When the pharmaceutical company Amgen began offering virtual lessons: resources to help its 25,000 employees lose weight ացնել improve their fitness during the COVID-19 epidemic, it realized that it could extend those benefits. While US employees were offered fitness programs, being virtual made them available to non-US employees for the first time.

“We realized that the staff does not move on a daily basis [working from home]so we started offering virtual five-minute fitness challenges և breaks, ”said Amanda McComb, Amgen Senior, a senior specialist in Thousand Oaks, California.

Amgen’s child fitness program was also more comprehensive, as it was no longer limited to children attending childcare staff.

“We have added virtual programs for children, such as children’s yoga classes, motor skills, to improve balance,” he said.

In the summer of 2021, Amgen plans to launch an enhanced virtual fitness program for employees’ children.

Reaching a much larger population, Amgen քաշ Virtual Fitness ծրագր weight loss software has seen a significant increase in usage compared to the pre-epidemic, individual classes it has sponsored.

Maintaining momentum

Weight loss: fitness programs are relatively easy to use when they are confined to their homes for a long time. The challenge of reversing the epidemic is to maintain interest և participation while meeting the changing needs of employees և their children who may be returning to work անձնական school.

To do this, employers can emphasize the special nature of these classes. “Virtual technology solutions are available to all employees, not just going to the gym and exercising in front of other people,” said Ason Eason Von Bank, CEO and CEO of Wellbeats Virtual Fitness in St. Louis. Park, Min. “Local դաս virtual classes complement each other when companies reopen.”

With most employees continuing with remote or hybrid arrangements, Amgen plans to continue its virtual plans developed by Wellbeats, even if they reopen their fitness center. The company wants to ensure that people have access to virtual health, regardless of where they work. “Virtual applications will stay here,” McComb said. “The goal is to provide staff with more options for participating in health programs.”

The most important thing is to keep attending classes easy. Amgen provides a monthly schedule of all available classes, և its health platform allows employees to register for virtual classes online, the event is automatically added to the employee calendar. The company also awards points to employees for participating in health programs, and then provides a discount on health insurance to employees who earn a certain number of points.

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Home solutions

With 25,000 employees working in 198 locations, Fairfax County Fairfax, Va. Public schools needed a new approach to their health program as the epidemic shifted to distance learning.

“We had to move fast because people really needed health support,” said Camille Bartus, health manager. “Employees were isolated and stressed, so we looked for ways to offer them more.”

The result was a home-based solution, starting with virtual fitness classes posted online by local hospitals. From there, Bartus was able to add other virtual applications that cover topics such as attention և food, complemented by webinars offered by local health vendors.

“It allows employees to choose a program based on how much time they have – five, 10 or 20 minutes, when they have it, after work, after lunch, when the kids are around,” said Bartus. By making sessions available at any time, employees can encourage their families to join the activity, he said.

The depth of the content is also important. With about 800 options, school staff can go to classes to improve their diet, prepare healthy meals, and improve their fitness.

“This provides enough flexibility for employees to choose what they need when they need it, rather than exercising at certain times of the day,” Bartus said.

Measuring success

By monitoring specific metrics, employers can see how effective their virtual applications are. For example, Bartus looks at how many employees are enrolled in a class and then how many go back և to take that class. The most popular classes can then become the basis of a program that is relevant and motivating for employees.

He looks at the most popular hours of classes to ensure adequate choice during those periods.

Similarly, Amgen’s McComb said that the company will continue to use its health programs by changing the schedule of popular classes to meet the demand, replacing the programs that are not of great interest.

McComb also conducts a quarterly analysis of the program to see usage trends. If interest և use diminishes, he or she may create an e-mail explosion to promote the program to employees.

Virtual any virtual health offer will initially attract the most motivated employees. To attract less motivated people, employers may try different messages in different ways. Asking employees who have benefited from the lessons to serve as champions who communicate with their peers about the program may also be of interest.

Employers may have to rely on management team meetings to deliver messages to employees who do not use computers or the Internet at work. Messages և scheduling can be changed `based on the placement of employees in different locations or their work schedule.

Diversity is also important; the virtual nature of these programs is an advantage for these efforts. For example, “it is easy to add new classes to see if there is interest,” Bartus said.

Neither Amgen nor Fairfax County public schools plan to postpone their virtual programs until employees are fully returned to work. Recognizing the greater availability and cost-effectiveness of this approach, “we had to be virtual all the time,” McComb said.

An on Sammer He is a business and financial writer living in New Ersey.

[Related SHRM article:
Post-Pandemic, Should Employers Still Subsidize Fitness at Home?]