The concept and practice of wellness as a corporate-sponsored benefit is well-known and understood, but not without question and debate. Countless studies on program and plan efficacy, ROI, long-term impact, etc., have been performed, yielding mixed and conflicted results at best. Even the EEOC can't seem to establish an acceptable definition of wellness.
For every positive benefit of such programs, it seems you can find an equally compelling negative. With that in mind, let's examine some common sense factors that we do know.
1. No overarching strategy
There is no mature, overarching strategy that prevails at the national level. Some employers view wellness as a recruitment and retention element, while others see it as a compliance model to measure health status and associated costs.
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