Most businesses like to tout they have a wellness plan. A survey conducted by payroll company ADP this year showed that wellness programs are one of the best ways for employers to promote a healthy workforce, contain rising health care expenses, and generate productivity among their employees.
However, while 79 percent of large and 44 percent of midsized companies offer wellness programs, over 60 percent of these companies do not measure their return on investment. Yet, the majority of midsized and large companies report their wellness programs met or exceeded their senior executives’ expectations in regards to reducing overall healthcare costs. Here are some stats ADP provided from the study:
2. Provide tools that enable success. No matter how many gift cards or free lunches you provide, your employees will achieve the most success if you first help solve the obstacles in their way. Businesses without a workout facility on-site can offer a gym membership as a benefit. If your staff works long hours or juggles family obligations, offer to give each employee two to three hours a week to exercise during the workday. Consider paying for a portion of weight-loss programs, such as Weight Watchers, or sponsoring employees who want to enroll in a smoking cessation program. Make it easy for people to participate, or they will not. Only the most self motivated are participators in these programs.
3. Choose valued incentives. If you offer rewards that no one is interested in, then your wellness incentive program will not have the desired results. In her recent Benefits Magazine article “Wellness Incentive Strategies That Work,” Kristie Zoeller Howard writes: “To get employees to take action, employers need to offer rewards that are valued by most, if not all, participants.” She adds that the most valued incentives are cash, merchandise gift cards, and benefit-integrated incentives, such as additional paid time off or decreased health insurance contributions.