Launching An Employee Wellness Program

Tuesday, October 3, 2017

Imagine this: it’s the end of a long week and the CXO pulls you aside and says, “Let’s launch an employee wellness program. Research some vendor options and let’s discuss on Monday.” No problem. There are literally thousands of corporate wellness vendors in US, so you should be able to find a suitable option with little trouble. Right? Wrong as can be.

Positivity in the Workplace

Wednesday, August 23, 2017

Are you sick of the Sunday Scaries? Do you want to start saying “Thank God it’s Monday” instead of dreading the work week ahead? All things are possible with a little positivity.

Why Health Risk Assessments Don't Deliver

Tuesday, July 25, 2017

Health Risk Assessments (HRAs) have been a core component of corporate wellness programs for more than 20 years, despite growing evidence that they fail to achieve the outcomes that they are purported to deliver.

AHA: Assess Fitness as a New Vital Sign

Wednesday, November 30, 2016

The American Heart Association (AHA) has called upon doctors to assess fitness as a vital sign, right alongside weight and blood pressure. Read more about how research has shown that poor fitness is very costly, contributing as much as smoking and high blood pressure to bad outcomes, like cancers and heart attacks.

Had Enough of Incentives Yet?

Tuesday, June 14, 2016

How the wellness industry got it wrong with outcomes-based incentives.
Fidelity and the National Business Group on Health recently published their 7th annual survey of
employers on the topic of health and wellness. The survey indicated a serious retreat away from
outcomes-based incentives: a predicted 45% drop! Large though this is, it really shouldn’t be surprising
that employers are moving away from the punitive and ineffective outcomes-based programs now
offered in the market. 

Silver Linings in the EEOC Lawsuit Against Honeywell?

Tuesday, February 10, 2015

Wellness incentive advocates are understandably disturbed by the Federal government’s attempt to squash Honeywell’s program. Like many other companies, Honeywell adopted a program that applies large penalties to employees who do not participate in screenings. The program is in compliance with the ACA and HIPAA, but the government contends that the program runs afoul of other laws, such as the Americans with Disabilities Act. Leaving aside the questions of who is right and who is wrong as well as the role of government in protecting workers and facilitating economies, there is a potential silver lining to the action.

Companies Can Reverse the Relentless Waistline Widening

Tuesday, November 3, 2015

Workplaces have cultures. This is to state the obvious. But the workplace also sits inside the broader culture of our local towns, cities, regions, states and country. Our society today is saturated with opportunities and inducements to consume calories. We spend a smaller percentage of our income on food than any other county. But that is because we are rich and food is cheap, not because Americans don’t eat a lot. In fact, we do eat a lot. We beat out the world in many categories of food consumption, including total calories per person. So it is not surprising that working age Americans, on average, gain a pound per year.

Workplace Wellness Programs: Economics of Price

Tuesday, September 15, 2015

Wellness programs are priced all over the map. Some are mere pennies per month for access to non-customized, web-based educational content. Some are literally thousands per year and are reserved for the c-suite. In between are annual health risk assessment questionnaires (HRAs) and interactive web content for twenty to forty dollars per employee per year; yearly biometric screening and HRA at $50 - $100 per participant; biometric screen + HRA + interactive web content + coaching at $80 – $200 per participant per year (with the price varying mainly by the intensity of the coaching). With all of these choices, what ought a company to do?

The Three Pillars of Wellness

Tuesday, January 5, 2016

Wellness can mean a lot of things, that’s for sure. But let’s think in terms of you as an employer. You want wellness to support the cultural, psychological, medical, and safety aspects of your employees’ lives. Wellness impacts their productivity and their costs from other line items such as medical claims, disability claims, absenteeism and the cost of recruiting and training.

Digital Self-Tracking: Why Aren’t We All Doing It?

Tuesday, April 5, 2016

Digital self-tracking is nifty. It’s cool. But what about when it is applied it to corporate wellness? Even if you give it away for free with optimal software, the uptake will be well under 50% and meaningful use after several months will be in the single digits. This should not come as a shock. We lead busy lives and digital self-tracking is yet another thing to do. Unless an individual’s personality and style already include diary entries and a love for timesheets, the likelihood of filling out digital tracking information is near zero over time.

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