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.
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.