Wellness programs

States. In response, employers, in an attempt to increase productivity and decrease health insurance costs, have created wellness programs to combat the growing trend of unhealthy living habits. This paper will discuss the different components of a wellness program, explore a typical employer’s overall wellness strategy, and analyze incentives and trends in common wellness programs in America. The frequency of unhealthy lifestyle choices such as inactivity, poor nutrition, tobacco use and alcohol consumption

The wellness programs that many companies now seem to be interested in is nothing new, as companies have known for many years that a healthy and fit employee is a more productive employee. This company interest in fit employees can be traced back to the time right after World War II. After WWII a few companies decided to construct gyms and staffed them with instructors to help in the promotion of fitness (Sparling 2010), (Chenoweth 2011), (Miller 2014). These gyms were perks typically for upper management

Wellness Program Not Taking Off? How to Get Your Employees Motivated and Moving If your business has recently started a wellness program or the one you have developed has become stagnant, you may want to start thinking about incentives you can offer to increase employee involvement. The truth is that a wellness program shows your employees that they matter and, a healthier employee will be a more productive employee. To get your employees motivated for your wellness program, consider the following

The health and wellness industry recognizes how implementing reward programs can motivate consumers and employees. A Novu survey found that “rewards act as an effective differentiator” to encourage individuals to take positive actions toward a healthy lifestyle. Data is helping brands customize the reward experience. No more generic campaigns or messaging geared toward the masses. Through personalization, businesses can develop targeted rewards programs and create a path for more intimate loyalty

Wellness programs can be provided by employers as a service under discretionary benefits. Employers began implementing wellness programs to promote and maintain employees’ physical and psychological health in the 1980s (Martocchio, 2014). There are several different wellness programs that companies may provide to their employees such as stress reduction, nutrition and weight loss, exercise and fitness activities, and health-screening programs (Martocchio, 2014). According to the survey conducted

identified the need for a wellness program to help in this endeavor. Companies also need a means to identify the performance and cost of this wellness program. Just as organizations have used the fundamental concepts of cost measurement and recognition to provide the past, present and future performance and cost (Crosson, and Needles, 2014). Historical programs have proven that without proper performance measurements and being properly budgeted not just a wellness program but all programs are

This is the first piece in our multi-part series on Wellness programs. This article weighs out the pros and cons of wellness programs. It also talks about 5 steps that you can take to implement a wellness program for your small business. Over time, the business world has awakened to the fact that wellness programs pay off big time. When your employees are taking fewer days off and the retention rate increases, you can pretty much say that the programs pay for themselves. At the same time, however, not

Robin Phillips CGD 218 Visual Literacy in Business Health and Wellness Program Dr. Ashish Godbole October 9, 2010 Due to the rising costs of health care insurance, it would be very beneficial to employees as well as Companies/Organizations themselves to implement a health and wellness program in work places. Facilitating a Health and Wellness Program in the workplace is the greatest assessment an employer can make because it would be an investment in their most valuable asset, the employees

Wellness programs can vary greatly in options and can include a wide, narrow or combination of employee participants within the public and private sectors. The most prevalent factors determining the offering of a wellness program are the organizational size (number of employees) and financial resources. It is estimated that one third of FT employers with 50-100 workers have a wellness program in place as opposed to four fifths of FT employers with more than 1000 workers. Smaller organizations without

Description of the Wellness Program General motors have a great wellness program that keeps their workforce healthy. They use a program called LifeSteps which helps employees identify controllable health risk.