<![CDATA[Hands on Kneads Massage - Blog]]>Tue, 07 Feb 2023 22:35:24 -0800Weebly<![CDATA[Using Your HSA to Pay for Massage]]>Thu, 18 Aug 2016 13:54:10 GMThttp://www.handsonkneads.com/blog/using-your-hsa-to-pay-for-massagePosted by Marlene Mayman on Oct 4, 2015 
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It’s open enrollment for many people’s health insurance and other health care coverage. If this includes you, now is the time to consider how you can get your massage therapy covered.
There are numerous possible ways to lessen your costs, described below.

Health InsuranceDo you take my health insurance?As with most massage businesses not affiliated with a doctor, Frederick Massage Therapy does not take insurance (process claims). But all is not lost!
Please review your current health care coverage (see below) to learn whether you can request reimbursement for massage therapy services. If you’re in luck and you have massage coverage, keep reading for info on getting a massage prescription from your doctor.
If massage isn’t covered, when you’re renewing your health insurance coverage consider other options, plans and insurance companies that may reimburse therapeutic massage.
Need a detailed receipt for your massage services to submit to your insurance company? Let me know and I will provide one with the proper CPT codes, my NPI number and other pertinent information. If you were in an accident and are working with a lawyer, I can also provide notes on your massage sessions as needed.
Does my health insurance cover massage?Unfortunately, I am not qualified to answer this question. Please check with your insurance company or HR department for your plan’s coverage and terms. Sometimes massage is only covered if it is performed as part of a physical therapy session and not by a massage therapist (go figure!), so ask about that too.
Getting a doctor’s prescription for massageIf massage is covered, the next thing you will need is a doctor’s prescription for massage therapy. This prescription must come from your health professional, as long as s/he is a medical doctor (MD), chiropractor (DC), naturopath (ND), dentist (DD, DMD, DDS) or osteopath (DO), among numerous others, including psychiatrists. As long as your health care practitioner can legally diagnose, prescribe treatments or medications, and have a “D” in their title, you’re good to go. (Your massage therapist cannot write a prescription because s/he cannot legally diagnose and is not a doctor.) 
Most doctors are not pain specialists (unless that’s their practice focus), so many only know how to address pain with medication, surgery or by referring to a specialist. Your doctor may not know how massage can benefit you. Before making an appointment, look up some published research, cases studies or other credible information about how massage has helped people with a similar health issue. Sources for research: PubMed, IJTMB, Google Scholar. Also helpful to know ahead of time: where you plan to get your massage therapy. A massage clinic or massage therapist that specializes in medical massage techniques, or is affiliated with a doctor (such as a chiropractor), will look better than selecting a day spa.

If you are already seeing a doctor about your condition, call and ask for a massage prescription. If you haven’t seen a doctor, you will need to get examined and then request the prescription. Your doctor is likely to offer medication before massage, so you may have to bring massage up directly. Be ready to share your research on how massage helps conditions like yours.
Your massage prescription will need the following information:
  1. Medical necessity: why you need massage therapy (example: to relieve back pain)
  2. Frequency: number of sessions per month (example: minimum of two sessions per month)
  3. Duration: length of treatment (example: 3,6,9,12 months)
Fax your prescription—with a cover sheet for Frederick Massage Therapy—to (301) 898-2529 or hand-carry the prescription to your appointment. Keep a copy of your prescription in a safe place that you can locate if needed.
If your insurance covers massage and your doctor won’t prescribe it, consider getting a second opinion.
If it’s helpful for your doctor:
How to Prescribe Medical Massage (A Guide for Physicians)
How to Work With a Licensed Massage Therapist (A Guide for Physicians)
Open enrollment, health insurance options and guidanceSome health insurance plans do not cover massage therapy, others do. During open enrollment, investigate your plan options and other plans available to you. Some employers or health insurance companies offer a complimentary and alternative medicine add-on to health insurance, so look into that too.
You can also speak with a health insurance broker to learn which plans with several insurance companies may be worth considering. Working with a professional can save you time and help steer you to a more optimal situation, hopefully both in coverage and cost.


Health Savings Accounts (HSAs)
Flexible Spending Arrangements (FSAs)
Medical Savings Accounts (MSAs)
Health Reimbursement Arrangements (HRAs)Is massage therapy covered for my physical / mental health issue?The IRS states, “Medical expenses are the costs of diagnosis, cure, mitigation, treatment, or prevention of disease, and the costs for treatments affecting any part or function of the body. These expenses include payments for legal medical services rendered by physicians, surgeons, dentists, and other medical practitioners. They include the costs of equipment, supplies, and diagnostic devices needed for these purposes. Medical care expenses must be primarily to alleviate or prevent a physical or mental defect or illness. They do not include expenses that are merely beneficial to general health, such as vitamins or a vacation.”
For you, this means that if you are suffering from a specific physical health issue (such as pain or movement issues, etc.) or a mental health issue (such as anxiety, depression, eating disorders, PTSD, etc.), therapeutic massage may be covered under your benefits.
Wish you had access to a Health Savings Account but your employer doesn’t offer them? You can sign up for one as an individual. See Insurance and HSAs below.
How to get approval for massage therapySet up an appointment with your medical doctor and let them know that you have HSA, FSA, MSA or HRA funds that you would like to use for massage therapy for treatment/prevention of your condition.
If your physician is not sure about the benefits of massage for your condition, research massage for your condition and share the information with your doctor (see box above).
If your physician agrees to write a prescription, they will need to provide three pieces of information:
  1. Medical necessity: why you need massage therapy (example: to relieve back pain)
  2. Frequency: number of sessions per month (example: minimum of two sessions per month)
  3. Duration: length of treatment (example: 3,6,9,12 months)
Be certain that you are getting the correct prescription/documentation in order to use your benefit funds. For example, sometimes a doctor must provide a Letter of Medical Necessity on a standardized form or on the doctor’s letterhead. Check with your employer, the appropriate department is usually human resources since they administer benefits for employees. If they can’t answer your question, they should be able to direct you to the administrator of your benefit plan. Be sure that massage (with prescription) will be covered before you make your massage appointment, so that you are not responsible for paying out of pocket or taking a tax hit.
Once you have the prescription you can set up an appointment for massage. Keep the prescription in a safe place in case you need to provide documentation. Bring your HSA, FSA, MSA or HRA card with you to your appointment. (NOTE: You cannot put tips to the therapist on your benefit card.)
Open enrollment and allotmentsDuring the fourth quarter is when many people designate how much money to set aside in their HSA, FSA, MSA or HRA fund for the next year. In your financial planning, don’t forget to include the cost of your massage visits in the total amount. You also can set aside money for massage therapy for a spouse or child, if he or she has a qualifying medical condition.]]><![CDATA[Hack Your Brain Chemicals to be More Productive]]>Thu, 04 Aug 2016 17:30:22 GMThttp://www.handsonkneads.com/blog/hack-your-brain-chemicals-to-be-more-productive

Thai Nguyen

From Entrepreneur Network
Writer, Content Strategist, TheUtopianLife.com

August 4, 2016 This story originally appeared on Entrepreneur Network Happy people get more work done. You might not have a money tree, but you can have the next best thing: a happiness tree. Dopamine, serotonin, oxytocin and endorphins are the quartet responsible for your motivation, productivity and happiness. Many situations can trigger these neurotransmitters, but instead of being in the passenger seat, there are ways you can intentionally cause them to flow:
1. Dopamine.Dopamine motivates you to take action toward your goals and gives you a surge of reinforcing pleasure when achieving them. Procrastination, self-doubt and lack of enthusiasm are linked with low levels of dopamine. Studies on rats showed those with low levels of dopamine always opted for an easier option and less reward; those with higher levels of dopamine exerted the effort needed to receive double the amount of food.
Break down big goals into little pieces. Rather than allowing your brain to celebrate only when you’ve hit the big finish line, you can create a series of little finish lines for frequent dopamine release. It’s crucial to actually celebrate. Buy a bottle of wine or head to your favorite restaurant whenever you meet a small goal. And avoid the dopamine hangover, when you slump after a massive high. 
Create new goals before achieving your current one. That ensures a consistent pattern for experiencing dopamine. As an employer and leader, recognize the accomplishments of your team. Sending your team an encouraging email or giving a small bonus is a “dopamine hit” that will increase future motivation and productivity.
2. Serotonin.Serotonin flows when you feel significant or important. Loneliness and depression are present when serotonin is absent. Unhealthy attention-seeking behaviors are a cry for what serotonin provides. Princeton neuroscientist Barry Jacobs explains that most antidepressants focus on the production of serotonin.
Reflecting on a past achievement allows your brain to relive the experience. Your brain has trouble telling the difference between what is real and what is imagined, so it produces serotonin in both cases. Gratitude practices are popular for this reason. They are reminders -- mental pictures -- of all of the good things you’ve experienced. If you need a serotonin boost during a stressful day, take a few moments to reflect on your past achievements and victories. As a leader, you can boost your company's morale by reflecting on past achievements during team meetings. 
Another way to boost your serotonin levels is to have lunch or coffee outside and expose yourself to the sun for 20 minutes. Your skin absorbs ultraviolet rays, which promotes Vitamin D and serotonin production. Although too much ultraviolet light isn’t good, some daily exposure is healthy for boosting your serotonin levels.
3. Oxytocin.The release of oxytocin creates trust and strengthens relationships. It’s released by men and women during intimacy and orgasm and by mothers during childbirth and breastfeeding. It's often referred to as “the cuddle hormone.” A simple way to keep oxytocin flowing is to give someone a hug. Of course, in a professional setting, you need to be wise and discern when this would be appropriate. 
Dr. Paul Zak explains that interpersonal touch not only raises oxytocin, but also reduces cardiovascular stress and improves the immune system. Rather than just a handshake, go in for the hug. Dr. Zak recommends eight hugs each day.
Giving someone a gift will also cause their oxytocin levels to rise. You can strengthen work and personal relationships through a simple birthday or anniversary gift.
4. Endorphins.Endorphins are released in response to pain and stress, and they help to alleviate anxiety. The surging “second wind” and euphoric “runner's high” when running are a result of endorphins. Similar to morphine, endorphins act as an analgesic and sedative, diminishing your perception of pain.
Along with exercise, laughter is one of the easiest ways to induce endorphin release. Even the anticipation and expectation of laugher, e.g. attending a comedy show, increases levels of endorphins. Taking your sense of humor to work, forwarding that funny email and finding several things to laugh at during the day are great ways to keep your endorphins flowing.
Aromatherapy, particularly the scent of vanilla and lavender, has been linked with the production of endorphins. Studies have shown that dark chocolate and spicy foods will also cause your brain to release endorphins. Keep some scented oils and dark chocolate at your desk for a quick endorphin boost.
]]><![CDATA[Are you showing and receiving appreciation at work?  ]]>Sun, 24 Jul 2016 23:54:47 GMThttp://www.handsonkneads.com/blog/are-you-showing-and-receiving-appreciation-at-workhttp://www.wsj.com/articles/SB10001424127887324352004578131002460783008

Of all the places people express gratitude, the workplace is dead last, according to a forthcoming survey. Only 40% express gratitude to their colleagues frequently. One reason is a widespread assumption among managers that setting tough goals and pushing people is the only way to improve productivity. Sue Shellenbarger has details on Lunch Break.
By Sue Shellenbarger

Don't expect a big thank-you at work this week. While people may express gratitude when they gather at Thanksgiving, showing appreciation is far from traditional at the office.
Research suggests that employees who feel appreciated are more productive and loyal. But that message hasn't reached many of those in charge. Some bosses are afraid employees will take advantage of them if they heap on the gratitude. Other managers believe in thank-yous but are nervous about appearing awkward or insincere—or embarrassing the employee they wish to praise.
A common attitude from the corner office is "We thank people around here: It's called a paycheck," says Bob Nelson, an employee-motivation consultant in San Diego.
The workplace ranks dead last among the places people express gratitude, from homes and neighborhoods to places of worship. Only 10% of adults say thanks to a colleague every day, and just 7% express gratitude daily to a boss, according to a survey this year of 2,007 people for the John Templeton Foundation of West Conshohocken, Pa., a nonprofit organization that sponsors research on creativity, gratitude, freedom and other topics.


Bad Gratitude

San Diego consultant and author Bob Nelson identifies several flawed approaches often taken by managers when they attempt to express appreciation at work

Automatic Pilot: He decides, 'I'm going to walk around at 2 p.m. every Thursday and thank everybody. Terry Wong


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Overcompensating: She never thanked people before, but suddenly starts thanking everybody for everything. Terry Wong
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Double Message: She torpedoes a 'thank you' with a 'but.' 'Thanks for doing a great job on that report, BUT there were some typos.' Terry Wong

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Too Little, Too Late: He waits a week before acknowledging a top performance. Terry Wong

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Machiavellian: He offers praise because he secretly hopes it will induce you to work late. Terry Wong
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Spouses, partners, children, parents, friends and mere acquaintances are up to four times more likely to get a thank-you, participants said. Even a salesperson or mail carrier usually rates better, says Janice Kaplan of New York, an author and editor who oversaw the survey.
More than half of human-resource managers say showing appreciation for workers cuts turnover, and 49% believe it increases profit, according to a study conducted by the Society for Human Resource Management and commissioned by Globoforce, a provider of employee-recognition programs.
Even the crustiest managers acknowledge that acknowledgment matters. Jack Welch, the former General Electric chief executive who is famed for his business philosophy of ceaseless, rigorous review and improvement, says he thanked employees on every plant tour and facility visit. "If you don't do it, you don't have a culture. You are just a bunch of bricks and mortar," he says.
Patricia Ellsworth worked hard to earn recognition from her boss on a former job years ago as a manager for a printing company: She set in motion improvements in training, performance reviews and goal setting, all of which supported his business goals. Still, she never received a thank-you, says Ms. Ellsworth, of Prescott, Ariz.

"I would be close to tears once a week," she says.
Ms. Ellsworth's boss was typical: Gratitude isn't high on most managers' to-do list. According to the study by SHRM and Globoforce, more than half of the human resource managers surveyed say their front-line bosses don't say "thank you" enough.
"Business schools definitely do not focus on such things," says Dr. Nelson, an author, speaker and president of Nelson Motivation. He says many supervisors feel, "No one thanks me. Why should I have to coddle others?"

Others fear thanking employees fosters "a big head and an increased likelihood that they'll want a raise," Dr. Nelson says. Indeed, 35% of participants in the Templeton survey worry colleagues will take advantage of them if they express gratitude. For many supervisors, Dr. Nelson says, "it's much easier to be the person who's always finding fault. It feels more like being in charge."
Still others simply aren't grateful to their colleagues, an attitude that can turn an entire company into a no-gratitude zone. "The boss is the single most powerful factor" in employee attitudes, says Susan Heathfield, a Williamston, Mich., management consultant. If the boss never says thanks, "a culture is likely to develop that emphasizes the negative, where people sit around and complain."

Employers have begun to place less importance on recognition programs. Although 77% of companies still have them, according to the study by SHRM and Globoforce, several surveys in the past six years show a gradual decline in total offerings and employer cutbacks in existing programs.
Whatever programs are in place, individual managers' efforts can have a big impact. Greg Peel, a regional sales manager for Paychex, Rochester, N.Y., a provider of payroll and human-resource services, says tailoring thank-you cards or awards ceremonies to suit employees' personal goals and preferences has helped his team win sales awards.
Jason Ford, a district sales manager whose wife and children received a thank-you card from Mr. Peel praising his work, says the recognition increased his "long-term commitment to the company. It makes it all worth it, when you know your efforts are appreciated."
Of course, it can take finesse to say thank-you at work in the right way, without embarrassing or annoying people. When Sandy Hackenwerth wanted to thank a project director on her team in front of her own supervisor, the employee protested, saying she would be embarrassed. Asked what she wanted instead, she requested use of Ms. Hackenwerth's executive parking spot for a day. Ms. Hackenwerth, a vice president for a St. Louis consulting firm, complied.

Another employee scheduled for a public thank-you was so shy that he didn't show up for work that day, Ms. Hackenwerth says. She attunes her thank-yous to employees' preferences by having new workers fill out a questionnaire about how they like to get feedback.
Employees are skeptical of lesser efforts. A manager who is clumsy about saying thanks "can look insincere, shallow, superficial, manipulative, condescending or trite," Dr. Nelson says.
But other bosses just need a push. Miserable over her previous boss's seeming lack of gratitude, Ms. Ellsworth decided to ask him directly what she wanted.
She stopped by his office and told him she needed him to recognize her contribution, adding that she would stop by every Friday thereafter to recount her accomplishments, says Ms. Ellsworth, now a recruitment and retention manager for Home Instead Senior Care, Prescott, Ariz.
Her former boss, Bill Taylor, now an executive at a Mendocino, Calif., technology company, says that as a former Air Force pilot, he hadn't needed much praise and "didn't have a natural aptitude" for handing it out to others. Ms. Ellsworth's plea enabled him to "figure out, 'I'm not the same as everybody else,' and treat them the way they want to be treated," thanking not only her but others, he says.
Ms. Ellsworth says Mr. Taylor became a great supervisor who "inspired intense loyalty." The result, both agree, was a great workplace relationship.

Write to Sue Shellenbarger at sue.shellenbarger@wsj.com
Corrections & Amplifications
A recent survey of human-resource managers about employee-recognition programs was conducted by the Society for Human Resource Management and commissioned by Globoforce, a provider of employee-recognition programs. An earlier version of this article incorrectly omitted mention of Globoforce.

]]><![CDATA["The deepest craving of human nature is the need to feel appreciated." William James  ]]>Tue, 19 Jul 2016 02:56:18 GMThttp://www.handsonkneads.com/blog/the-deepest-craving-of-human-nature-is-the-need-to-feel-appreciated-william-jamesIt’s always nice when “the boss” says thanks.

No matter what type of work is being performed, employees appreciate personal thanks from the boss. In fact, appreciation is a major motivator of people, for some, more than money. Have you ever experienced working for a manager who never, ever uttered a word of thanks, verbal or written? If you have, you know firsthand that it’s not a good feeling.

So, if you’re the boss, out there reading this, remember that a little thanks goes a long way. There are some supervisory types who ascribe to the belief that a paycheck is thanks enough. But that’s not really the case. In truth, that’s a pretty mechanized way of viewing the nature of employment.    Todd Spear

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Photo by Ross Marlowe Photography

]]><![CDATA[Workplace Wellness:  Getting a Return on Investment]]>Mon, 06 Jun 2016 14:01:21 GMThttp://www.handsonkneads.com/blog/workplace-wellness-getting-a-return-on-investment
WORKPLACE WELLNESS: GETTING A RETURN ON INVESTMENTCan your organization’s investment in a workplace wellness program deliver value? That’s a very important question … let’s take a look at what we know.
In the 2011 Buffett National Wellness Survey, almost 100% of those surveyed planned to continue or increase their wellness initiatives, but only 26% were taking a strategic approach, including the calculation of return on investment (ROI).
According to an article in Benefits Canada (March, 2013), measurement is often the missing component in corporate or organizational wellness strategies. What needs measuring is:
  • whether or not an organization’s strategies are making a difference to employee health; and
  • whether that difference results in a positive ROI.
According to the article, companies such as Canada Life, DuPont, Prudential Insurance and Citibank report a savings of $2 to $6.85 for each $1 invested!
Canadian Return on Investment Study
In 2011, Sun Life Financial and the Richard Ivey School of Business at the University of Western Ontario formed a strategic alliance to launch new research under the name of the Canadian Return on Investment Study, a two-phase, multi-year study of workplace wellness and ROI.
Preliminary findings from Phase 1 suggested that, in Canada, “there was insufficient data and analytical rigour to underpin a solid evidence-based business case.”
That said, Phase 1 findings also determined that between 1.5 to 1.7 days/employee/year of absenteeism were saved with wellness programs, which translated into an estimated savings of $251/employee/year. (In 2011, Statistics Canada stated that absenteeism rates ranged from 4.7 days to 11.2 days/employee/year.)
Interestingly the Phase 1 findings were consistent with those found in a similar U.S.-based Harvard study. Stay tuned for more findings from Phase 2 of the Canadian ROI Study.
Five Simple Steps to Measure ROI
Do you want to get started? Here are five simple steps to follow for more effective measurement of wellness programs:
  1. Gather baseline information about the current status of your employees’ health. This can be done using a health risk assessment (HRA). For example, data could include biometric measures (blood pressure, cholesterol, body mass index, waist circumference, body fat), prescription drug usage, extended health benefits usage, absence and disability rates, or lifestyle habits and respective risk levels.
  2. Identify desired outcomes for the program, based on the health information collected about employees.
  3. Design wellness interventions that target the key health issues identified.
  4. Measure progress along the way (perhaps repeating the HRA).
  5. Determine a realistic timeline for assessing whether desired outcomes have been achieved. In other words, has your baseline data improved after one or two years?
Evidence-based research on the ROI from workplace wellness programs in Canada has been minimal to date. However, we know from new, collaborative Canadian research that there is strong new evidence that workplace wellness programs can indeed provide a significant return on investment. This offers inspiration for more Canadian organizations to get involved in workplace wellness!
Learn More
2011 Buffett National Wellness Survey
A report on the status of workplace wellness and health promotion in Canada.
Sun Life Institute
Learn more about the Canadian ROI Study.

]]><![CDATA[Delivering a Valuable Workplace Wellness Program]]>Tue, 10 May 2016 14:01:04 GMThttp://www.handsonkneads.com/blog/delivering-a-valuable-workplace-wellness-programhttp://www.healthyalberta.com/1672.htm

Can your organization’s investment in a workplace wellness program deliver value? That’s a very important question … let’s take a look at what we know.

In the 2011 Buffett National Wellness Survey, almost 100% of those surveyed planned to continue or increase their wellness initiatives, but only 26% were taking a strategic approach, including the calculation of return on investment (ROI).
According to an article in Benefits Canada (March, 2013), measurement is often the missing component in corporate or organizational wellness strategies. What needs measuring is:
  • whether or not an organization’s strategies are making a difference to employee health; and
  • whether that difference results in a positive ROI.
According to the article, companies such as Canada Life, DuPont, Prudential Insurance and Citibank report a savings of $2 to $6.85 for each $1 invested!

Canadian Return on Investment Study
In 2011, Sun Life Financial and the Richard Ivey School of Business at the University of Western Ontario formed a strategic alliance to launch new research under the name of the Canadian Return on Investment Study, a two-phase, multi-year study of workplace wellness and ROI.
Preliminary findings from Phase 1 suggested that, in Canada, “there was insufficient data and analytical rigour to underpin a solid evidence-based business case.”
That said, Phase 1 findings also determined that between 1.5 to 1.7 days/employee/year of absenteeism were saved with wellness programs, which translated into an estimated savings of $251/employee/year. (In 2011, Statistics Canada stated that absenteeism rates ranged from 4.7 days to 11.2 days/employee/year.)
Interestingly the Phase 1 findings were consistent with those found in a similar U.S.-based Harvard study. Stay tuned for more findings from Phase 2 of the Canadian ROI Study.

Five Simple Steps to Measure ROI
Do you want to get started? Here are five simple steps to follow for more effective measurement of wellness programs:
  1. Gather baseline information about the current status of your employees’ health. This can be done using a health risk assessment (HRA). For example, data could include biometric measures (blood pressure, cholesterol, body mass index, waist circumference, body fat), prescription drug usage, extended health benefits usage, absence and disability rates, or lifestyle habits and respective risk levels.
  2. Identify desired outcomes for the program, based on the health information collected about employees.
  3. Design wellness interventions that target the key health issues identified.
  4. Measure progress along the way (perhaps repeating the HRA).
  5. Determine a realistic timeline for assessing whether desired outcomes have been achieved. In other words, has your baseline data improved after one or two years?
Evidence-based research on the ROI from workplace wellness programs in Canada has been minimal to date. However, we know from new, collaborative Canadian research that there is strong new evidence that workplace wellness programs can indeed provide a significant return on investment. This offers inspiration for more Canadian organizations to get involved in workplace wellness!
Learn More
2011 Buffett National Wellness Survey
A report on the status of workplace wellness and health promotion in Canada.
Sun Life Institute
Learn more about the Canadian ROI Study.

]]><![CDATA[The Complete Guide to Tipping]]>Fri, 01 Apr 2016 14:00:12 GMThttp://www.handsonkneads.com/blog/the-complete-guide-to-tipping
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Tipping at the Salon and Spa: A Complete Guide BY: ASHLEY HAMER | 4.1.2016 | 

Salon and spa practitioners dedicate themselves to pampering others, so it’s only fair that we give them something back. But since salon tipping is a practice that’s both generally expected and rarely talked about, it can be hard to know the difference between being stingy and being overly generous. Below, we lay out how much to tip in a variety of salon and spa settings. 

The Basics of Salon Tipping

While every beauty service has its own tipping rates, there are a few basic rules of salon tipping etiquette that apply across the board:

Always tip on the non-discounted rate. Groupons and other deals are a great way to save money on the service itself, but practitioners still give 100% regardless of your discount. 
Give more for exceptional service. If your practitioner went out of his or her way to make your experience one of a kind, it’s nice to reward them for a job well done. 
When in doubt, bring cash. Salons and spas differ in their payment systems: while some welcome tipping on a credit card, others might not have that ability. Cash is a sure-fire way to ensure your tip gets to where it’s going. 

Hair Salons

Like dining at a restaurant, getting a haircut usually calls for a 20% tip if you’re pleased with the service. If you’re not, feel free to bring it down to 5% or 10%. This is good etiquette regardless of whether the stylist is an employee, an independent contractor, or the salon owner. 

Don’t forget about salon assistants—the people who shampoo your hair and assist with color servicesdeserve a tip too. When we talked to Jason Hall, co-owner of Chicago’s Red 7 Salon, about salon etiquette, he said it helps to ask your stylist if they “tip out,” or give a portion of their tips to assistants. If they do, bump up your stylist’s tip to 22% or 23% to cover the difference. If they don’t, it’s polite to tip the assistant around $2, though more is always appreciated for exceptional service.

Hairstyling for weddings and other special events is a different story, however. Jason said a tip of 25%–30% is necessary for the extra effort these services require. 

Nail Salons

If you’re happy with your manicure or pedicure, it’s customary to tip nail artists 15%–20%. To avoid ruining their handiwork, it’s a good idea to pay and tip before they apply the polish so you won’t be fishing for your credit card with tacky nails. 

Waxing Studios

Tipping 20% is standard practice for a bikini wax. But according to Anjelie Anzure, an aesthetician at Chicago’s Salon 1800, some services call for a little extra, like “if you have a lot of hair and your aesthetician does a little more than she should … like around the thigh area. [Then] maybe tip them a little bit more.”

Massage Studios

Just as with any gratuity-based service, tipping isn’t required after a massage, but it is polite. Good etiquette calls for a tip of 15%–20%, more if you really enjoyed the massage session.

Tanning Salons

Your tip at a tanning salon depends on what kind of tan you go for. For a session in a tanning bed, tipping isn’t required. When we talked to Matthew Turner, owner of Chicago’s Halsted Street Beach Tanning, about tanning etiquette, he said: “[Some people] leave a couple dollars [for] cleaning the bed. It’s nice, but it’s not something expected or even anywhere remotely required.”

Tipping is customary after an airbrush tan. “Usually 20% of the full price is standard,” Matthew said. “We are basically artists in spray tanning, because we are doing cosmetics. You’re getting a cosmetic applied to you.”

Full-Service Spas

When you go in for a full spa day, the idea of calculating tips for the many services and therapists involved has the potential to spoil an otherwise relaxing experience. So don’t let it: wait until the end of your visit to tip with your payment. Many spas have stacks of envelopes at the front desk that clients can use to send individual tips to individual practitioners; all you need to do is place your cash inside and hand it to the receptionist.
​
How much to tip depends on the service, but for any not mentioned above, 15%–20% is usually a safe bet.]]><![CDATA[Thanking the Thankless]]>Thu, 17 Mar 2016 02:42:53 GMThttp://www.handsonkneads.com/blog/thanking-the-thanklessThe roots of all goodness lie in the soil of appreciation for goodness.” ~Dalai Lama
The school bus driver that I had throughout elementary and middle school was invariably grouchy. She was gruff and intimidating; she had a look affixed to her face that could best be described as a perma-scowl. As far as I could tell, all of the kids on the bus were afraid of her.
And so it perplexed me each year on the last day before Christmas break when my mom handed me a box of chocolates for me to give to my bus driver as a gift. But she’s so mean, I’d think to myself. Still, I followed my mom’s directions.
The first time I handed the bus driver those chocolates, she was totally surprised by my mom’s thoughtfulness, and I was left awestruck by the unfamiliar grin on her face. Her hardened exterior seemed to melt right in front of me.
Each year after that, I came to look forward to the occasion when I could see my bus driver transformed into a smiling, grateful, pleasant person—and to know that my mom’s kindness sparked that reaction in her.
Over the years, I began to understand what my mom already knew—that this bus driver wasn’t really a mean person. She was just somebody under a lot of stress from working a difficult and thankless job.
In college, I worked briefly as a customer service representative at a call center for a popular television provider. Never before had I realized how degrading people can be when they are frustrated, and how they may take it out on the first person they speak to.
My boyfriend, who also worked at the call center, was once called a terrorist by a guy who was unhappy with his bill. But no matter how irate any given customer was, when the conversation ended we had only a few seconds before the next call came in and we’d go through the process again with somebody else.
Stressful as they were to me back then, I know that the jobs I’ve held barely register on the scale of difficult work done by a multitude of employees with thankless jobs. I couldn’t last longer than a few months at the call center, though I knew workers who were there for years, working hard to provide for their families.
When we stop to think about it, it’s easy to see how many people work to make our lives better and easier. Just think about buying your groceries, as an example. There are farmers that grow our food, truck drivers who haul our food to the store, stockers who arrange the food on shelves, and cashiers who ring it up.
Once you get started, it’s difficult to stop thinking of people who work to improve our lives.
The teachers who taught us to look at life in a new way. The librarian who introduced us to our favorite books—the books we turn to when we need insight or a little pick-me-up. The mail carrier who delivers the birthday card from your grandmother.
The nurse who calls you back with the test results. The musician who wrote the song that pumps you up with enough swagger to nail that job interview or to ask out that guy. The booth attendant who sells you cotton candy at the fair (because, hey, it’s cotton candy!).
The bus driver who made sure you got to elementary school safely.
One day a few years ago, while reading Deepak Chopra’s The Seven Spiritual Laws of Success, I was reminded of my mom’s empathy towards my former bus driver.
Chopra writes that when he was a child, he was taught to never go to anyone’s house without bringing them a gift—even if the gift was simply a note, a compliment, a smile, or words of thanks.
Chopra expands upon his childhood lesson, encouraging readers to “make a decision that any time you come into contact with anyone” that we should give them something.
Later that day while waiting in line at the grocery store, I began to think about how many people that grocery cashier sees on any given day. Some customers are friendly while others don’t seem to even acknowledge that the person behind the cash register is an actual human being.
Then I thought about how this particular cashier seemed to go above and beyond. He was always helpful and friendly. He asked if people needed assistance to their car.
Once I even saw him at the store without his uniform, seemingly on his off-day, adjusting the mats in the doorway so that they were easier for others to walk on.
I remembered Deepak Chopra’s advice to give to everyone we meet. I smiled and thanked this cashier, then went home and wrote a letter to the store manager detailing what a good worker this particular cashier was, and strongly recommended giving the guy a raise.
I hoped, at the least, that my letter would give the cashier some much-deserved recognition.
The more I thought of people to thank, the more people I realized I was thankful for. Suddenly I felt indebted to so many people.
I wrote a thank you letter to an old high school teacher. I wrote to my mail carrier. It was so gratifying that it verged on addicting.
Aside from writing thank you letters or expressing gratitude, another way of showing appreciation for those who serve you is to compliment them. Start paying attention to whether your restaurant server, taxi driver, or laundromat attendant has or is doing something that is worthy of some admiration.
Perhaps they have a great smile, a beautiful scarf, or cute nail polish. Calling your attention to it will most likely evoke a smile and make them feel humanized.
You are letting them know that you don’t just view them as some background object crunching numbers, reading scripts, or scanning barcodes. They are human beings who are servicing you, and you appreciate it.
When we thank those that are often engaged in thankless work, we not only help them feel appreciated and respected; we also connect with that which is more human and compassionate within us.
A 2012 study from the University of Kentucky showed that people who practice gratitude are more sensitive and empathetic, and less likely to respond aggressively toward others.
We know how nice it feels to have our own work acknowledged. We know how it feels to be thanked, or to receive a compliment. And we know how delightful it feels to catch somebody off-guard with kindness.
Because, really, who wants to be the guy on the phone yelling at the college-age kid and calling him a terrorist because your bill (which he didn’t make for you) is higher than you want it to be?
It’s so much more satisfying to be the considerate person who thinks to give a box of chocolates to a bus driver. And, thankfully for us, there are so many people around, working behind the scenes to make our lives better, that are worthy of thanks.

About Holly ArchibaldHolly Archibald is a writer, music lover, and travel addict with a weak spot for big, friendly dogs and movies starring Dolly Parton. You can follow her on Twitter (@hollsthesmalls).

]]><![CDATA[Launching and Sustaining a Workplace Wellness Program]]>Tue, 09 Jun 2015 01:14:08 GMThttp://www.handsonkneads.com/blog/launching-and-sustaining-a-workplace-wellness-programhttp://www.healthyalberta.com/653.htm

Workplace wellness programs are becoming more common, but there are many challenges in creating a practical and successful program.
This article offers tips on launching a wellness program and sustaining it over time.

Benefits of Workplace Wellness
There are many benefits to employees and employers that commonly arise from having a wellness program in place, such as:
  •  Improved employee health
  •  Better employee morale
  •  Higher employee productivity
  •  Lower absenteeism
  •  Fewer short-term or long-term disability claims
Based on the experience of employers with long-running wellness programs, these types of benefits are real and achievable.
For employers, other benefits may be realized as well, such as higher employee retention rates and more interest from potential employees because they see the employer’s wellness program as a positive factor.
For employees, a wellness program can be an important part of a physically active, healthy lifestyle. In some cases, the wellness program may be the first or only trigger that leads to the employee’s increased interest in active living, at work and at home. For example, taking a noon-hour yoga course twice a week on workdays can bring much personal satisfaction to an employee. Or, when an employee cycles to work each day, they can become healthier and more energized, at work and in life.
There is no single right way to approach workplace wellness programs, but winning programs share common success factors. These include commitment from management, employee involvement, adequate resources, and clear policies on workplace health, wellness and safety that align with the organization’s mission, vision and values.
Careful Planning
One of the keys to successfully launching a wellness program is to invite employee inputs and get employee “buy-in.” In smaller organizations, this can be done informally or via meetings. In larger organizations, it’s common to formally survey employees about their needs and interests related to health, wellness and physical activity.  Other ways to gather input might include a series of staff meetings, a suggestion box or focus groups.
Another key element is management leadership and support. You may need to develop a business case to convince senior managers that workplace wellness is a strong business strategy. On your way to getting management approval, make sure you make the case for dedicated staff time and resources, with a specified budget.
Messages to managers should communicate the many benefits of a wellness program, including the fact that employee health and job satisfaction affects productivity, employee retention and staff morale across the organization. In turn, employees need to see evidence that senior management believes in and is committed to employee health.
Here are some other key steps to consider:
  • Establish a planning committee. Members can include representatives from employee groups as well as from human resources, health and safety, and communications.
  • Collect information. To prove that your program is beneficial, establish a benchmark before the program begins. You may wish to look at employee satisfaction, absenteeism rates, stress levels, drug costs or WCB expenses.
  • Make sure you know what your company or organization is already offering. For example, you may be surprised to find a number of existing policies that relate to wellness, health and/or safety. Some of these may be complementary to your wellness program or can be rolled into your program in some way.
  • Assess what workplace facilities are available or needed to support employees towards active living and healthy eating, such as fitness facilities and kitchen areas.
  • Develop the plan to reflect the information gathered. Include program objectives, activities and how you are going to measure whether your objectives were met. Keep the plan flexible. You may have to change direction in response to employee feedback or changes in the company’s structure.
  • Put activities in place. Offer a variety of activities that create awareness, increase knowledge, develop skills, and provide social interaction. For example, activities could include walking clubs, participation in national campaigns or events that have a tie to active living or wellness, corporate challenge events, golf tourneys, or other kinds of sports or fitness activities.
  • Make healthy eating part of the plan. For example, develop a policy on food catering for meetings, to ensure that healthy foods are offered. Offer a wider range of healthy food choices at company cafeterias and in vending machines.
  • Workplaces can also make it easier for employees to get physically active by offering flexible working hours. This can really help employees to schedule the necessary time to take part in a fitness activity, such as noon-hour fitness classes, an early morning bike ride, or an afternoon run after work.
  • Regular communication to employees (e.g., via posters, Intranet, e-mail, etc.) should inform them about  internal events or physical activity options, as well as external options in the area, such as private fitness facilities, sports clubs and organizations, public swimming pools and hockey rinks. Inquire with facility operators about corporate discounts, and inform employees where they are available.
Ongoing communications is essential to support the wellness program. A good communications plan will regularly update all employees (and management) about program highlights and successes, and can foster excitement and goodwill about the wellness program.
Positive reinforcement at meetings and via internal communications is a good way to build more buy-in. For example, you can recognize people who have helped set up the program or offer tangible rewards to employees for achieving different types of health and wellness goals.
Overall, a workplace wellness program should be seen by employees as a key part of the employer’s broad commitment to guarding and respecting the health, wellness and safety of all employees.
Leadership Counts
Senior executives and line managers in your organization or company need to be aware of the wellness program and consistently support it from “the top down.” Without the clear support of senior leadership, a wellness program may flounder.
On the “front lines,” the direct leader or manager of your wellness program must be able to wear many hats. The leader’s duties may include some or most of these duties:
  • Developing a vision of the wellness program after receiving input from employees.
  • Communicating ideas and a rationale throughout the organization (to management and employees).
  • Building energy, enthusiasm and commitment towards the program.
  • Serving as a role model and wellness coach.
  • Developing and maintaining leadership skills, such as giving effective presentations and being well-organized.
Good leaders involve as many people as possible in the program. As you develop contacts throughout the company, it will help to develop wellness program “ambassadors” who will help you implement the program and create enthusiasm among employees.
Keep in mind that good leaders avoid becoming overwhelmed by overly ambitious and complex plans. At the beginning, set some simple, short-term goals so you can quickly demonstrate tangible results. Achieving your first goals will give you a solid start in launching a successful wellness program. As you proceed further, you can build off each subsequent success or progress point.
Evaluations and Celebrations
Your wellness program should include mechanisms or steps to regularly monitor progress and evaluate the success of the program. For example, you can track the number of participants in a given activity, or the number of employees who indicate support for some or all components of the program.
Regular evaluation allows you to:
  • Identify areas of excellence.
  • Identify factors that affect participation in your programs.
  • Maintain management support for your efforts.
  • Better understand issues that need attention.
  • Learn from mistakes and change the program to keep it on the right track.
When you evaluate your program, you can also track core “measurables,” such as:
  • Employee absences.
  • Employee turnover rates.
  • The cost of your employee assistance program.
  • The cost of benefits, including short-term and long-term disability payments.
  • The cost of your drug plan.
  • WCB costs.
  • Incident rates and safety records.
  • Employees’ participation in wellness programs (and whether they’re staying in the programs).
  • Changes in employees’ health habits.
  • Level of employees’ awareness of healthy lifestyle issues.
  • Results of your workplace wellness audit.
  • Other noticeable changes in areas such as employee morale and job satisfaction.
Into the Future
As your program evolves, continue to evaluate it and make changes as needed, so the program remains fresh and practical each year. Along the way, share your successes with others, learn from your mistakes and modify activities.
If you pay attention to the key elements of your wellness program and communicate openly and continuously while planning and delivering it, you will lay a solid foundation and leave a legacy that lasts.


]]><![CDATA[Massive study shows true return on wellness plan investment]]>Wed, 19 Mar 2014 03:33:57 GMThttp://www.handsonkneads.com/blog/massive-study-shows-true-return-on-wellness-plan-investmentby Christian Schappel
http://www.hrmorning.com/massive-study-shows-true-wellness-roi/

Upper management is rarely willing to sink money into wellness ideas that are based on conclusions drawn from a single survey or two, and for good reason. But it’s hard to ignore this data that shows a whopping return on investment (ROI) for wellness initiatives.
The American Journal of Health Promotion performed an analysis of 56 published studies on work site health promotion programs to determine the true ROI and impact of wellness programs.

More accurate wellness ROI measures

According to the American Journal of Health Promotion’s in-depth analysis, employers with work site health promotion programs see on average:
  • a 27% reduction in sick leave absenteeism
  • 26% reduction in health costs, and
  • 32% decrease in workers’ compensation and disability claims.
But the most important finding has to do with all-around wellness ROI. For every dollar invested in wellness, employers saw an average savings of $5.81 due to improved employee health and reduced medical claims. That’s significantly higher than the wellness ROI figures of $3 to $4 for every dollar invested that are more commonly reported.

What it means

One of the biggest obstacles preventing top-level executives from investing heavily in wellness initiatives is a lack of good info on the effectiveness of these initiatives to improve the bottom line.
In fact, an overwhelming 89% of small and mid-sized employers recently told the Society for Human Resource Management (SHRM) they’d increase their investment into employee wellness initiatives if they could better quantify their impact.
Passing along more detailed data — like the findings from the American Journal of Health Promotion analysis — should help convince execs the more heavily the company invests in wellness, the better it will be for their organization long term.

Source: Based on “Benefits Strategies: Using Data to Build and Drive Your Plan,” a presentation by Mark Schmit, VP, Research, SHRM, at the 2012 SHRM Conference in Atlanta.

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