Over the past few years, organizations large and small continue to dedicate more and more resources (and money) to the task of implementing workforce wellness programs. The results have been less than spectacular and with a few exceptions, little progress has been made towards either improving employee health or increasing workforce productivity due to improved wellness.
Find out how to stay ahead of the learning curve with real world insights and practical examples of how you could implement an ecosystem approach to corporate wellness programming that is holistic in focus and combines four core programmatic perspectives:
• Partner Community
• Behavioral Incentives
According to industry experts, wellness programs at work are seen as, “A nice extra, not a strategic imperative” (ii). The needle is shifting, and corporations of all sizes are realizing that offering wellness programs targeted towards their group’s specific needs is a logical – and fun – cost-savings strategy. But where does a human resources executive start? How do you determine what your population needs, and how do you implement effective strategies? Is there truly a way to measure the return on investment for health-related initiatives?
Come learn about the future of whole health analytics and find out how to push the needle of your population’s health to “healthy”, no matter their current state!
This presentation will provide an overview of the impact of Financial Illness in the workplace and how employers can assist employees with achieving physical health and Financial Wellness using personal economics through innovative solutions integrated with their current health and wellness program. Many individuals are unaware how their personal health habits can drain their finances. Understanding the connection between physical health and wealth is an important aspect of personal economics. Helping individuals to realize that they can achieve financial security by engaging and participating in many of the employer sponsored programs that exist today. The presentation will introduce a new innovative web-based tool that employers can use to help employees achieve Financial Wellness.
At a time when more employers are using financial and other types of incentives to drive employee behavior change, is it possible to develop a successful health initiative without them? You will learn how leading companies around the world drive behavioral change without using a carrot or a stick! Aaron Sapra, Regional Director for the Global Corporate Challenge (GCC) will share how the GCC has redefined the concept of 'wellness' in the workplace across 10 years, 100 countries and over 1,000,000 lives - by developing a program that addresses the psychological factors behind employee reluctance to engage in wellness interventions. This presentation outlines how the culture of entitlement that prevails across US workplaces can be transformed into a true culture of health and personal responsibility. You will see the clinical data which drives the development of GCC's approach.
The good news is that most workplace stress is reversible! Learn the tips and strategies that successful thought leaders and business people live by. Learn how to gain stress management/reduction while increasing productivity, focus and creativity in the workplace and at the same time experiencing improved health and happiness! You will learn "tools for your toolbox" in basic relaxation, meditative and stress release techniques as well as empowering and research driven/proven behaviors for successfully turning around stress and negative relationships in the workplace. You will gain insight into how to create and attain goals, manage time effectively and overcome phone and meeting avoidance or inappropriate involvement.
For HR and benefits professionals, measuring the ROI of a wellness program can seem like a larger-than-life task. It’s a process that can be frought with challenges, from defining what constitutes a wellness program to deciding what to track to problems in getting key data from a multitude of vendors. In this informative webinar, Dr. Michele Dodds, VP of Health and Wellness at ComPsych, breaks down the key steps to take in not only measuring wellness ROI but achieving it. Dr. Dodds will use case studies to show how employers have benchmarked and evaluated the health risks of their unique employee population, with special attention placed upon employees with multiple risks (which greatly impacts productivity). She will then show how employers used this information to focus wellness efforts in areas where the most impact can be achieved.
Health Risk Assessments (HRA’s) can afford an organization the ability to examine the causal factors for absenteeism, claims and other health impacts and, if used with a degree of sophistication, aid in predicting the risk trajectory of poor health and inform the design of an effective health risk management strategy. Many organizations spend money on health interventions without actually being able to quantify whether they have been successful or not. If an organization is unable to measure the benefits in economic terms, such as the cost of flu-vaccinations –v- absenteeism, then HRA’s offer this ability and can also identify qualitative benefits such as improvement in perceived work-life balance.
Learn about a small business health promotion model applied in Upstate New York. The Health Initiative received a grant from New York State to test a model for providing comprehensive wellness programming for employers who employ less than 75 workers for two years. The Healthy Small Business Pilot utilized health risk assessments (HRAs), wellness committee development, behavior change campaigns, educational presentations, wellness policy development and culture change, by treating all nine sites as one worksite, thereby achieving the economies of scale necessary for cost containment. Return on investment analysis was also conducted. Join us to learn more about this replicable model.
As research on the effectiveness of work site wellness programs is showing the positive effects for both the employee and organization, it is important to discuss these matters. A Harvard study found that companies who provide worksite wellness programs have an average return on investment of $3.27 to 1 due to reduced health-care costs and a return on investment of $2.73 to 1 due to reduced absenteeism. This talk will address the many factors to be considered in the design and implementation of a successful worksite wellness program. It will also examine the issues an organization may face, the array of options a company can choose from, as well as provide the tips and strategies necessary to ensure that the work site wellness program is successful and ongoing.
Workplace grief costs U.S. businesses billions of dollars a year in reduced productivity and increased errors and accidents, yet the word grief rarely shows up in reports. In The Hidden Annual Cost of Grief in America’s Workplace 2003 report, the keyword in the title of this report is the word "hidden." It is just that factor that has caused the problem to escalate to now unimaginable proportions and it is the essential reason that it is getting worse rather than better. In this presentation we will address the definition of grief, the grief/workplace connection, the cost of "presenteeism" to corporations and we will discover how managers and other employees can support coworkers who have experienced personal loss.