A growing number of companies have created wellness programs in an attempt to manage healthcare costs and create a healthy workforce. But experts say unless those programs encourage “active commitment,” they won’t have the desired outcome.
“The more education and support that employers provide, the more likely it is that employees will embrace change and make lasting behavioral improvements,” said Mike Tarino, president of DSM Personalized Nutrition.
A company’s leaders can have a strong impact on its reward program by showing their own commitment to the program, and by working to create “a culture of health” by setting company-wide goals and creating health initiatives.
Employee reward programs can also be a key part of improved health, but only if they encourage workers to be active in the program, and not enroll for the reward and later give up. Rewarding employees who are actively involved – whether through merchandise rewards or another incentive – helps start a chain reaction that encourages others to increase their activity.
Wellness programs can have a strong impact on a company’s bottom line. A recent Harvard study found that for every dollar a company spent on a wellness program, medical costs fell $3.27, and absenteeism costs dropped $2.73.
