Category Archives: Incentives in Wellness Programs

Survey: Employers Want More Value in Health and Wellness Programs

Employers are putting a broader focus on the overall value of health management within a workplace, according to the ninth annual Willis Health and Productivity Survey.

Employers offering health and wellness programs are looking beyond the financial bottom line to evaluate success, according to a new study released this month.

Employers are putting a broader focus on the overall value of health management within a workplace, according to the ninth annual Willis Health and Productivity Survey.

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BEST PRACTICES FOR MANAGING FORMAL INCENTIVES THAT DRIVE EMPLOYEE PARTICIPATION AND ENGAGEMENT IN WORKPLACE WELLNESS AND HEALTH PROMOTION PROGRAMS

Discover the latest generation of financial wellness incentives that are seen as an effective way to moderate healthcare cost increases and improve employee well being.

This report will help you and your organization establish best practices in administering your work site wellness program.

Click hear for details: Incentives That Drive Employee Participation in Wellness Programs

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A unit of Willis Group Holdings plc, a global risk advisor, insurance broker and reinsurance broker.

The survey called 2015 a “watershed year” for employer-sponsored health and wellness programs. Willis saw two different mindsets emerging in how organizations approach the measurement of wellness program success.

More organizations are realizing the expectation of an immediate return on investment (ROI) for their wellness programs though medical cost reduction is unlikely, the report states. The survey showed more organizations are focusing on the value of investment (VOI) of a program, which is based on factors that include employee morale, worksite productivity, employee absence and safety.

The survey of 703 respondents showed 64 percent with VOI-focused wellness programs compared to 28 percent with ROI-focused programs.

For full details click here: Employers Want More Value in Health – Wellness Programs

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Wellness Program That Motivates Participants to Make Healthier Choices Yields Better Health, Lower Costs, Tracking Data Reveals

Improved health, as shown through lower health care costs and fewer unscheduled absences were found among employees who actively participated in the HumanaVitality program, according to results of a recent study.

Among the significant findings from the two-year study:

  • Unengaged members in both years averaged $53 more per month spent on health care claims than members who were engaged in HumanaVitality both years.
  • The largest impact on health care costs was on members with lifestyle-related chronic conditions like high blood pressure or diabetes. Engaged members with these conditions had 60 percent lower health claims costs than unengaged members with these conditions.

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Free Report for Instant Download

“Predicting The Future Of Workplace Wellness Management: Bright, Growing, Transforming”

To download the report click here: Predicting The Future Of Workplace Wellness
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  • Also, unscheduled absences were 56.3 percent higher among unengaged members in both years than engaged members.

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Motivating Employees Always A Challenging Goal, Managers Say

 

Motivating and incenting employees to participate in their organization’s wellness programs is a much cited chief concern of wellness and health promotion professionals responding to the Workplace Wellness Management Survey, sponsored by the  Wellness Management Information Center.

Among the expressed concerns of wellness managers were such comments as getting employees to “buy in;” participation and commitment; “getting people engaged and participating;” ample time for the employee to participate in any programming;  “how to retain employees once they are engaged in the program;” the lack of individual employee motivation; getting people to use their memberships; and motivating additional participation.

The problem is employees “have so many work-related time constraints that sometimes it is difficult to get them to see wellness programs as a good use of their already limited time,” said a corporate nurse practitioner.

Concerning employee enrollment in programs a manager health promotion said: “Those interested in the interventions are the ones who need the interventions the least.”

Keeping employees once they participate in a wellness program is Continue reading

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

Incentives For Participation Seen As A Core Program Element Necessary To Drive Participation

Although the use of incentives to motivate employees or members to participate in wellness programs continues to be debated, wellness professionals see the use of incentives as an important part of the over all programs goals for success found the “Workplace Wellness Program Management Survey.”

“Incentives are important to get those employees motivated and participating in programs that they may have not taken part in otherwise,” Continue reading

Value-Based Health Benefit Seen Increasing Employee Engagement

When wellness is linked to health benefits, the workplace culture begins to move towards adopting healthier lifestyles.

Employers can take advantage of this increased awareness by rewarding workers who practice healthier lifestyles with savings on healthcare, found research from the Principal Financial Well-Being Index.

Participation in health improvement activities, such as preventive screenings Continue reading

Wellness Program Participation – Getting Your Employees or Members to Agree to Have the Health Risk Assessment

Veteran wellness and health promotion managers know well that to the key to a successful, ongoing workplace wellness program is participation.

How “ya gonna keep ‘em coming back?’

And, a key piece of a successful wellness program is the health fair with screening – the health risk assessment (HRA.)

Despite much research and searching one member of the Wellness Manager discussion group on Yahoo, reported that although she had read many articles recently on health risk assessments she could not seem to find what she was looking for. Continue reading

Tracking Employer Use of Financial Incentives to Reward Healthy Behaviors

Many employers and wellness professionals as well have been keeping an eye on the growing trend of awarding meaningful incentives – not just tee shirts, coffee mugs and other similar tokens for participation in the organization’s wellness program. By meaningful incentives, we’re talking real cash incentives.

We have been conducting a survey on the use of incentives in wellness programs and some 110 wellness managers have responded. We are about to begin reporting on the results of this important survey in our monthly management newsletter – Wellness Program Management Advisor. We will also share the significant survey findings at some point on this blog.

A survey released last year by Watson Wyatt Worldwide and the National Business Group on Health illustrated just how important a subject incentives Continue reading