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.
What are some of the common factors all much welcomed signs of improved workplace wellness that are common to Americas healthiest companies? A marked reduction in smoking, plus measurable reductions in glucose and blood pressure levels emerge as the most consistent hallmarks of a truly healthy workplace.
Commentary: Blogger Jeff Hyman says creating this culture is challenging but he has suggestions you can bring to your clients, or your own work environment.
Employer action on the patient safety issue could include crafting health benefit plans that reward safety and penalize non-compliance, urging hospital boards to make safety a priority and distributing patient safety literature.
A lesser known fact about outcome-based wellness programs can help advisers bring their clients programs into HIPAA compliance.
Two plan sponsors, the Government Employees Health Association and Orlando Health, share their approaches to weight loss and engaging employees in sustained behavior change.
Though mobile health apps have the potential for greater patient engagement, researchers found only two major methods of engagement in their sample population of apps.
Commentary: EBA blogger Trisha Zulic says the first step in ensuring wellness plans are effective is to deliver information the way adults actually seek it these days.
With unmanaged employee absences costing companies up to 10% of payroll, according to some estimates, employers should pay close attention to the reasons behind absenteeism and whether they are linked to the organizations culture of health, or lack thereof.
Wearable fitness devices may be gaining ground but at least one benefits professional expresses doubts about their viability in workplace wellness programs.
When the public exchanges were first envisioned, some industry analysts thought most employers eventually would head for the exits on financing health benefits and simply steer their employees into the nascent online marketplace. That hasnt happened, of course, and its far too early in the HIX rollout to expect any meaningful change to occur.
Complying with the Affordable Care Acts employer shared responsibility rules could add up for employers. Here are five strategies to recommend to your clients today, according to consulting firm Mercer. [Photos: ThinkStock]
Many wellness models are based on mythology. Myths like all plans should have disease management, or everyone needs to work on heart disease prevention. How to get past the noise and on to effective interventions? Look closely at your own group its people, its illnesses, and its work environment.
Everyone who has pursued a traditional employee weight loss program knows that results can be unpredictable. Usually, enough employees succeed in losing weight to give the program value. The problem is they often gain it back. While programs are going in the right direction, clearly there is room for improvement.