Building Vendor Relationships for Wellness Program Success

Thursday, July 2nd, 2026

Employee wellness programs have evolved far beyond annual health fairs and discounted gym memberships. Today’s organizations are investing in comprehensive strategies that address physical health, mental well-being, financial wellness, nutrition, stress management, and work-life balance. As these programs become more sophisticated, employers increasingly rely on external vendors to deliver specialized services, technology, coaching, and measurable… Continue Reading ›

Understanding VOI: Value Beyond ROI in Workplace Wellness

Thursday, June 18th, 2026

For years, workplace wellness professionals have been asked the same question: “What is the return on investment?” It is a reasonable question. Organizations want to know whether the resources they invest in employee wellness produce measurable financial results. Executives often look for reduced healthcare costs, lower absenteeism, and improved productivity as evidence that wellness programs… Continue Reading ›

Why Employee Wellness Matters More During Economic Uncertainty

Tuesday, May 19th, 2026

During a corporate slowdown, organizations often focus heavily on cost control, restructuring, and operational efficiency. However, one area that directly influences productivity, morale, retention, and long-term business resilience is employee wellness. A slowdown can create increased stress, uncertainty, burnout, and disengagement among employees. If organizations ignore these challenges, productivity frequently declines further through absenteeism, presenteeism,… Continue Reading ›

How to Assess Employee Wellness Needs for Maximum Impact

Tuesday, February 3rd, 2026

Employee wellness has moved far beyond step challenges and lunch-and-learn sessions. Today, organizations are expected to support physical health, mental well-being, social connection, financial security, and meaningful work – all while demonstrating measurable business impact. Yet many wellness programs still underperform, not because the intention is wrong, but because the foundation is weak. Image by… Continue Reading ›

More Power Plays: Using economic arguments for wellness

Tuesday, December 9th, 2014

  I just went through a list of key humanitarian arguments for wellness programming in our last post, but we also need to play our economic cards as well!  Remember our series on how to measure the five major economic variables that wellness programs impact in work organizations? Health plan cost, sick leave absenteeism cost,… Continue Reading ›

5 ways wellness reduces costs – Part 5: presenteeism costs

Monday, November 24th, 2014

  Presenteeism is the fifth type of health-related cost that employers commonly experience. In this recent series of posts we have looked at health plan costs, sick leave absenteeism costs, workers’ compensation costs, disability insurance costs and now presenteeism cost. This is a newer concern for employers. Research has demonstrated that when employees decide to… Continue Reading ›

5 ways wellness reduces costs – Part 4: disability insurance costs

Monday, November 17th, 2014

    This part four of my five-part series on getting the complete picture on the economic impact of your wellness program. Last week I covered workers’ compensation, the week before was on sick leave, and the first week was on health plan costs.  Today we are on to disability costs… Not all employers offer… Continue Reading ›

5 ways wellness reduces costs – Part 2: sick-leave costs

Monday, November 3rd, 2014

  American workers are absent from work due to sickness an average of 8 days a year. Wellness programs have been documented to reduce that amount by 25% or an average of 2 days a year. That reduction in absenteeism represents economic return that is potentially attributable to your wellness program, but it takes some effort… Continue Reading ›

5 ways wellness reduces costs – Part 1: health plan costs

Friday, October 24th, 2014

Last week’s post made the case for broadening the economic argument for your wellness program. As I noted before, the five economic factors that respond to wellness programming are health plan cost, sick leave absenteeism cost, workers’ compensation costs, disability management costs and presenteeism costs. I will take the next five posts to dig into… Continue Reading ›