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 ›
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 ›
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 ›
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 ›