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 ›
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 ›
A major mistake many worksite wellness practitioners make is using a narrow economic rationale for wellness programming. As I emphasized in my post last week, communicating the impact of your wellness program in ROI terms is critical. However, I have seen many managers who set out to communicate the ROI of their efforts focus narrowly… Continue Reading ›
Building sustained executive support for Worksite Wellness is often one of the most important roles of a wellness professional. In my decades working with over a thousand organizations, here are the top three best practices with the biggest impact: Starting with number three… #3: Dig into the details and show them the plan. None of… Continue Reading ›