Strategies to help maintain employee fitness levels

Employee fitness is a key component of overall workplace wellbeing, contributing to physical health, mental clarity, and productivity. Encouraging and supporting your employees to maintain their fitness levels is not just a benefit for them but also for your organisation. Fit employees are generally healthier, take fewer sick days, and bring more energy and focus to their roles. This blog post will explore how employers can support their staff in staying fit and the benefits this brings to both the individual and the company.

The importance of employee fitness

Maintaining a good level of physical fitness is vital for several reasons:

1. Physical health benefits:

• Regular exercise reduces the risk of chronic illnesses such as heart disease, diabetes, and obesity. It also strengthens the immune system, making employees less susceptible to common illnesses.
• Improved posture and musculoskeletal health are particularly important in jobs that require long periods of sitting or repetitive movements.

2. Mental health benefits:

• Exercise is known to reduce stress, anxiety, and depression. It releases endorphins, which are natural mood lifters.
• It enhances cognitive function, helping employees to stay sharp and focused.

3. Enhanced productivity:

• Fit employees tend to have higher energy levels, which leads to greater productivity and efficiency in their tasks.
• Regular physical activity improves sleep quality, ensuring employees are well-rested and alert during working hours.

4. Reduced absenteeism:

By promoting good health and fitness, employers can reduce the number of sick days taken by employees, contributing to better overall workforce management.

Strategies to promote employee fitness

Employers can play a crucial role in encouraging and facilitating fitness among their workforce. Here are several strategies that can be implemented:

On-site fitness facilities:

• If possible, providing an on-site gym or fitness centre can make it easier for employees to incorporate exercise into their daily routine. These facilities can include basic equipment such as treadmills, weights, and exercise bikes.
• Offering group exercise classes, such as yoga or circuit training, can also be a great way to encourage participation and build team spirit.

Flexible work hours:

• Allowing flexible start and finish times can enable employees to fit exercise around their work commitments. For instance, they could attend a gym session in the morning or go for a run during their lunch break.
• Introducing ‘employee fitness hours’ where employees can take time during the day for physical activity can also be beneficial, particularly for those who struggle to find time outside of work hours.

Promoting active commuting:

• Encouraging employees to walk or cycle to work is an excellent way to integrate physical activity into their daily routine. Employers can support this by providing secure bike storage and shower facilities.
• Offering incentives, such as cycle-to-work schemes, can make active commuting more attractive and financially viable for employees.

Workplace wellness programmes:

• Implementing a comprehensive wellness programme that includes employee fitness challenges, health screenings, and educational workshops can foster a culture of health within the organisation.
• These programmes can be tailored to meet the specific needs of the workforce, whether that’s focusing on cardiovascular health, weight management, or stress reduction.

Encouraging movement during the workday:

• Sedentary work poses significant health risks. Encouraging employees to take regular breaks to stretch, walk, or perform light exercises can mitigate these risks.
• Installing standing desks or having standing meetings can also promote movement and reduce the time spent sitting.

Partnerships with local gyms and fitness centres:

• Negotiating discounts or corporate memberships with local gyms can provide employees with affordable access to fitness facilities outside of work.
• Arranging group memberships or organising group classes can also foster a sense of community and make fitness more social and enjoyable.

Support for remote workers:

• For remote workers, maintaining fitness can be challenging due to the lack of separation between home and work life. Employers can support remote employees by providing access to virtual fitness classes or online wellness resources.
• Encouraging remote workers to set aside time for exercise and promoting the use of fitness apps can help them stay active.

Incentive programmes:

• Introducing employee fitness challenges with rewards for participation or achievement can motivate employees to stay active. These could include step challenges in a workplace wellness app, charity runs, or team sports competitions.
• Rewards could be in the form of extra holiday days, vouchers, or recognition within the company.

Healthy eating initiatives:

• Nutrition plays a significant role in overall fitness. Employers can support healthy eating by providing nutritious options in the canteen, offering healthy snacks, or organising cooking workshops.
• Subsidising healthy meal plans or partnering with local businesses that offer nutritious food options can further encourage employees to maintain a balanced diet.

Mental and physical health integration:

• Recognising the link between mental and physical health, employers should encourage activities that promote both. This might include mindfulness sessions, yoga classes, or nature walks, which combine physical activity with relaxation and stress reduction.
• Offering access to mental health resources, such as counselling or mental health first aiders, alongside fitness initiatives, can provide a holistic approach to employee wellbeing.

Measuring the impact of employee fitness programmes

To ensure that the initiatives are effective, employers should measure the impact of their fitness programmes regularly. This can be done through:

Employee feedback:

• Conduct surveys or focus groups to gather feedback on the employee fitness initiatives.
• Understanding what works and what doesn’t can help refine and improve the programmes.
• Anonymous feedback systems can encourage honesty and provide valuable insights into how the programmes are perceived.

Participation rates:

• Tracking participation rates in fitness activities or challenges can give an indication of employee engagement. High participation rates are usually a sign of a successful initiative.
• Monitoring usage of facilities, such as on-site gyms, can also provide data on how often employees are engaging with the resources provided.

Health outcomes:

• Consider working with occupational health providers to monitor health outcomes, such as reductions in BMI, blood pressure, or stress levels, among those who participate in employee fitness initiatives.
• Analysing trends in absenteeism and sick leave before and after implementing fitness programmes can also provide insights into their effectiveness.

Productivity and performance metrics:

• Improved employee fitness levels often correlate with increased productivity and better performance.
• Monitoring key performance indicators (KPIs) alongside fitness initiatives can help identify positive impacts on the business.
• Employee retention rates can also serve as an indirect measure of the success of fitness programmes, as happier, healthier employees are more likely to stay with the company.

Creating a culture of fitness and wellbeing

To truly embed fitness within the organisation, it’s important to create a culture that values and promotes wellbeing. This can be achieved by:

1. Leadership support:

• Leadership should actively participate in and promote fitness initiatives. When employees see their managers and executives prioritising fitness, they are more likely to follow suit.
• Leaders can set an example by discussing their own fitness routines, participating in challenges, or leading wellness events.

2. Regular communication:

• Keep employees informed about available fitness resources and upcoming events through regular communications. This could be done via emails, newsletters, or an internal wellbeing portal.
• Highlight success stories and celebrate achievements, such as an employee who completed a marathon or a team that won a fitness challenge.

3. Incorporating fitness into the workday:

• Encourage a work-life balance that allows for fitness activities. This could include incorporating fitness breaks into the workday or offering fitness-related team-building activities.
• Promote the idea that taking time for fitness is not just acceptable but encouraged, as it contributes to overall productivity and job satisfaction.

Helping your employees maintain their fitness levels is a win-win situation. Not only does it lead to healthier, happier, and more productive employees, but it also reduces absenteeism, enhances workplace morale, and can even lead to financial savings in terms of reduced healthcare costs. As an employer, investing in employee fitness and wellbeing of your workforce is an investment in the future of your organisation.

By implementing comprehensive fitness programmes, providing access to resources, and fostering a culture that values health and wellbeing, you can create a workplace where employees thrive both physically and mentally. The benefits of a fit workforce extend far beyond the individual, contributing to a more dynamic, resilient, and successful organisation.