As wellness programs in the workplace continue to be a popular choice for employers looking to decrease medical costs and increase employee productivity, so do the many moving parts within the program itself. Now that the question of whether or not to have a wellness program has been answered with an overwhelming YES, the focus turns to what exactly the program entails.
Are you trying to encourage employees to eat healthier, get active, or manage stress levels? These entities would fall under lifestyle programs and are being shown to be a more long-term way to save a company money.
For a more “quick cost cuts” option companies are turning to programs that center around disease management. This would involve programs like disease education and encouraging or reminding employers to take medications.
So which should you focus on? Well it’s important that your wellness program is tailored to fit your workforce, offering options to fit individual needs and wants. That, along with the right incentives like gift cards, vacation days or a little in-office competition, is the only surefire way to foster a successful employer wellness program.
This article from The New York Times, Study Raises Questions for Employer Wellness Programs, goes into detail on how savings vary by the types of programs you offer.The author:
Lauren McAuley is on the marketing team at GiftCard Partners. This Florida girl enjoys diving head first into several aspects of the business including social media, graphic design, marketing, business development and public relations. Her passion for challenging herself keeps her trying new things every chance she gets, vegetable lasagna this week, maybe skydiving next week?