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.
To effectively address the reality of the widespread implications of obesity, employers must think beyond wellness programs. They must apply a wide-angle lens to employee health, wellness and even risk.
Benefits managers struggle to measure the real returns on wellness initiatives; achieving the goals of cost savings, cost avoidance and employee engagement requires a well-orchestrated plan. But it's not an impossible task.
If your wellness program consists of a health risk assessment and nothing else, you may be missing the bigger picture. While the tools can yield important information, they may ignore broader factors in employees lives that are influencing the unhealthy behavior.
Engaging a companys manual laborers in a wellness program can be a challenge with remote locations and limited access to technology, among other things. Here are five tips to help your employer clients with this type of workforce activate wellness conversations.
While certain health and wellness campaigns lend themselves to gender-specific messaging mammograms or prostate cancer, for example positioning health and benefits communication to male and female employees differently isnt commonplace.
Increasingly, organizations are recognizing that employees dont leave their financial, child/elder care-giving responsibilities and other worries at home, and are beginning to look at wellness in a broader, more holistic way.