Employer wellness programs . Inactivity, poor nutrition, tobacco use, and frequent alcohol consumption are among the behaviors contributing to increasing rates of cardiovascular disease, diabetes, arthritis, and cancer. Employers play a significant role in providing and financing health insurance, and they also have a major stake in maintaining employee productivity. These responsibilities have prompted many companies to provide wellness programs and activities to encourage healthier employee lifestyles. Employers face numerous challenges when developing a wellness strategy: understanding sensitivities in engaging with employees around lifestyle behaviors, sifting through studies and examples to identify evidence- based interventions that can keep employees motivated over time, and navigating an evolving regulatory landscape. Deloitte’s 2. 01. Survey of US Employers shows that despite these challenges, employers are still bullish on wellness programs. Many respondents are likely to maintain or scale- up their current wellness and disease management programs, not only to encourage healthy habits among their employees, but also to bolster recruitment and retention rates. Other survey findings reveal: Employers are more likely to frame incentives to engage employees in healthy lifestyles as rewards. Monetary incentives such as decreased premiums, co- pays, and deductibles are most popular and are offered by 4. Meanwhile, 3. 2 percent of these surveyed employers apply increased premiums or surcharges for unhealthy lifestyles, such as tobacco use. Although almost all (9. Findings from Deloitte’s 2. Survey of US Health Care Consumers show that consumers, with or without chronic conditions, are interested in and see value in employer wellness and disease management programs. Most consumers are willing to participate in programs whether they are optional or required to receive full benefits, with only 6 to 1. As interest in wellness programs continues to grow, employers may find that seeking employee input and giving employees several options for participating may increase employee satisfaction, long- term engagement, and overall program success. Given consumer willingness to participate in wellness programs, employees may stay more engaged in the long term if they feel the program is not intrusive or mandated. As used in this document, “Deloitte” means Deloitte LLP and its subsidiaries. Please see www. deloitte. Deloitte LLP and its subsidiaries. Certain services may not be available to attest clients under the rules and regulations of public accounting. Centers for Disease Control and Prevention, Chronic Disease Overview, August 2. Impact Health – Impact Health has been an integral part of the evolution of health and wellness since 1. Impact Health has been an integral part of the evolution of health and wellness since 1. We have had an active role in the growth of biometrics in the marketplace. Impact Health has the knowledge and the practical experience that enables us to partner with our clients to design and deliver programs that meet goals and accomplish objectives. Biometric testing is a common denominator for wellness activities in the workplace and is the principle focus of Impact Health. With the introduction of innovative incentive programs, it is critical that the testing performed is above reproach, and that it can stand the scrutiny of challenge. Although most Canadian employers understand the importance of workplace health and wellness programs. If you work for a large U.S. Their popularity among employers is growing at. Suggested citation for this article: Pronk NP. Placing Workplace Wellness in Proper Context: Value Beyond Money. Prev Chronic Dis 2014;11. Worksite wellness programs have the potential to significantly impact an organization’s profitability in terms of savings such as; healthcare costs, worker. Employee wellness programs have often been viewed as a nice extra, not a strategic imperative. But the data show otherwise. The ROI on comprehensive, well-run. Use and Management of Downsizing By David Chenoweth, Ph.D., FAWHP Sponsored by HUMANA SHRM Foundation Executive Briefing Wellness Strategies to Improve Employee Health. Workplace Clinics: A Sign of Growing Employer Interest in Wellness. HSC Research Brief No. 17 December 2010 Ha T. The marketplace recognizes Impact Health as a quality provider and integral component of wellness programs. The key to successful deployment of wellness strategies is “engagement”. With a thorough knowledge of wellness, Impact Health continues to identify technology that complements the biometric experience. The objective is for employees to engage in programs and services that improve personal health as well as the health and the productivity of the employee population. The resulting outcome are programs that focus on “human capital” which is the greatest asset of any company.
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