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Category Archives: Wellness
Selling Wellness: New Apps Promote a Healthy, Productive Workplace
Customized health-related alerts give employees real-time knowledge to take control of their health and ultimately reduce their own out-of-pocket expenses. One such tool is Just InTime Wellness, available from healthcare solutions provider SCIOinspire. Just InTime Wellness sends personalized, proactive alerts by email, phone or mail to notify users when preventive services are recommended or a “gap-in-care” is identified by analyzing the individual’s healthcare data. Upon logging into their secure benefits management platform, members see alerts displayed prominently on the home page and are encouraged to take action. For instance, an employee who has Continue reading
Posted in Employee Benefits Communication, Wellness
Tagged Employee Benefit Communications, wellness
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CEO buy-in on wellness programs improves
By Lydell C. Bridgeford March 21, 2011 A survey that gauges employers’ attitudes and strategies on the different stages of implementing a wellness program finds that more senior-level executives are supporting the company’s wellness initiatives. Senior management’s support of improving … Continue reading
Put down the 10-foot pole: Wellness is not a poisonous snake
Well-planned and well-managed health promotion efforts have a proven return on investment that ranges anywhere from a $2 return for each $1 invested to more than a $6 return for $1 spent. In some cases, companies have cited $10 returned on medical expenses alone for each dollar invested.
If professionals do their homework and commit to helping employees to manage their health more effectively, their companies can expect to get at least a 200% return on their investment.
Considering that a large percentage of businesses operate on a less than 10% profit margin, that 200% return on investment is an excellent way of increasing net profits.
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Don’t just jump into wellness
Too many wellness programs are implemented without proper research and analysis on the target customer base.
For example, many wellness programs incorporate incentives aimed at driving participation without first finding out if those incentives will actually drive participation. Offering an incentive that doesn’t really matter to your employees is unlikely to motivate them to take action.
Equally important, we often hear from employers that they want to – or are required to – show a return on investment to senior management to justify the program. However, they haven’t taken the essential first step of establishing goals or metrics upon which to measure the success of the program.
Wellness-program coordination has become a recognized discipline with best practices and certified experts. It behooves employers to take advantage of best-practice guidelines – otherwise, they’ll invest valuable time and resources in a program they cannot measure and won’t achieve desired results. Continue reading
Posted in Wellness
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