Outcomes-based wellness incentives

The future of employee wellness means that employers must balance strategies that combine meaningful new health and financial benefits.

Although a recent study found the programs to be lackluster in transforming employee health outcomes at BJ’s Wholesale Club, it’s missing some key areas of analysis.

Although a recent study found the programs to be lackluster in transforming employee health outcomes at BJ’s Wholesale Club, it’s missing some key areas of analysis.

With incentives and integration, wellness programs can be powerful metrics of corporate performance.

With incentives and integration, wellness programs can be powerful metrics of corporate performance.

Two recent rulings have cast uncertainty on appropriate limits for financial incentives clients can offer workers to participate in certain wellness programs.

Two recent rulings have cast uncertainty on appropriate limits for financial incentives clients can offer workers to participate in certain wellness programs.

These programs focus on giving healthcare resources to a specific group of at-risk employees — the people who make up 62% of healthcare spend.

These programs focus on giving healthcare resources to a specific group of at-risk employees — the people who make up 62% of healthcare spend.

Programs shouldn’t rely on incentives, says Limeade’s chief people officer.

Workers who don’t share sensitive health information face financial penalties that are too extreme, said Sen. Elizabeth Warren during the HELP committee session.

Employers should offer incentives to get employees to participate, create a healthy culture at work and properly communicate offerings to workers, among other guidelines.

Employers should offer incentives to get employees to participate, create a healthy culture at work and properly communicate offerings to workers, among other guidelines.

The corporate-wellness business—from once-a-year biometric screenings to all-encompassing health programs —has ballooned to a $6.8 billion industry

Tailoring wellness programs to employees can boost participation and improve results.

Tailoring wellness programs to employees can boost participation and improve results

Employees can’t be paid to get healthy and they can’t be incentivized to participate in a plan if they don’t understand why they are doing it.

Employees can’t be paid to get healthy and they can’t be incentivized to participate in a plan if they don’t understand why they are doing it.

Patchwork well-being programs with no involvement from employees leads to low engagement and wasted money.