10 ways to design better wellness incentive programs
Published August 14, 2014 9:21 AM
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Updated August 14, 2014 9:55 AM
1 Min Read
Know what the top health cost drivers are for your workforce and offer incentives for wellness initiatives that address those health risks.
[Image: Shutterstock]
[Image: Shutterstock]
Determine the type of incentives based on the demographics of your employees and company culture: cash may work for some populations, while a tier-based plan may be more motivational for others.
[Image: Shutterstock]
[Image: Shutterstock]
Make the rewards and what the employee has to do to earn them easy to understand and easy to communicate.
[Image: Shutterstock]
[Image: Shutterstock]
Set a reasonable timeframe for participants to complete goals.
[Image: Shutterstock]
[Image: Shutterstock]
Determine early on how new hires will be handled (what will they need to do and the timeframe in which they have to complete the goals).
[Image: Shutterstock]
[Image: Shutterstock]
Communicate early and often about what participants need to complete in order to earn the incentives.
[Image: Shutterstock]
[Image: Shutterstock]
Clearly define and communicate reasonable accommodations and medical appeals process.
[Image: Shutterstock]
[Image: Shutterstock]
Make sure the effort or activity that is required in order to receive the reward is reasonable compared to value of the reward.
[Image: Shutterstock]
[Image: Shutterstock]
Ensure that employees can earn the incentives if they are going to participate in the wellness program. Whether the incentive criteria are to participate, complete, or meet specific health goals, they must be attainable.
[Image: Shutterstock]
[Image: Shutterstock]
Engage employees throughout the plan year by scheduling wellness events over several months. As employees participate and earn rewards for activities, they will gain better perspective on their health.
[Image: Shutterstock]
[Image: Shutterstock]
