Todays best health assessments leverage sophisticated computer algorithms to identify individual health risk and measure motivation to change unhealthy behaviors. Across an employer population, health assessment aggregate data can inform the program choices for employer-based health management efforts. But not all health assessments are created equal. As health assessments gain broader use among not only employers but also health plans and in clinical settings, separating the myths from reality can help potential users focus on their true value. HealthFitness has identified several myths of health assessments and identified the best practices for worksite wellness.
Commentary: Here are some tips from blogger Jeff Hyman on how to ensure employers wellness programs are on track, including top-level buy-in and consistency.
Opinion: While some thought that expensive, broad-based health screening programs were a thing of the past, the AHA's policies may support practices that should have been abandoned long ago.
Wellness and retirement educational tools are paramount in an ever-changing landscape of employee benefits, and Mercer has taken a unique approach in its newest endeavor, Mercer Benefits U.
Over the next decade, the number of cancer survivors is expected to increase by 30%, and improvements in both detection and treatment have led cancer to become, in some cases, more of a chronic condition than a terminal illness.
The National Business Group on Health this week recognized 63 U.S. employers for their continued efforts in promoting healthy work environments and encouraging employee wellness.
Wondering if your wellness program is delivering the goods or just delivering good profits to your vendor? Intel and GEs joint venture Validation Institute will tell you. Think of it as a new sheriff in the wild west of wellness ROI, armed with science and a calculator.
The ACA has increased incentives for employees to quit smoking, but employers are wondering where e-cigarettes fit into the equation.
More than four years before the Affordable Care Act was signed into law, a county government in the state of Washington took action on its skyrocketing health care costs, becoming one of the first counties in the country to tie out-of-pocket health care expenses to participation in wellness activities.
As business leaders and government officials cope with surging health care costs, one global think tank is estimating that up to $303 billion can be saved through a healthier workforce should chronic disease prevention efforts in the workplace become the norm.
Commentary: Blogger Sam Fleet submits that in order for a wellness initiative to be truly comprehensive, benefit advisers and their employer clients must look at other components of employees lives.
More than 80% of employers with 50 or more employees offer wellness programs and more than two-thirds offer financial incentives to employees, yet many employers still say their wellness programs dont work, according to Elizabeth Bierbower, president of Humana's employer group segment. Here are 6 mistakes she says employers often make with their wellness programs that advisers can help them avoid:
Virtually all large employers are committed to conventional wellness programs. Because of this market saturation, wellness vendors and their commercial partners, benefits consultants, are now setting their sights on smaller employers. These groups would do well to learn what hasnt worked in wellness and avoid wellness programs built around health risk appraisals, biometrics, and preventive medical care.
Employees living paycheck to paycheck need solutions from their employers to meet financial emergencies, yet most employers arent aware financial wellness programs and lending solutions exist or that theyre credible.
As employers face growing challenges with employee disengagement, many are looking toward wellness programs as the surest route to improve morale and workplace culture. And while the Affordable Care Act offers improved incentives to support workplace wellness programs, employers arent rushing to take advantage of them.