Who Has Time for Vacation?

Are you one of those people who swears you’ll never become one of those people when it comes to “working vacations,” checking your laptop while you’re away with the family, or avoiding vacations entirely? If so, you’d be a member in a surprisingly large club; but you would also be part of an even larger club of people who suffer from cardiac disease, high blood pressure, strokes, sleep disorders and a variety of other dangerous illnesses that often are aggravated by stress, fatigue and the willingness to ignore our bodies’ needs.

It’s easy to understand why many people resist taking personal time off from work. Maybe you own a small business with limited staff or help you can trust running things in your absence. Or things are really popping and you just can’t afford the time or cost of a vacation. No work no pay – or the fear of losing a job if you take time off – sidelines many. And so-called “workaholics” who thrive on being busy and are strongly emotionally linked to their work also resist time away, sometimes for fear things will fall apart, someone will take advantage of the perceived gap, or simply because they believe they are irreplaceable, even for a week or two.

Beyond the obvious ego issues, the simple truth is that we all need time to relax, alter our pace, and get away from the day-to-day hassles and pressures of work . . . even if we like our jobs. Think about the need to shut down a laptop or smart phone so it can refresh programs and download applications. Taking time off works that way for our brains and bodies, too – it doesn’t really matter what we do or where we go, it’s simply important and healthy to take the break.

In other countries around the world, especially the UK and across Europe, employees take up to six weeks of “holiday” to relax, travel, read, work in their gardens or homes, visit with family or pursue whatever pleases them. They look on Americans with dismay and shake their heads at our work philosophy and customs. It’s not that they don’t enjoy or value their work or need the paycheck as much as we do – it’s just that taking time off is normal, accepted and a welcome practice.

Vacations for many of us are a paid benefit. As employers, we need to model correct and healthy behaviors and encourage employees to enjoy their time off at their leisure, and as they choose – but to use the time. In a Harris Poll conducted last year among 2,224 working adults over 18, two thirds (66 percent) report working when they do take a vacation. The study also found that the average U.S. employee had taken just a hair over half (54 percent) of their eligible paid vacation time over the past 12 months.

We can make vacationing easier for employees and for the business by asking well in advance about vacation plans, adjusting schedules and workloads accordingly, determining who is covering for employees when they are out and making it easy for people to be away without them feeling guilty or threatened. That means doing more than setting “out of the office” email messages, especially since 29 percent of respondents said they were contacted by a co-worker while they were on vacation, and 25 percent said they were contacted by their boss!

If you are self-employed or lack a vacation benefit, putting aside money throughout the year will help finance some play time, but even staying at home, catching up on sleep or reading, making day trips, hiking, biking, hitting the beach or just visiting with friends and family will help ease some of your daily pressure and anxiety and refresh you for the return to work.

The consequences of not taking time off – including people being fatigued, irritable and less resistant to common and chronic illnesses – affects productivity, quality, safety, retention and customer service. These costs can have a perceptible impact on your bottom line, or if you work for yourself, affect your performance and results. And when you get too run down, you are more likely to get sick, or develop a serious illness.

Encourage days away from the office, and practice what you preach. However difficult it may feel, taking a block of personal time benefits you, your family, your business and everyone around you. It’s smart, relaxing and healthy.


If you’re not enjoying the benefits of a wellness program at your company, join CBIA Healthy Connections at your company’s next renewal. It’s free as part of your participation in CBIA Health Connections!

Why Our Brains Say “Yes” When the Facts Say “No”

If you’re an employer trying to motivate your workers, how do you get past their biases to get everyone on the same page, or at least rowing in the same direction? Psychologists suggest that, rather than taking on people’s surface attitudes and beliefs directly, tailor messages so that they align with their motivation.

Using vaccinations as an example, everyone agrees that deadly diseases exist, that they are bad, and that people are getting sick and dying from them. By exploring what happens when people resist vaccinating themselves or their children – the very real possibility that those adults or children will either get sick themselves or be a carrier who gets another child or person sick – and by examining statistics from reliable sources, we can “agree to disagree,” but still make a decision based on logic and the well-being of those around us.

That same thinking can be applied to getting employees to work together toward a common cause or goal. Influential people – leaders, both natural or by ranking in the workplace – can sway opinion. People want to be accepted, recognized, and considered a valuable part of a team. By looking for the things we have in common, listening to differing opinions, recognizing how people make decisions and then finding solutions and compromises, we become more effective leaders.

It isn’t entirely our fault that we err to the side of comfort. Based on scientific research, our brains protect us, validating information that supports our biases, often to the point of denigrating the information with which we disagree, accepting compatible information that makes us feel better – or which supports our beliefs – almost at face value. Scientists link this to our innate “fight or flight” response, with the twist being we may choose to fight by latching on to what we want to believe, in essence, “taking flight” from the truth to protect our opinions.

Psychologists have identified key factors that can cause people to reject science – and it has nothing to do with how educated or intelligent they are. In fact, researchers found that people who reject scientific consensus on topics such as climate change, vaccine safety, and evolution are generally just as interested in science and as well-educated as the rest of us. It’s just that they think more like lawyers than scientists, meaning they “cherry pick” the facts and studies that back up what they already believe is true.

As hard as this is to believe, or to understand, the rationale for this behavior often comes down to a simple, though troubling truth: No matter how irrefutable the evidence is, many people reject anything which contradicts their deeply entrenched false belief.

How they arrive at their false belief often has to do with how they are raised, religious doctrine, political leaning and their willingness to accept and believe information from powerful or confident people. Oftentimes, people would rather think they are right, even if they’re wrong. It becomes a tug of war between ego, self-esteem, long-held beliefs and the desire to stick with something that meshes with your own way of seeing the world, even if facts refute or contradict your opinion.

Over 90 percent of our decisions are made at an unconscious level. Brain imaging has shown that when the brain inputs data, the emotional centers light up first (what does this mean to me?), followed by the logic centers (what do I do with it?). This means that ‘facts’ are what people use to validate decisions already made at an unconscious level.

For example, if someone believes that vaccinations aren’t safe, they will ignore the hundreds of medical studies that support vaccination safety and glom onto the one study they can find that casts doubt. These phenomena are known as cognitive bias – people treat facts as more relevant when those facts tend to support their opinions. They may not totally deny facts that contradict their beliefs, but they will say that those facts are “less relevant.”

Our brains tend to easily accept information compatible with what we already know, and minimize information that contradicts what we already know, or believe we know. The information goes into our brain, but the importance our mind allots to these facts and information is being weighted unconsciously in favor of those bits of data that already fit our preconceptions. Our brains unconsciously diminish their importance, regardless of the truth or facts, and since they are perceived as “less important,” these facts or truths quickly fade from memory.

 


 

If you’re not enjoying the benefits of a wellness program at your company, join CBIA Healthy Connections at your company’s next renewal. It’s free as part of your participation in CBIA Health Connections!

A Whole Lot of Hoopla

Anyone who thinks vigorous exercise can’t be good for you and fun hasn’t spent time at New England Residential Services in Middletown. There, an enthusiastic employee team, lead by a supportive executive director, has demonstrated that having fun while you improve your health is easy when you put your hips, arms, legs, necks and bodies into it.

Ironically, the answer to combining work, play and wellness came to the company’s Human Resource Manager, Kim Fritsch, because she didn’t like to exercise. Fritsch walked, but found she wasn’t losing enough weight from walking alone. Talking with co-workers over lunch one day, they started reminiscing about games from their childhood, and Fritsch mentioned that she’d loved hula hooping as a kid, and had won a school hula-hooping competition, continuously hooping for eight hours. Hooping, she said, was fun and good exercise, and the more she thought about it, the more excited she became about trying it again.

Fritsch, who’s been with the company for 19 years, did some research and discovered that a workout with a weighted hula hoop could help burn 400 to 600 calories per session. Sold, she ordered a weighted hula hoop for the office. She and a few associates started working with it at the end of the day; they enjoyed making fun of each other and admiring one another’s hooping style. They even have a “professional” hula-hooper on their staff, she adds, who makes customized hoops for staff and for residents of the company’s group homes.

hoola hoop wellness program

As they became more proficient, word spread, and other staff became interested. Soon they had a regular following, and set up an exercise area at the end of a hallway between office areas. Workers were encouraged to take hoop breaks at lunch or whenever they were able, and for those who struggled with the dynamics of hooping, jump ropes were purchased. Fritsch shared her story with CBIA, and was put into a raffle to win a $500 Amazon gift card, which they won!

The prize money, she said, was used to purchase other exercise equipment, including a stepping machine, exercise ball, weighted resistance ropes, a wireless speaker for listening to music while people work out, and a special stool made for accommodating hooping while seated. Everyone in the office, she says, is encouraged to participate, and support from their management makes it easier to get people involved.

“A good wellness program starts with a leader who strongly believes that any exercise that gets your heart going is good for you, even if it’s in the workplace,” Fritsch explains. “We’re lucky to work in an environment with a supportive manager who sets the tone for our agency.  He says his mission is to be more like Google, and is striving to build a great work environment so people are happier, healthier and more productive.”

New England Residential Services operates group homes and apartments, providing residential support for people with intellectual disabilities. They have 130 employees, most working at their field locations, with a support staff of 10 at their home office in Middletown.

Their executive director, Chet Fischer, reimburses office employees who join a gym or take yoga, and always encourages breaks from work to walk or work out, Fritsch says. Some employees bring their dogs to work, she adds, and others plank and do alternative fitness activities during and after work.

The hula hooping, Fritsch explains, has become a great source of laughter, stress reduction and team building. She says everyone from their executive director to their maintenance person has tried it, and visitors are encouraged to give it a whirl, as well. She adds that when employees started completing the CBIA health assessment, they realized they needed to do more fitness-related activities, and started using their reward cards for fitness clothes and materials – and for more hoops.

“It’s inspiring to see someone increase the time that they can keep the hoop up, and seeing their progress and personal styles,” Fritsch explains. “The original goal, simply, was to get people active. Now employees are tracking their own time, checking out hoop-related exercise videos and working out when it suits them. We’re even planning to make our own video in the spring, and when all the new hoops come in we will have hoop breaks. It’s fun, it makes you feel great, and increases camaraderie among the staff.”


If you’re not enjoying the benefits of a wellness program at your company, join CBIA Healthy Connections at your company’s next renewal. It’s free as part of your participation in CBIA Health Connections!

Assessing Health and Wellness Activity

Three months into the new year, it’s easy for well-intentioned health commitments made in December to go south. It’s harder getting to the gym in the winter, comfort food may be beckoning during these cold, shorter days, and outdoor activities like running, bicycling, and hiking are far more difficult to complete.

Now is a good time to assess how effectively you and your team are using health and wellness tools. That includes those available to you through your health insurance provider and CBIA, and a variety of options you and your employees can embrace at your discretion.

Completing CBIA’s online healthcare assessment tool is an easy first step. Employers also can conduct their own health and wellness survey through a variety of media, including a written survey, using an online survey tool, or through small group or individual meetings. Discussions can focus on preferred health and wellness activities underway personally or through the workplace, or measure attitudes about the use of fitness facilities, tobacco-cessation plans, healthy vending machine options, nutrition, healthcare coaching and a variety of other subjects.

For example, when assessing topic areas, some possibilities might include the following areas of inquiry:

Health status:

  • Self-perceived general health status (i.e., poor to excellent)
  • Number of days per month impaired by poor physical/mental health
  • Specific questions about diseases or health conditions (e.g., high blood pressure, high cholesterol, asthma, arthritis, stress)

Use of preventive health services:

  • Doctor visits (including an annual checkup)
  • Dental visits
  • Use of flu, pneumonia and shingles vaccines
  • Blood pressure and cholesterol checks
  • Colonoscopies, mammograms, and PAP smears

Health behaviors:

  • Tobacco use: Current smokers or other tobacco use, tobacco cessation goals
  • Diet and physical activity: Weight and height (to calculate Body Mass Index); self-perceptions of weight; fruit/vegetable consumption; activity level at work; recent moderate/vigorous activity outside of the job
  • Alcohol consumption: Drinks per week; drinks per sitting
  • Safety: Seatbelt and bicycle helmet use, ear and eye protection, etc.

Assessing current health status and health behaviors may point to opportunities for specific health-education programs. And completing a benchmark survey allows you to compare progress when you conduct follow-up surveys at set intervals. These can be conducted through the workplace, or online through a variety of employee healthcare information tools.

And when it comes to implementing health and wellness activities, some companies have gone the extra mile, inviting nutrition and fitness coaches to the office or workplace, holding onsite yoga, fitness and meditation classes, and encouraging employee participation through incentives and competitions.

Many employers form employee committees to oversee health and wellness programs, encourage participation and set and measure goals. When this outreach is peer driven, it tends to gather more steam and taps employee goodwill, enthusiasm and interest.

In the winter, team activities can include ice skating, sledding, downhill and cross-country skiing, and outdoor walks or hikes. Also, with spring right around the corner, so is the return of charity runs, walks and rides, and competitive team athletic activities like volleyball, softball and basketball. Encouraging and supporting team activities such as walks and sports builds morale, strengthens employee bonds and improves productivity. Employers can help their employees build personal health and wellness plans, check in to measure progress, or simply ensure that opportunities for staff wellness learning and exploration exist on a regular basis.


 

If you’re not enjoying the benefits of a wellness program at your company, join CBIA Healthy Connections at your company’s next renewal. It’s free as part of your participation in CBIA Health Connections!

Hear What Your Employees Are Saying… And What They’re Not

When employers think about employee health, good listening and the importance of soliciting feedback might not be at the top of their wellness list. But physicians have this figured out – they ask specific, diagnostically relevant questions, then listen carefully. They ask informed follow-up questions as part of their process for developing their diagnosis. And, if they’re doing their jobs well, they check in again with their patients in a short time to assess compliance and improvement, or to adjust actions accordingly.

Employers interested in improving communication, reducing workplace-related stress, improving teamwork and boosting morale also should be focused on feedback and listening carefully to their employees.

The importance of asking people their opinions, and actually listening to and responding to what they have to say is a basic tenet of good communication. But obtaining feedback is far more than simply listening to words. Humans are complex communicators, we use gestures, eye contact, body language and tone to express how we feel, so email or telephone conversations alone aren’t sufficient for accurately assessing employee sentiment.

People want to be heard and believed, to feel valued. Paying attention to that need is an opportunity to motivate and engage. Performance evaluations are one way to give and receive valuable feedback, but to be most effective, that process needs to be continuous, not simply an annual review – it should involve goal setting, constructive input, and ongoing check-ins to ensure professional development, measured improvement and for managing perceptions.

Creating teams to engage employees in decision making is an important tool for boosting participation. Decisions that can be shared help people feel more ownership; when their ideas and opinions are actually implemented, that translates into pride and enhanced involvement.

In a variety of workplace surveys, employees often list the willingness of their management team to listen and communicate candidly as important metrics, and teamwork and morale can be viewed as barometers of their willingness to remain at a company. Job satisfaction is as important, or often more important, then salary increases for many employees. They want to know that their opinions matter, and in companies that fail on that front, stress levels increase dramatically, which has a negative impact on productivity, quality, service and retention.

Open feedback also allows managers to improve their credibility – as leaders, mentors and coaches. It builds confidence and trust, benefits money can’t buy. And that’s good for everyone’s health.


If you’re not enjoying the benefits of a wellness program at your company, join CBIA Healthy Connections at your company’s next renewal. It’s free as part of your participation in CBIA Health Connections!

Reducing Financial Stress: The Healthy Gift to Yourself in 2018

If you’re one of the millions of Americans who charged gifts or purchased items on store credit during the holiday season, the joy of giving is now being surpassed by the anxiety of coming up with the extra money to pay your bills. For many, one of the unwelcome “gifts” that follow the holiday season is increased financial stress of dealing with debt.

There’s an insidious nature to how we spend money, how we talk with our significant others about it, and the impact finances have on our mental and physical health. Worrying about money and debt causes increased anxiety, sleeplessness, depression, and stress that taxes our hearts, contributes to high blood pressure, aggravates stomach issues like acid reflux and ulcers, and can lead to strokes and heart disease.

Three out of four American families are in debt and the weight of all that anxiety can become more apparent in our performance in the workplace, as well. Whether it’s lack of sleep, irritability, lower productivity or increased absenteeism due to the side effects of stress and depression, money woes cost us professionally and personally across a wide spectrum. Unhealthy spending behaviors and debt are a major cause of relationship problems and often cited as a contributing factor in many divorces and breakups.

Coping through planning and daily focus

There’s a difference between active coping and comfort coping – some of us eat more, spend more, or devise short-term solutions. Instead we should be thinking about informed, collaborative planning and strategies for dealing with our money issues. Creating goals is important–working toward a home purchase, a special vacation, college, or retirement savings. We need a clear game plan and tools to help realize our dreams. So it’s important to think long term, but live with short-term daily strategies, as well.

Employers pay attention to the health and well-being of their employees, so why should employees’ financial health be any less important? Financial experts and coaches are available to come into the workplace for “lunch and learn” or after-work discussions, and employers can encourage employees to seek outside counseling and guidance.

Here are tips to share for improving financial health:

  • Make a budget. While it sounds simple, many people fail to truly organize their financial lives and understand what they bring in and what they can afford. Is it possible that you spend $25 a week on coffee? Sure it is – and that’s okay, if you can afford the extra hundred dollars a month. If you have a detailed budget and you stick to it, buying things during the day that make you happy is okay. If you can’t pay your bills, you may consider making your own coffee at home for a fraction of the price.
  • Track your expenses. Write it in a notebook, record it on your computer, or download one of the many spending applications like Mint or PocketGuard. Tracking what you spend is an important way to understanding your spending habits, course correcting, and establishing a realistic budget.
  • Avoid credit or use it wisely. Credit cards can be a good way to build your credit, but only if you use them infrequently and wisely. If you can afford something, buy it with cash or use a debit card. Use a credit card as a last resort for important purchases you don’t have the money for upfront, but be diligent about paying it off as quickly as possible to avoid exorbitant finance charges.
  • Talk to others about your financial concerns. Share your worries and issues with people close to you, especially your partner. The stigma and shame that accompanies money problems – and the weight of hiding those pressures – causes stress, anxiety and depression, as well. Good communication and honesty helps alleviate some of the stress and the sense of hopelessness that comes with every bill or debt collector’s call.
  • Consult a financial expert.You don’t need investment income to seek guidance from a financial planner or consultant. They can help you devise a savings strategy, prioritize your debt, build your budget, and plan for the future more effectively.
  • Refinance your debt. Consolidation loans with a lower monthly finance charge can help you rid yourself of credit cards. If you can, pay more than the minimum monthly payment and avoid missed payments.

There also are services available to help negotiate payment plans and for consolidating debt, but many of them charge a service fee for this assistance. Look for support groups, free counseling services, and programs such as Debtors Anonymous (DA), a confidential 12-step program available online and across the country, where people with debt or spending issues can come together to examine solutions to their money issues, and find fellowship and support.

Money challenges us all, and there’s no reason to think that’s going to change. If we avoid being vague or frivolous about how, what, and when we spend, we can take a big step toward changing and improving our financial health, as well as our overall health and wellness.


If you’re not enjoying the benefits of a wellness program at your company, join CBIA Healthy Connections at your company’s next renewal. It’s free as part of your participation in CBIA Health Connections!

New Lung Cancer Screening Reduces Deaths Through Early Detection

New screening technologies are being used to help identify potential health issues earlier in patients who may be at risk of contracting certain cancers.

Symptoms of lung cancer usually don’t appear until the disease is already at an advanced, non-curable stage. Even if there are symptoms, many people may mistake them for other problems, such as an infection or long-term effects from smoking.

Screening is the use of tests or exams to find a disease in people who don’t have symptoms. Doctors have looked for many years for a good screening test for lung cancer, but only in recent years has research shown that a test known as a low-dose CT (LDCT) scan can help lower the risk of dying from this disease.

The National Lung Screening Trial (NLST) was a large clinical trial that looked at using LDCT scans of the chest to screen for lung cancer. CT scans of the chest provide more detailed pictures than chest x-rays and are better at finding small abnormal areas in the lungs. Low-dose CT of the chest uses lower amounts of radiation than a standard chest CT and does not require the use of intravenous (IV) contrast dye. LDCTs expose people to a small amount of radiation with each test.

The trial compared LDCT of the chest to x-rays in people at high risk of lung cancer to see if these scans could help lower the risk of dying from lung cancer. The study included more than 50,000 people aged 55 to 74 who were current or former smokers and were in fairly good health. The study did not include people if they had a prior history of lung cancer or lung cancer symptoms, if they had part of a lung removed, if they needed to be on oxygen at home to help them breathe, or if they had other serious medical problems.

People in the study got either three LDCT scans or three chest x-rays, each a year apart, to look for abnormal areas in the lungs that might be cancer. After several years, the study found that people who got LDCT had a 20 percent lower chance of dying from lung cancer than those who got chest x-rays. They were also 7 percent less likely to die overall (from any cause) than those who got chest x-rays.

Screening with LDCT also had some downsides. For example, because it is more sensitive to abnormalities (as many as one in four tests) this may lead to additional tests such as other CT scans or more invasive tests such as needle biopsies or even surgery to remove a portion of lung in some people. These tests can sometimes lead to complications, even in people who do not have cancer (or who have very early stage cancer).

Guidelines for lung cancer screening

The cost for a low-dose CT scan as a screening test for lung cancer is generally about $300 for each test, but prices vary widely at different centers. Under the Affordable Care Act, most private insurers must cover the cost of yearly lung cancer screening in people considered at high risk: aged 55 to 80, with a 30 pack-year history of smoking, and either a current smoker or quit within the last 15 years. Medicare also covers the cost of lung cancer screening in people considered at high risk, although the age range is slightly different (55 to 77 years).

According to the American Cancer Society, people who meet all of the following criteria may be good candidates for lung cancer screening:

  • 55 to 74 years old
  • In fairly good health
  • Have at least a 30 pack-year smoking history
  • Are either still smoking or have quit smoking within the last 15 years

Screening should only be done at facilities that have the right type of CT scanner and experience using LDCT scans for lung cancer screening.

If you fit all of the criteria, you should talk to your doctor or health care provider about screening and if it’s right for you. If you smoke, you should consider counseling about stopping. Screening is not a good alternative to stopping smoking, but it’s one more way you can take a more active role in helping to prevent or potentially reduce the risk of contracting a serious disease like lung cancer.


Be sure to check out the CBIA Healthy Connections wellness program at your company’s next renewal. It’s free as part of your participation in CBIA Health Connections!

Reducing Year-end Burnout

The end of each year, as well as the accompanying holidays, bring a multitude of gifts. While the holidays represent joy, gratitude and happiness for many people, they also are punctuated by a wide spectrum of emotional reactions including nostalgia, guilt, loneliness and, for many, sadness. These can become overwhelming and lead to depression, anxiety or illness.

The culmination of our business and calendar years increases pressure on us as we rush around trying to multitask, wrap up projects and budgets, deal with personal and family needs and prepare ourselves for the coming year. If money challenges are wearing on us, this time of year exacerbates financial woes, adding to stress and guilt. And if we’re alone, or missing people in our lives who have passed, moved away or otherwise departed, those feelings can come home to roost as the holidays rapidly approach.

It’s also a time of overindulgence, especially when it comes to eating and drinking. These activities, as wonderful as they are in moderation, may contribute to an unhealthy sense of self, which typically results in more unhealthy practices. Statistics for how much weight Americans tend to gain during this end-of-the-year smorgasbord vary from one pound to 10, but it’s undoubtedly a tough time for anyone trying to eat healthfully.

But it’s more than just overeating; exercise substantially reduces, as well. According to the National Center for Health Statistics, most Americans (approximately 60 percent) do not engage in vigorous, leisure-time physical activity. Add in the time demands of the holidays and the urge to stay inside because of the weather, and you have a recipe for even more inactivity.

What we need is our own way to help reduce stress and disorganization, improve our focus, and slow down enough – in a short, manageable period – to regain our emotional and physical footing without losing traction or productivity. Some people hit the gym, run or take a walk; others go out to eat, read, nap, pray or call a friend. Many also find that the pursuit of mindfulness – the ability to slow ourselves down, focus and truly be present in the moment – can be enhanced through meditation or other relaxation activities.

Taking charge

Many factors combine to increase the urge to overeat or feel stressed during this season. Holiday feasting, as well as stress, exhaustion and wintry weather can dampen the best of workout intentions. To make this holiday season a healthier one, it’s important to be conscious of what we’re eating, and to manage our stress and emotions.

  • Practice awareness.  It’s important to be conscious of what we eat and how much. Allow yourself some special treats at the holidays but consider moderate servings. When there’s a lot of food available, try an appetizer-sized helping of each dish instead of a full serving. Don’t deprive yourself, but be aware of content and calories. When possible, avoid foods rich in fats, salt, sugar, and preservatives. Remember, we don’t have to indulge every minute. We can allow some treats for those special days, and then get back into our healthy routines the next day.
  • Manage stress and emotions.  For some people it’s an abundance of friends and family coming out of the woodwork that has them down. In contrast, you may be alone, not have your family or friends nearby, and feel isolated. The holidays are very nostalgic, but for every good memory there also may be memories of family members and friends now deceased or living far away, and traditions no longer possible. Spending time with difficult family members, grieving the loss of a loved one, feeling pressure to give gifts when finances are tight, and loneliness can leave people feeling sad, angry, or even depressed. And these feelings are aggravated by the shorter, colder days and reduced sunlight.
  • Outreach and consistency are good. It’s always beneficial to try and continue our normal routines to help feel like we’re still in control. We can consciously try to not over-eat and make time for exercise and rest. Additionally, personal outreach, especially socializing and connecting with old friends and associates, is important for our emotional health. We humans are social creatures, and while digital outreach is valuable and sometimes our easiest option, the Internet tends to act as a buffer between us and real intimacy.
  • Dealing with the holiday blues. Though depression as the holidays near is common, there is a difference between the holiday blues, which are often temporary and go away once the season ends, and more serious conditions. Seasonal Affective Disorder (SAD) is a psychological state that literally changes your biology and can cause or add to depression. Depressed individuals tend to feel helpless and hopeless about changing their situation. If the holiday blues seem to linger or become more intense, seek help from a mental health professional.
  • Do your personal planning. This is the perfect time to assess what you did or didn’t accomplish in your personal health and wellness efforts, and to plan action for the coming year. Set simple goals, and commit to action. That choice is yours, and can involve joining a gym or fitness center, changing your eating habits, participating in organized athletic events, swimming, learning to meditate, reading more, or getting involved through volunteering or charity work. Telling a friend about your goals or enlisting someone to be a partner increases your chance of success, and is more fun.

This season certainly isn’t a time to be punishing yourself. No matter if you forget to follow the above advice, your healthy habits slip a little, or you do end up eating that extra pumpkin pie, cookies or cheesecake – this is a time to recognize how far you’ve come this year, to celebrate what you’ve achieved and to show your body and yourself the love and respect you deserve.


Be sure to check out the CBIA Healthy Connections wellness program at your company’s next renewal. It’s free as part of your participation in CBIA Health Connections!

Wrap Up the Year With the Gift of Wellness

As the year winds down, it’s the perfect time to reflect on your 2017 health and wellness efforts, and to contemplate how you can do more in 2018. One of the best gifts employers can give themselves and their employees are gifts that “keep on giving,” such as improved long-term employee health, tools for reducing stress, and activities that will enhance teamwork, productivity and morale.

Helping employees meet individual or team goals through successful planning and execution, a sense of accomplishment, providing service, and feeling valued are indisputable contributors to success, retention, and service excellence. Additionally, generosity, giving, and awareness create a sense of increased goodwill and can increase the bond between employer and employee, and among staff.

By supporting employees’ interests in local or national organizations through donations, fund- raising activities and in-kind services, you help your staff achieve that valuable sense of accomplishment and caring that comes from generosity and giving to others.

Additionally, every month brings a variety of wellness, disease awareness and health-related special events, activities and recognition. These represent some of the proverbial “low-hanging fruit” for promoting, encouraging and rewarding employee workforce participation. And if you time your internal outreach to the wide variety of wellness material available online, through your healthcare insurance provider and from CBIA, you’ll find the resources and educational information robust and easily available.

Here are some simple ideas you can consider for a healthier new year:

  • Health and wellness planning:Host a planning session — led by employees or by an outside expert – where participants can talk about their personal health and wellness goals, and discuss possible group support, in-house challenges and activities.
  • Nutritional guidance: Ask a professional nutritionist or dietitian to meet with staff at a group lunch, or in one-on-one or small group meetings to talk about healthy eating, smart dieting and nutritional awareness.
  • Gym memberships:If you don’t already, consider offering an allowance to employees to use for purchasing a gym, yoga or fitness center membership, or consider bringing a fitness trainer or yoga instructor onsite.
  • Offer incentives:Some organizations incentivize employees by rewarding them for healthy activities such as setting and achieving personal wellness goals, or by completing wellness workshops and classes. Many companies also allow employees to take work time to visit their primary care physician for their annual physicals.
  • Community outreach: Building up morale in the company is a commonly overlooked wellness initiative, but the results are always positive. Lead this initiative by getting a team together for a charity event or race, volunteer, “adopt” a family or charity for the holidays, raise money as a team for gifts, match team and individual efforts, and encourage employees to donate food, time and services.
  • Stress relief: Studies show that a power nap or meditation increases alertness, memory and stamina. Some companies have designated an office or area where employees can reserve times during the day for relaxing, and forward-thinking organizations find ways to reward employees and help them “recharge” by allowing them much-needed “down time” that is customized to individual needs. Also consider inviting a yoga instructor or massage therapist to the workplace, and if possible, create a space for team instruction.
  • Teambuilding activities: Some companies sponsor art nights, onsite or at local art centers, where employees can paint, complete ceramics or pursue other artistic endeavors as a team. Charitable walks and runs, fitness competitions or bicycle rides, bowling or volleyball are other good team activities, as are skating, skiing and other outdoor recreational challenges that can be turned into team fun. Many companies also sponsor facilitated off-site retreats focused on team building, communication, planning and interpersonal development.
  • Smoking-cessation:A variety of free or inexpensive smoking cessation programs are available locally through the American Lung Association, hospitals and other sources.

Whatever you choose, remember that sometimes the best gifts can’t be wrapped!  Have a happy and healthy holiday season and year to come.


If you’re not enjoying the benefits of a wellness program at your company, join CBIA Healthy Connections at your company’s next renewal. It’s free as part of your participation in CBIA Health Connections!

ERs vs. Urgent Care Centers: Knowing the Difference Can Save a Bundle

When you are injured or sick enough to require emergency care, you don’t want the cost of that care to prevent you from seeking professional medical help. But there’s no ignoring the hefty price tag that accompanies a visit to a hospital emergency room. If it’s a true emergency requiring a call to 911, the ambulance crew aren’t going to ask about cost or insurance – they’re going to take you to the nearest or the most appropriate ER depending on your condition, especially if you may be having a heart attack, stroke or other medical event that renders you unresponsive, in shock or suffering from severe blood loss. But if the injury or illness you have experienced is not life threatening, your choice of service provider has a significant impact on the cost.

“Emergency care” is a broad term, ranging from serious injuries or life-threatening events toeye injuries, sprains, broken bones, earaches, sore throats, burns, fevers, infections, animal bites and much more. Deciding where to go can be confusing, and price shouldn’t deter you from seeking help. However, there are a wide variety of more affordable choices now available that offer different levels of emergency or “urgent” care that is sufficient for incidences that do not require emergency rooms, and won’t break the bank.

Knowing the difference is especially important. If you’re an employer, helping your employees choose the proper level of care will save you and them money. Copays and out-of-pocket costs for emergency room visits continue to rise in an effort to control costs. Dissuading patients from going to ERs when a walk-in clinic will do just fine is prudent and sensible. In fact, the next step in this cost-awareness evolution now being implemented by some health insurance carriers will be to penalize members who seek care at an ER when it is not medically necessary.

Protecting against unnecessary emergency medical costs

Ask your insurer for documentation on what your plan will and won’t cover if you or your employees need emergency care. For example, get clarity on your ER copay and coinsurance and on what the plan will cover if you’re not admitted. Your insurer can also tell you which area hospitals take your insurance. You also can then ask the billing department at your hospital of choice whether the ER doctors participate in your insurance plan. And because most insurers cover medically necessary ambulance rides, know how your plan defines that—typically, it means the patient is unconscious, bleeding heavily, or in severe pain.

But the biggest single step employees – patients – can take to reduce medical costs is to choose the right kind of medical care center for themselves and their children. While the emergency room can help care for any medical situation, it costs an average of three times more than a visit to an urgent-care center. In a non-life threatening situation, you can usually be treated at an urgent-care center effectively and far more quickly.

Walk-in urgent-care centers are typically staffed by at least one emergency medical physician, as well as physician assistants and advanced practice resident nurses. They handle non-life threatening situations, and many facilities have x-rays and labs onsite.

While hospital ERs are open 24/7, many urgent-care centers are open late and on weekends and holidays. Emergency rooms are meant for true medical emergencies and can handle trauma, diagnostic x-rays, surgical procedures and other life-threatening situations. In addition to the added cost, which averages approximately $2,300 according to industry data, the average wait at an ER is 4.5 hours. In comparison, the average cost of visiting an urgent-care center is $176, and waiting times are typically significantly shorter.

Visit an emergency room if you experience:

  • Allergic reactions to food, animal or bug bites
  • Broken bones
  • Chest pain
  • Constant vomiting
  • Continuous bleeding
  • Severe shortness of breath
  • Deep wounds
  • Weakness or pain in a leg or arm
  • Head injuries
  • Unconsciousness

Visit an urgent-care center for these common conditions:

  • Flu and cold
  • Coughs and sore throat
  • High fevers
  • Ear aches and potential eye infections
  • Vomiting, diarrhea, stomach pain
  • Cuts and severe scrapes
  • Minor broken bones such as fingers or toes
  • Minor injuries and burns

Getting the right care when needed always should be your priority. But with the plethora of urgent- and walk-in-care medical centers now available, making a wise and informed choice can save employees thousands of dollars and help stem the continuing rise in healthcare costs that affect all of us.


 

If you’re not enjoying the benefits of a wellness program at your company, join CBIA Healthy Connections at your company’s next renewal. It’s free as part of your participation in CBIA Health Connections!