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need to look further in their wellness planning. All assessments can be op- tional for employees and con dential- ity is paramount.
Meal prep and plans. Busy employ- ees are grateful for assistance in sim- plifying how to shop, what to prepare before hand, what and how to cook sustainable meals, and blend
better eating into their every day lives versus eating out and “reactive eating” with poor
choices on an empty stomach.
Desk-to-desk individualized pro- gramming. Everyone is di erent and their workspace is their second home. Customized, individual assessments of work areas allow simple solutions to sometimes painful, daily desk de- signs.
Small-group stretching and exer- cises. Many people prefer to work in teams so small group exercise ses- sions are an attractive way to get some wellness in while keeping it social.
Team-building activities. O ces work better when they work together. By having team-building activities both in and out of the o ce, rms are
able unveil personalities that can de- velop on a deeper basis for more pro- ductive business development.
Firm-wide challenges. Weekly or monthly challenges are a fun way to bring employees’ competitive and fun natures out while getting them healthier at the same time. Weekly water intake or monthly total walking steps are great ways to get additional employees interested in wellness that may not initially take on a structured exercise program.
Monthly individualized follow. Up and tracking. Communication and a rmation is key with retaining em- ployees in any program including wellness. By nature, we all want to know if we are doing something well and correctly. Celebrating milestones and encouragement goes a long way in the continuation of a wellness pro- gram.
As an introduction in your next rm meeting, have an open conver- sation with everyone together about wellness. Ask your employees what they see as a wellness plan and what they would like in their daily work
lives. eir input is key in determin- ing what is appropriate for your work- place. ere are many wellness plans available, but nding your rm’s need and style is key. By having an input in the wellness plan, more employees will be inclined to participate which will naturally enhance the e ective- ness of your investment in them ex- ponentially.
Whatever plan you select, make sure you review all available aspects of programs and services, and allow the professional partner administering to conduct accordingly. You are delegat- ing this wellness need, not adding to your tasks. Allow the partner to be the expert and have scheduled touch- base meetings bi-weekly or monthly to review progress and communicate further expectations, experiences and issues, and continue to tailor the program to what ts your employees’ needs.
Your investment will pay o with a well workforce that is happy to take your law rm to the next level.
ANNA STAVARIDIS IS CEO OF MERAKI FIT- NESS LCC IN LOS ANGELES. WWW.MERAKI- FITNESSBYANNA.COM