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When it comes to well-being programs, game mechanics are about understanding why, rather than now, employees make the choices they do.

The strategy to sell exchanges as a product rather than a solution could lead to employer disinterest, says Craig Hasday.

The telecommunications firm partners with WebMD for a weight loss program that helped nearly two-thirds of participants shed unwanted pounds.

Advisers say many of their clients have built well-being programs with biometric screenings, health risk assessments and other features.

Boston College’s Alicia Munnell says cajoling participants’ is not enough to boost retirement rates.

The Florida-based beer distribution company brewed up a plan with its insurer, UnitedHealthcare, to engage workers with wearable fitness devices.

Benefit agencies often thrive by hiring more salespeople, but this can undercut the firm’s long-term viability, says adviser Eric Silverman.

While employers debate the ROI of wellness programs, a more pressing concern is the cost of poor workplace health. New research shows lost productivity due to employee comes with a huge price tag.

Faced with rising insurance premiums, employees are poised to change the rules of the game by demanding cost transparency and quality information, says adviser Mark Gaunya.

The method was designed to help plan sponsors allocate annual raises and promotions but has evolved into a stressful process, says Rajeev Behara, CEO of Reflektive.