentials? (Page 44) TM - May 2008 - Taking the Talent Pulse: What Drives High Potentials? (Page 45) TM - May 2008 - Taking the Talent Pulse: What Drives High Potentials? (Page 46) TM - May 2008 - Taking the Talent Pulse: What Drives High Potentials? (Page 47) TM - May 2008 - American Systems Employees Earn a Piece of the Pie (Page 48) TM - May 2008 - Editorial Resources (Page 49) TM - May 2008 - Editorial Resources (Page 50) TM - May 2008 - Editorial Resources (Page 51) TM - May 2008 - Editorial Resources (Page 52) TM - May 2008 - Editorial Resources (Page Cover3) TM - May 2008 - Editorial Resources (Page Cover4)
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