Stress is one of the leading causes of absenteeism in the workplace. It shows you care: Actively working to reduce stress through measures like stress management programs and policy shows that you care about your employees and their health and happiness. There are several stress management techniques that can work for your business.
These programs identify employee health conditions, and encourage them to make healthy lifestyle choices and address chronic conditions. There are two key components to any program—the wellness assessment and the wellness plan offered to employees. According to the latest Kaiser Family Foundation statistics, almost all companies with or more workers provide some type of wellness program, while the majority of smaller employers also do.
More than half of all larger companies offer a financial incentive to employees if they participate. Wellness assessments involve a biometric screening and risk assessment.
Biometric screenings examine things like body mass index, blood sugar, blood pressure and cholesterol levels. They alert employees to medical conditions they may have been unaware of, and provide hard data the company can use to select which wellness plans to invest in. Wellness plans could be anything from offering an on-site gym, gym discounts, smoking cessation programs, flu shots and Web-based health resources, to nutrition classes.
The choices are practically limitless. That being said, how do you know which one is right for you? And how do you know whether the program you run is delivering the results you need?
Which brings us back to biometric screenings. Quantitative data will show where you need to focus wellness efforts. If a third of your employees have high cholesterol, clearly that could be a priority. Secondly, conducting annual screenings will show whether or not your efforts are paying off.
If the smoking cessation program you offer is not decreasing tobacco usage, it could be time to consider something else—like offering a financial incentive to employees who successfully quit smoking.
What are the Benefits of a Workplace Wellness Program? That adds up quickly. At the end of the day, costs keep rising and Americans continue to grow unhealthier.
If you want to be in business 10, 20 or 30 years from now, take the proactive approach. How to Get Started with a Workplace Wellness Program To start things off right, you need access to quantifiable data from biometric screenings.
1 july health and wellness programs in the workplace 1 Are employers offering programs to promote health and well-being? attheheels.com surveys show that 50% or more of employers offer some type of health and wellness program. The importance of offering employee benefits as a strategy to attract and retain the best talent can't be understated. Here we identify examples of some mandated and optional benefits that may help you compete in today's competitive labor market. Almost 75% of employees HealthFitness surveyed said “personal touch” was important in their wellness program and can come from knowledgeable experts, such as coaches and specialists, who are credible, engaging, easy to access and provide one-on-one support for their specific needs.
A comprehensive work wellness program that includes screenings is most likely to lower healthcare costs. Onsite Health Diagnostics has planned, promoted and managed workplace wellness events and biometric screenings for small, medium and enterprise employee groups.
Our flexible offerings enable us to conduct large-scale onsite campaigns, or collect results from offsite labs and doctors. We offer best-in-class software and online tools for HIPAA-compliant field data collection, medical data analysis and reporting, secure data transmission and more.
Learn more about our employee health screen services today.You may want to offer daycare provisions for working parents, generous time off for professional learning, or a special corporate wellness program that allows employees nap time in the afternoons.
Try to come up with a unique benefit proposition that will appeal to your target candidates. The importance of offering employee benefits as a strategy to attract and retain the best talent can't be understated.
Here we identify examples of some mandated and optional benefits that may help you compete in today's competitive labor market.
The workplace community is an often overlooked area addressed in wellness programs. An individual may be able to make changes to their own health and reduce associated costs, but we are all connected, and many employees want to make an impact on their workplace community. from all sectors and at all levels, helps promote employee buy-in, lends wellness programs a human face, and creates an opportunity for team members to serve as wellness ambassadors.
Set goals Determine the goals of your program. Examples include: reducing healthcare costs, increasing production, decreasing absenteeism, and using wellness as a recruiting and retention benefit.
Tailor your goals. Software platforms, wearables, and other data sources have the potential to deliver important insights into the wellness program options that make a difference and are important to employees, he says. Employees can also benefit from wellness programs through lower health insurance premiums, decreased out-of-pocket medical expenditures and an increased sense of well-being.