Wellness programs

In the drive to promote employee engagement, organizations are likely missing the mark if they don’t realize that many employees have more urgent needs, such as lack of sleep or financial stress, that divert their attention from focusing on physical health.

With an emphasis on pounds lost, rather than healthy, sustainable behavior change, traditional programs can leave employees feeling discouraged and disengaged.

HR executives and business leaders are not aligned about employee well-being, new research shows. How advisers can help.

Delivering the right message can make skeptical employees active participants in a well-being plan, says Viverae's Mike Lamb

A common problem with well-being offerings is that they are often tailored to the needs of the company, not the employee.

Programs that teach employees to be in the moment can foster a better operational environment and increase productivity.

Benefits communications have the power to take employees from skeptics to active program participants.

Limeade’s Henry Albrecht offers some tips on keep client programs running without a hitch.

A health culture audit can help benefit managers answer key questions such as whether company policies support employee well-being and whether the workplace environment is conducive to healthy activities.

The competitions are unfair, boring and exclude employees who are interested in physical activities besides walking and running, says Sonic Boom’s Danna Korn.

Teaching workers to be in the moment can develop their active listening skills and foster greater respect among team members, says eMindful’s Ruth Wolever.

The insurer says internal use of its well-being program has improved employee health and productivity while achieving big savings for the company.

Health and lifestyle audits can help keep employees engaged with the programs and lead to improved well-being, according to the latest research findings

Employers should expect more M&A activity, says Limeade’s Henry Albrecht, and can prepare by having a solid understanding of their own program needs.

The insurer says internal use of its well-being program has improved employee health and productivity while achieving big savings for the company.

Programs are often considered separately from core benefits, which can be a disastrous scenario given that the two strategies go hand-in-hand, says NFP’s Deb Smolensky.

Conditions such as hypertension cost clients millions of dollars each year in terms of insurance claims, absenteeism, and reduced productivity.

Employers cite a lack of support and resources as some of the main reasons they don’t offer such programs to employees.

To achieve the key benefits of well-being initiatives employers must have a process that fully engages the organization.

Many employees have similar questions about their corporate wellness program, especially if the program is brand-new.