For the last five years or so, the conventional wisdom on wellness programs is that health risk assessments and biometric screenings are the way to get the best data on employee health status, you have to juice participation by offering incentives, and you have to be prepared to spend a pretty penny to get tangible results.
However, in just the last few weeks, two professionals have told me the exact opposite: that starting wellness programs can be cheap, incentives are unnecessary, and HRAs are flawed and, in fact, can be dangerous for your wellness efforts.
