Monthly Archives: May 2013

Person-To-Person Can Make The Difference For Workplace Wellness Program

Personal involvement with participants seemed to drive up satisfaction with wellness initiatives, said Patty Clavier, Intel senior project manager, when discussing Intel’s global health wellness program during a webinar  sponsored by Wellness Management Information Center.

Between the two different types of coaching offered – on-site or telephonic –the highest rates of satisfaction are associated with personal face-to-face coaching, Clavier explained.

In both the U.S. and across the globe, two different health risk assessments are used, said Clavier, but people tend to “prefer the idea of working with Continue reading

Advertisements

Program Success Motivates Employees To Participate In Health Promotion Programs

Getting employees to participate in worksite wellness programs is always a concern of many wellness managers, according to our management surveys of wellness professionals.

Participation is the issue, said one corporate human resources director, because “most people are too busy or not motivated enough.”

Main concern: “Time crunch, employees can’t seem to find the time to get into the onsite fitness center,” said a company RN/fitness coordinator. “People in general just seem to be getting busier and busier!”

“It is just our lifestyles today as well as the mentality of employers Continue reading

What Wellness Program Incentive Awards Focus On

Participation, the number that creates the biggest smiles among workplace wellness managers, is the primary focus of their incentive programs, according to the majority of wellness managers who have responded to the “Workplace Wellness Management Survey on Incentives” over the years and conducted by Institute for Workplace Wellness and Health Promotion.

As incentive awards programs become more sophisticated, wellness managers are shifting the primary goals of their awards programs. For example, completion of a health risk appraisal (HRA) has jumped Continue reading