Archive for the ‘wellness’ Category
Although bona fide wellness programs are gaining steam, there are still a number of people who have no idea what they entail. Furthermore, when it comes to the requirements of a bona fide wellness program they are even more lost. Luckily, there are plenty of details that outline the requirements of one of these programs. It may take you a while to become familiar with the requirements of bona fide wellness programs, but in the end you will be glad that you took the time.
Generally speaking, a bona fide wellness program must offer some type of discount or limited reward. There are many different types of rewards which can be given in a bona fide wellness program. They include a rebate of the premium, a discount on the price of the premium, a partial waiver of things such as co-pays and deductibles, and many more. As you can imagine, all bona fide wellness program s are different so these rewards will change based on the details of your program.
But although these rewards seem quite generous, there are some stipulations in place that govern bona fide wellness program s. For instance, rewards given must come in below a predetermined percentage of the employee only health plan costs. The regulations are based on certain percentages; mainly 10, 15, and 20.
Additionally, a bona fide wellness program must be in place to promote overall good health as well as disease prevention. For instance, some bona fide wellness programs may offer a reduced premium to participants who achieve a certain goal such as low cholesterol. These savings go a long way toward employees doing whatever it takes to reach the goals set forth by the bona fide wellness programs. And in turn, this leads to more healthy employees all around.
The rewards set forth in bona fide wellness programs must be available to all employees who are in similar situations. If it is not feasible for a participant to reach a particular standard, an alternative must be put into place. This does not need to be done upon establishing a bona fide wellness program. Instead, alternatives can be developed along the way.
As you can see, there are many benefits that go along with establishing a bona fide wellness program . For companies, this is a great way to give employees something to strive for. After all, when employees know that they are going to be rewarded they are much more likely to work as hard as they can to stay in good health.
Overall, bona fide wellness programs are taking off, and learning the details is not as hard as you may think. You should check into whether or not your employer offers a bona fide wellness program. Although you would probably know about a bona fide wellness program if available, you may have passed it by without recognition.
John Payton
http://www.articlesbase.com/human-resources-articles/bona-fide-wellness-programs-121113.html
Companies can benefit greatly from adopting and maintaining employee wellness programs. Employee wellness programs can include things like health risk assessments, onsite health screening, health coaching, alcohol and drug counseling, mental health assistance, safety in the workplace, preventing violence in the workplace and diversity education. The tangible benefits of employee wellness program which directly result in economic savings can best be seen in these four areas:
1. Reduction in demand for medical services. Businesses that incorporate an employee wellness programs enjoy significant savings on medical expenses and other related costs.
2. Reduction in employee absenteeism. Simply put healthy employees miss less work. This is another factor that makes employee wellness programs a very cost effective maneuver.
3. Reduction in on-the-job injuries and worker’s compensation costs. Employee wellness programs that educate employees about workplace safety have fewer injuries on the job thereby lower worker’s compensation costs.
4. Reduction in Disability Costs. Healthy employees are less likely to require disability care. With employee wellness programs educating employees on health issues such as heart disease, diabetes, mental health issues and work related injuries, awareness leads to prevention.
While these four benefits are certainly persuasive in the argument for implementing employee wellness programs, there are other intangible benefits as well. Increased productivity is one area that can be easily overlooked. Studies consistently show that employees who engage in a wellness programs are more productive. Additionally, employees wellness programs help attract, recruit and retain the more productive and effective employees.
Morale is boosted with employee wellness programs and employees feel more valued. They are also given a sense of ownership and are encouraged to take control of their health. This makes the employee feel empowered. This adds to the increased productivity, but, more so, the positive attitudes and positive atmosphere that is created contributes to an overall better health.
When companies implement employee wellness programs they take a proactive approach to employee health, it is a win-win situation. The company wins with reduced tangible costs in the areas of healthcare, disability, absenteeism, worker’s compensation and disability management, but the employee wins by learning how to lead a healthy lifestyle and how to be safe on the job. Employees have a better attitude toward their employer and they feel like a valued and important member of the corporate team. Therefore, while companies may enjoy lower costs and greater financial savings, they will also retain the better employees and cut down on money that is lost in training due to high turnover rates. Good employee wellness programs can be an asset to a company and worth every penny that is spent on it.
John Payton
http://www.articlesbase.com/human-resources-articles/companies-make-great-gains-with-employee-wellness-programs-126455.html
Workplace wellness programs benefit both employer and employee. For many companies, workplace wellness programs have become a valuable asset by lowering costs in absenteeism and work related injuries as well as disability management costs and worker’s compensation claims.
Studies have found that employee absenteeism is directly related to four primary factors. Depression, anxiety and other mental health disorders topped the list at 66% while stress came in a close second at 60%. Negative relationship with a supervisor or manager yielded 44% and co worker conflict in the workplace was at 28%. These factors can be effectively combated by employing workplace wellness programs. Conflict resolution programs, mental health programs and stress management courses have not only become popular, but have proven to be very effective.
Research spanning more than a decade has consistently shown workplace wellness programs to be financially effective and that every dollar invested on a corporate wellness program can return $2.30 and $10.10 by reducing absenteeism, sick day usage and by lowering insurance costs. Additionally it is noted that there are marked improvements in employee performance and productivity in organizations that implement a workplace wellness program.
Healthy organizations enjoy increased employee morale and an improved ability to attract and retain key people. Additionally, employees are more alert and productive. For instance, Coca Cola reports that they save an estimated $500 a year per employee once they implemented a fitness program in which 60% of their employees participate. Coors Brewing Company reported that employees who participated in their workplace wellness programs reduced their absentee rate by 18%.
Employees enjoy their share of benefits from workplace wellness programs too. A healthy lifestyle affects every part of a person’s life, including their work environment. Workplace wellness programs result in fewer injuries, less human error and a work environment that is more harmonious and relaxed. Additionally, employees who work at a company that implements a workplace wellness program know that their organization is concerned about their health and wellness. Employees often report a reduction in their stress levels due to workplace wellness programs.
As employees feel better, more relaxed, more valued and more human to their company; they enjoy an increase in productivity. This increase in productivity, while beneficial to the company, is also essential to the employee as it increases their own sense of self worth and confidence levels. Employees who feel successful and who feel that they accomplish goals are overall happier and in a better frame of mind.
The benefits of workplace wellness programs, both tangible and intangible, are evident. It is a wise move for a corporation to implement a workplace wellness program, particularly when they incorporate some form of mental health aspect into it. This also has social benefits as domestic violence and child abuse is shown to be decreased in areas where wellness programs are implemented. These days, an organization can almost not afford to have some sort of wellness program to offer to their employees.
John Payton
http://www.articlesbase.com/wellness-articles/workplace-wellness-programs-126460.html
Have you ever heard of wellness programs in the workplace? If so, there is a good chance that your employer feels strongly about the benefits of this type of program. However, wellness programs in the workplace are not common among every company in every industry. In fact, there are many companies that are behind the times when it comes to employee wellness.
In order to fully understand what wellness programs have to offer, you really need to know what benefits can come from this. Generally speaking, wellness programs are implemented in order to inform and assist employees in living a healthier lifestyle.
There are many different details that go into wellness programs in the workplace. Although not all wellness programs are the same, most of them are similar when it comes to several details. For instance, most wellness programs in the workplace touch on general health topics, dealing with mental and physical health, and even offering health screenings. With all of these factors being offered, it is easy to see why so many companies are considering a wellness program, or are taking a closer look at programs they currently offer.
So what is the point in offering wellness programs in the workplace? Remember that employees spend on average 47 hours per week at the office. And the fact of the matter is that this is only increasing as time goes on. In addition, technology such as laptop computers and cell phones are making it easier than ever before for work to follow employees home. In turn, all of this cuts into the amount of time that an employee can devote to their health and wellness. Not only will this put employees at risk for health problems, but it will also negatively affect their work performance. As you can see, a lack of health and wellness will burden both the employee as well as the employer.
Quality wellness programs in the workplace can go a long way in helping employees to lead a better life both in and out of the office. Studies have also shown that a wellness program can also help companies to increase their bottom line; and what employer is not interested in doing that?
There are many primary benefits that go along with wellness programs in the workplace. Some of the more popular ones include: increased productivity, lower health care costs, fewer physical injuries, reduced job turnover, and increased loyalty among many others.
Overall, wellness programs in the workplace are becoming more and more common. With so much to offer, it is safe to say that companies without these programs will be moving in this direction over the next few years. Remember, wellness programs in the workplace are beneficial for both employees and the employer.
John Payton
http://www.articlesbase.com/human-resources-articles/wellness-programs-in-the-workplace-121111.html
Not anymore.With nearly 48% of our waking hours spent at work, coupled with America’s ranking as the world’s fattest nation, corporate wellness is not just a fluffy HR benefit – it’s a business necessity that has far-reaching implications for corporations, their employees and society as a whole. Few will debate the profound effect a wellness program can have on the bottom-line-both literally and figuratively. It’s a no-brainer for most employers: healthy employees add up to a happier, more productive workforce, resulting in lower health claims and decreased costs for employers, and a subsequent ROI on wellness programs. The real challenge is implementation and employee participation.
Read on to discover:
- Three Key Questions to Consider When Implementing a Corporate Wellness Program
- Four Ways to Boost Employee Participation in Your Corporate Wellness Program
Three Key Questions to Consider When Implementing a Corporate Wellness Program
Adding a wellness component to a corporate benefits plan may sound like a great idea -but it can be administratively complex to implement and manage. Here’s the skinny on what you need to consider if you really want your program to pack a powerful punch:
1. What can your company afford to invest in its wellness program? Okay, deep breath, this may make you break a sweat: The Business Roundtable reports that in 2007 almost 40 percent of large companies in the US spend more than $200,000 annually and 20 percent spend at least $1 million on corporate wellness. Yes, that’s a lot, but consider what it costs in employee productivity and absenteeism if you don’t help employees optimize their health and well-being. In fact, a 2007 study conducted by the Milken Institute found that lowering the obesity rates alone could produce productivity gains of $254 billion and avoid $60 billion in treatment expenditures annually for companies.
2. Do you have the tools and staff to implement a successful program? A benefits management system must be in place to support a corporate wellness program and companies must have the tools and technology to track participation, issue rewards, and adjust health plan premium payments accordingly. You may need to consider investing in additional HR staff or outsourcing the benefits administration to an organization that already has the tools, processes, and procedures in place to integrate a wellness program with your existing benefits program. You want your HR staff to focus on running an effective program instead of worrying about logistics. Learn more about outsourcing your benefits management at www.secova.com.
3. How will you measure program effectiveness and ROI – or will you invest those dollars in making employees healthier? Wellness programs have been shown to produce an overall return on investment of 1.5:1 to 3:1 after three to five years, meaning that for every dollar invested in wellness, employers can expect to save between $1.50 to $3.00 (Human Resource Executive 2007). But you must decide what approach you want to take when it comes to investing money in measuring your program’s ROI. A survey conducted in 2006 by the International Foundation of Employee Benefit Plans, shows that 87 percent of 464 benefits professionals and plan sponsors didn’t know the ROI of their programs. On average, 5 to 10 percent of a wellness program’s cost is spent measuring ROI and program effectiveness. Proof is out there that wellness programs have significant ROI for companies; however, companies must determine what approach they want to take regarding investing dollars in the measurability of their programs’ return on investment. This issue of measuring ROI brings up an important question: where do you want to spend your dollars? Calculating ROI or focusing on making employees healthier? A number of companies actively supporting very successful wellness initiatives have opted not to track detailed ROI. But beware: according to most in the “C” suite, if you can’t measure it, you can’t manage it. Measuring the overall wellness program effectiveness from a dollars perspective may be necessary to ensure that the programs continue to receive buy-in (read: budget) from upper- management.
Four Ways to Boost Employee Participation in Your Corporate Wellness Program
Merely offering corporate wellness programs doesn’t result in the ROI that executives want to see. The challenge is increasing employee participation since higher participation results in greater ROI. Here are four effective strategies to move employees beyond their same old routine:
1. Offer Incentives & Rewards Let’s face it – most people need help getting motivated, which is why Americans are in the physical shape that we’re in today. Companies can drive participation in wellness programs through extrinsic motivation such as incentives (both negative and positive) and rewards. Want to get an employee initially engaged? Negative incentives will do the job (for example, charging employees an additional $25 premium on their monthly benefit contribution if they do not take their Health Risk Assessment). But for ongoing participation, you’ll find positive incentives and rewards to be most beneficial. Then, once employees see results, they develop intrinsic motivation. Some companies are offering rewards such as discounted insurance premiums, expanded benefits, or even cash. The primary goal? Immediate gratification so employees experience instant results for their participation.
2. Engage 1-on-1 Engaging employees on a one-on-one basis is key to further developing intrinsic motivation where they actually want to be healthier. While incentives and rewards are highly effective in engaging employees, real change happens when individuals set personal goals and commit to achieving them. Companies can foster this by offering a more personal approach where employees work to develop personal, measurable goals that can be rewarded. For example, employers can offer consulting sessions with certified health coaches or even personal training sessions targeted at meeting that employee’s goals.
3. Foster a Healthy Environment From providing on-site fitness facilities and nutritional consulting, to offering healthy snack options in vending machines, the corporate environment needs to embrace a healthy approach to living. Media powerhouse Discovery Communications offers an on-site Wellness Center that offers a full range of primary care services from urgent care to preventive care and other wellness services, all offered to employees and their dependents at no charge. Other perks at Discovery: on-site massage therapy, fitness classes, nutritional counseling, life coaching, employee support groups, and company-wide body challenge competitions – to name a few. “Discovery’s philosophy,” says Evelyne Steward, Vice President Global Wellness & Work Life Strategies, “is that we must take responsibility for creating win-win partnerships with our employees in support of their health.” Employees need to see that wellness is not merely an initiative – but a way of life.
4. Provide the Tools Internal corporate wellness campaigns should be implemented to increase participation and provide employees with the information to be successful. Take Chevron Canada, for example. Senior executives launched a 10k-a-Day program to promote employees taking 10,000 steps per day. To promote participation, Chevron provided all employees with a pedometer and will kick off 2009 by providing employees with a fitbook, a fitness and nutrition journal, to track their progress. Employees set personal goals and are rewarded with Chevron Bucks for completing their fitbook and reaching their goals. Education is an
option employers should offer. And it doesn’t have to be complicated or expensive- consider on-site health presentations, workshops, or even lunch-time webinars.
The Bottom Line: Beyond ROI
The tangible benefits of corporate wellness initiatives are clear: reduced costs, lower absenteeism, improved productivity, and overall ROI. What cannot be measured is the value that employers can add to their employee’s lives every day by not only giving them a paycheck, but providing them with an opportunity to improve and enhance their own lives. The Dow Chemical Company embraces the idea that improving corporate financial performance is not the key driver behind its corporate wellness initiatives. Gary Billotti, Global Leader of Health & Human Performance at Dow, views corporate wellness as an “investment in our people versus a cost of doing business.” Billotti explains that their primary goal is to support their employees in optimizing their health and performance both at home and at work, knowing that “if we support our people the financial results will come.” So here’s the bottom line – plain and simple: corporate wellness is a must. So consider this a challenge to get out there and make a difference in the lives of your employees -and your own.
Angela Manzanares
http://www.articlesbase.com/human-resources-articles/corporate-wellness-just-a-buzz-word-638335.html
If there was one single business to recommend as a single way to make money online, the Wellness Industry would be winning it all the way.
Though it is not an easy business to do, I choose this as the preferred one. Selling vitamins and health related products, and selling health supplements is very competitive and this business is for serious people willing to devote more than just two hours a day. But it is a very lucrative business field, for those who are enthusiastic and prepared to put in the effort.
Wellness industry deals with real human beings, with real problems and needs. You should always be available to your customers by phone, in person, or even at the very least by email to answer their queries and clear their doubts. You should be sensitive to your clients needs and be prompt to their questions. Your clients should have a good feeling doing trade with you. You should strive to provide constant training, support, and also if you have a distributor network, then support and help to your distributors and they will go a long way to ensure a long and profitable wellness business.
Here are some of the reasons why I presume the wellness or health industry to the number 1 choice for entrepreneurs online.
1. Health and Wellness Products accomplish a Basic Human’s want. Fitness and Health is a #1 worry for many individuals – or even food. If you are not as fit and healthy, it can make you feel down and miserable. Many people will pay you their last penny if they can genuinely find something which can give relief to their suffering and pain.
2. Health and Wellness Products are Consumable.
Unlike most other products, like digital products that can be sold only once to a client, healthy supplements, vitamins, and medical prescriptions require regular monthly re-orders. Once individuals start to use them and see its benefits, many times they will continue to use them for a long time. If you are treating your clients properly, they will buy supplies from you week after week, providing you with a regular income and a stable source of earnings.
3. Your Profits Grows Exponentially.
Most wellness opportunities also involve building an organization, every product sale actually INCREASES your potential for future income by growing your organization of customers and potential distributors purchasing every month.
4. Wellness Business Opportunities give us a “Feel-Good” Factor.
One important reason why people are doing business in the wellness industry is because it gives them a feel-good factor. It really feels nice when someone writes or calls, telling you how amazing your products make them feel.
5. Need for Fitness, Wellness and Health Increases with Age Wellness opportunities are very much right to our seniors since they have the prospective to accomplish all their wants- ranging from economic security to superior health & individual communication. Lastly, running a wellness business empowers you to take steps to develop your own fitness and health.
Zachary Thompson
http://www.articlesbase.com/health-articles/is-wellness-business-industry-right-for-you-229699.html