As a new employee packs up at 5:30 pm, they get a judgemental look from their colleague. We understand your challenge – and our custom Wellness Challenges are your solution. From healthy eating, to mindfulness, to team building, to fitness challenges, there is something for everyone. As wellness programs have become a regular part of “the cost of doing business” (although ideally these programs will eventually yield a net reduction in the cost of doing business over time), it is still somewhat unclear what a “typical” wellness program …

For example, you may have noticed many employees starting to show signs of stress, so you implement a flexible vacation policy. Leadership plays a key role in demonstrating desired behaviors and new program adoption.Get our newsletter, event invites, plus product insights and research. Reading Time: 4 minutes The number one reason employee wellbeing programs fail is that they are comprised of bolt-on programs or ad-hoc perks. In some cases these “points” qualify the employee to be entered into prize drawings and in other instances, they can be redeemed for cash.With the “wellness” trend going strong at employers across the country, it comes a no surprise that locally 86% of organizations either currently have a wellness program or plan to implement one in 2014. Without a clearly documented business case in favor of these wellness programs, presenting a strong argument to top management for the implementation or continuation of a wellness program can be a struggle.For those that do attempt to track savings, the most common method is simply looking at trends in their healthcare premium increases from year to year. Having offerings such as gym memberships and in-office yoga classes are great, but in order to create a culture of wellbeing, all offerings and programs need to be baked into the company’s culture and the employee lifecycle.Wellbeing should be part of how you make decisions, structure your team, and be felt meaningfully across the employee lifecycle from onboarding to exit. Whether it’s getting your employees to log on and interact with your existing wellness … Depending on the carrier, some organizations are able to approximate the benefits of their wellness program in a general sense based on reports of the group’s usage that are provided to them. While these programs are somewhat more prevalent at larger employers, many smaller organizations fall into the “plan to implement in the next 12 months” category, a shift that will bring these small employers with 50 or fewer employers more in line with their larger counterparts in terms of wellness.In short, wellness programs have become a fairly mainstream benefit that many job applicants have come to expect from a prospective employer. Employee Assistance Programs (EAP) are incredibly important and still relevant for workplaces but also represent a reactive approach in that they are primarily set-up for employees to use once they have hit a major issue.A proactive approach to wellbeing focuses on preventing problems from arising. For example, during employee onboarding, a company shares that everyone enjoys a flexible schedule. Using data from the Despite the prevalence of these programs, less than a quarter of these organizations report tracking the impact these programs have on their health insurance costs. When workplace wellness programs are stand … For example, look at job design and workload to help prevent stress or offer developmental coaching. In fact, 76% of organizations with wellness programs indicate that they are “unsure” whether or not their wellness programs has had any impact on their healthcare costs overall. These fully configurable wellness activities are designed to foster healthy habit-forming behaviors. In fact, a number of participants indicate that while they have a somewhat successful wellness program in place, they are challenged to constantly find new ways to inject the programs with creativity and fresh new ideas.Locally, about a quarter of organizations are turning to outside wellness vendors or consultants to design and implement a strong program that is unique to their organizational needs.

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