According to the Centers for Disease Control and Prevention, productivity losses linked to employees not showing up to work due to five risk factors— diabetes, smoking, high blood pressure, physical inactivity, and obesity— cost US employers $36.4 billion a year.1
Business owners and managers understand very well the rising cost of health care and the loss of productivity associated with absenteeism and employee disengagement, which is why 81% of large companies offered a wellness program in 2020.2
Employer efforts are bearing fruit. According to one study, for every $1 spent on employee wellness programs, businesses can save $2.73 through the benefits of reduced absenteeism.3
The Profile of a Successful Wellness Program
Tailored: An effective employee wellness program is multifaceted and must reflect the personal needs and interests of a diverse workforce.
Incentives: Incentives, such as rewards and recognition, communicate the employer’s care and support for the program and help drive employee participation.
Measurable: To maintain ongoing support, there should be tracking of the program’s impact.
Common Wellness Program Offerings
Some of the most common employer wellness offerings include smoking cessation, physical activity, mental health, health club membership, and nutrition.2
Employers are also starting to focus more on overall wellbeing, as opposed to just physical wellbeing. As a result, some employers are adding other features to their wellness programs, such as programs that address stress management.
Good health is as much a social endeavor as it is a personal journey. These programs can often create employee interactions unlikely to occur during the workday, prompting conversations and relations that catalyze new ideas and improve your work culture.
1. CDC.gov, March 10, 2020
2. WellSteps.com, April 15, 2021
3. SHRM.org, March 4, 2021
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