fbpx

Employee Wellness: What is Your Trigger?

Why is it that one company invests more than $2,000 annually per employee in wellness, yet an employer in the same office complex balks at spending $60 for their employees?

While the gap between employers offering a wellness program and those who do not is shrinking, we must ask “Why?” As more employers embrace wellness, what is motivating them to commit time and financial resources to these efforts? Below are four common triggers leading employers to embrace employee wellness

  1. I Love You.

For organizations whose leaders who have an above-average intrinsic concern for their employees, wellness is not a program but a natural expression of their love for their employees. For these employers, care trumps costs: it is a moral obligation.

Here, physical wellness is a part of a “whole” that includes social, community, mental, and financial wellbeing. Preventive care is coupled with community involvement, volunteering, personal development, and fair organizational policies and practices. Without sacrificing smart business decisions, they implement wellness with the bonus that healthy and happy employees are more likely to be productive, contribute to a positive work culture, and have fewer health claims.

  1. Let’s Enjoy the Spotlight.

“I want our company to land on the Healthiest Employers list next year,” remarked one CEO. “That award could bolster our brand and give us some positive news to share. I’d love to see that award on our web site.”  This CEO knew one of the benefits of a robust wellness program is positive press and she wanted it for her company!

There is certainly nothing wrong with desiring to win awards and receiving the accompanying accolades, especially when they motivate us to elevate the work culture and improve the lives of our employees. Whether that means aiming for a Healthiest Employer or Best Places to Work award, both the employer and the employees win when employee wellness is implemented to bolster their PR.

  1. Help Wanted.

It is not uncommon for an employee wellness program to be birthed out of a business strategy to attract and retain talent. In our present economy, with record unemployment and frenzied battles for the best talent, employee wellness could be the tipping point for retaining and attracting talent. This explains why so many employer career webpages will include – among the recitations about core values, sustainability, paid paternal leave, and corporate social responsibility – their commitment to employee wellbeing.

For employees already inclined toward healthy lifestyles, employee wellness matters. For other employees who struggle with eating healthy and staying fit, a wellness program with strong incentives tied to healthy activity can also be an attractive perk. Whether it’s the opportunity to win an Apple Watch, a new pair of running shoes, gift cards, or earn a reduction in their health insurance contributions, these perks make an employer more attractive to both current and prospective employees.

  1. Money Ball.

Employee wellness can also be a business strategy to fight soaring healthcare costs. CFOs and CEOs tend to evaluate wellness initiatives on the ROI, seeking solutions aimed at slashing wasteful healthcare spend. Wellness programs that attack these costs go well beyond culture building and team challenges. These programs are data-driven and coupled with effective health coaching, disease and condition management, and case management.

Employers who self-fund their medical plans are the employers most likely to be motivated to adopt employee wellness as a means of reducing healthcare costs. With the help of strategic partners, they implement programs designed to prevent healthcare issues within their population by helping the healthy stay healthy. Furthermore, by using data, they can target prospective risks and intervene to mitigate those risks.

 

Jack W. Bruce, SPHR

Director of Population Health & Wellbeing

Jack Bruce

Next Post Previous Post

Your email address will not be published.

The Benefit Company
5.0
Based on 13 reviews
powered by Google
Michael Taylor
Michael Taylor
15:28 07 Feb 20
I have been working with The Benefits Company for more than 3 years and our organization has been a client for many... more. Every member of the team is very responsive and professional. The often present to our C-Suite and the C-Suite values the partnership.TBC goes above and beyond with any request that we have as it pertains to our benefits or HR programs. Every year they present us with various considerations to consider for the next year. John Hearn is has great knowledge industry. Our account manager, Stacy Cook, is very responsive and is an extension of my team.read more
AngelaA
AngelaA
19:21 05 Feb 20
I can't say enough good things about my experience. During my cancer diagnosis, the last thing you want to worry about... is how your Insurance Company is going to actually work for you. I of course, had many questions, which were always answered in "full detail". Amy Towe, our Insurance representative could not have been more helpful. She would check on things for me and always got me an answer promptly. Amy was always available when ever I had a question. She defiantly made the entire process easier. I truly can say enough about her. Her caring was so appreciated throughout my entire journey.Angela Adamsread more
Anne Lalinde
Anne Lalinde
19:09 05 Feb 20
Have worked with The Benefit Company for years through different companies. I appreciate the boutique level services... provided. The Benefit Company is a class act.read more
Marilyn Wiederhold
Marilyn Wiederhold
17:36 05 Feb 20
I have worked with The Benefit Company for over 8 years. They are the best!! Amy Towe and Christine Muro are so... helpful. they make my life so much easier!!read more
Andrea Glass
Andrea Glass
17:30 05 Feb 20
My experience working with the benefit company has been SENSATIONAL! They are truly customer driven, and go above and... beyond to deliver amazing customer service!read more
See All Reviews

This site is protected by reCAPTCHA and the Google Privacy Policy and Terms of Service apply.