Miscellaneous
Employee Health: How to Keep Employees and Your Organization In the Pink
By Jerry McLaughlin
October 5, 2010
Investment in employee health is essential to long-term growth, lower costs, and improved productivity. According to MetLife’s 8th annual “Study of Employee Benefits Trends,” released in April, 37 percent of employers now offer wellness programs, up from 33 percent in 2008 and 27 percent in 2005. Among larger employers—those with 500 or more employees—61 percent now offer wellness programs, up from 57 percent in 2008 and 46 percent in 2005.
For employees, wellness programs are personal. Financial incentives and reduced insurance premiums remain the core incentives for participation. However, from the same MetLife study, 71 percent of employees who participate in wellness programs say they greatly value them, and 70 percent say they participate because they desire good health.
Companies can provide creative opportunities to help propel high percentages of wellness goal successes. Sports teams, awards, informational clinics, and competitions are just a few of the tactics currently in use. These initiatives help employees stay on track with their goals and give them camaraderie, unity, and support.
When a participant begins a wellness program, go beyond just providing the necessary literature and consider a welcome packet. This can include a company-branded water bottle or T-shirt and a personal choice of another premium gift, such as a branded yoga mat. A small, health-related incentive gift each month can also contribute to the staying power of employees in the program. The gift also serves as a reminder that you support their healthy ambitions and contributions to your organization.
Additionally, consider a tiered incentive approach. When an employee achieves particular health targets, he can pick up a gift and choose one that’s best for his lifestyle. It’s important to address the small steps along with the large leaps. Make sure everyone can participate, not just those who quit smoking or lose weight. A company event with congratulatory gifts and a lunch is also a great morale booster.
Providing promotional products as rewards in a wellness program can be accomplished quite cost-effectively and still tie into striving for optimum health. Best of all, promotional products give wellness program participants the extra incentive and support to drive ultimate success, benefitting both themselves and the company.
MetLife’s study states that “nearly half (48 percent) of employers who offer wellness programs say they are very effective at improving productivity. Yet it is significant to note that 60 percent of employers who say that cost savings and employee productivity are important objectives do not offer wellness programs.”
The end results of a wellness program for both the company and employees are more than compelling. They represent a major contributor to a fiscally healthy organization and a healthful workforce.
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