Keas surveyed more than 100 Human Resource Executives across the United States via an online survey between July 31 and August 16, 2013. This survey tracked HR executive opinions on HR topics and plans and priorities for the 2014 calendar year. The survey revealed health and wellness programs are taking center stage in employee engagement and retention. With healthcare costs and obesity-related diseases on the rise and wellness incentives baked into the Affordable Care Act (ACA), this will be the first year health will play a major role in health benefits as organizations integrate preventative care programs to manage costs.
The start of the Affordable Care Act has been delayed to January 2015 and now is the time to get educated on provisions for Corporate Wellness Programs which are critical to combatting rising healthcare costs.
The Employee Well-being Platforms Buyer’s Guide will take the guesswork out of your decision. Learn how to properly evaluate the options on today’s market and determine what features matter most to you.
Creating social networks helps motivate employees to participate in your health and wellness programs. And the more employees engage with your programs, the greater the impact. Download this new report to discover how social networks can improve engagement and get people on track toward improving their health together.
Getting employees to participate in prevention-based health and wellness programs remains a challenge for many human resource leaders. But you are not alone. Download this report to learn best practices in incentive planning from your peers. You'll also discover how to translate this data-rich survey into actionable tactics for your company's health care savings and long-term growth.
Published By: GuideSpark
Published Date: Sep 12, 2014
In the not too distant past, the term “wellness” began to make its way into the vernacular of workplaces everywhere. At first, its definition (and implementation) was narrow in scope, and revolved largely around employee safety and injury prevention. As the years went by, wellness grew to include not just the physical realm, but also the emotional and psychological — eventually emerging to play a pivotal role in the overall lifestyle of employees. With an ever-present eye toward the bottom line, rising healthcare costs, and a competitive hiring and retention landscape, smart organizations are realizing that wellness programs are no longer a “nice to have,” but rather a significant strategic must have.
There are three options for creating a distinct brand for your workplace health and wellness programs. You can use your existing corporate brand, create a new and distinct sub-brand for your programs, or use a third party’s brand as the foundation of your health and wellness initiatives. Each of these branding options has its benefits and challenges, depending upon your goals. In this paper, we’ll discuss the merits of these branding options and help you understand how they can impact your health and wellness initiatives.
When it comes to engaging employees in workplace wellness programs today, the operative phrase is quickly becoming, “Let the games begin!”
After suffering decreasing engagement and fewer savings than they initially expected from their wellness programs, employers are boosting participation by incorporating gamification—the emerging field of applying game mechanics and strategies to various types of applications and programs.
The end game, you might say, is lower healthcare costs, along with happier, more productive and engaged employees.
Most U.S. businesses are still sorting out the implications of federal healthcare reform — even though the legislation became law in 2010, was upheld by the U.S. Supreme Court last June, and has already seen several of its mandates implemented. Nonetheless, if you’re responsible for the success of your company’s wellness programs, the best part of the complex healthcare reform law is yet to come.