Health and wellness programs have an important place in both current HR practices and in the near future for 2015. In a recent survey by the NBGH and Fidelity Investments, 93% of employers indicated an increase or maintained funding for wellness-based incentive programs. So it seems health and wellness programs are here to stay, despite some backlash from both employees and industry pundits. There are a few keys to a successful long-term health and wellness strategy, here are a couple of points we think are important to note.
- Balance: Employers need to balance the priorities of their health and wellness programs with their employees’ privacy. Requiring invasive testing or asking an enormous amount of personal questions to require entry into a health and wellness program is probably the wrong way to go. Find simple baseline metrics and provide suggestions for additional metrics that employees can track privately if they want to. Keeping the program light and upbeat will lower the barrier to entry and increase participation.
- Positivity: In the carrot vs. stick metaphor, always stick with the carrots. Incentives work better as motivators than disincentives. Charging $100 extra on health insurance premiums alienates employees, while offering gift cards to healthy retailers makes employees feel included and encouraged to keep up a healthy lifestyle.