GiftCard Partners Blog

The better the choice, the more apt the person is to be active in the loyalty or incentive program, pursuing the desired behavior in order to earn the reward. Loyalty program participation is a problem for many companies. According to the Colloquy Loyalty Consensus released in February 2015, the average household is “involved” in 29 programs, but active in only 12.1.

Last week Corporate Responsibility Magazine announced its 16th annual 100 Best Corporate Citizens List and CVS Health cracked the top 30, representing one of only three retailers that made the list this year. According to CR Magazine the 100 Best List documents 303 data points of disclosure and performance measures - taken from information in seven categories:

The use of incentives in wellness programs continues to increase, rising to 87% this year, up from 77% two years ago. According to Optum's Fifth Annual Wellness in the Workplace Study, 90% of large employers now offer incentives. It comes as no surprise with employers seeing an increased urgency for results in employee engagement. The Workplace Study is based on 545 employers that offer wellness programs of one kind or another. 60% of employers participating in the survey have at least 3,000 employees, 20% having between 100 and 2,999, and 20% have fewer than 100. Here are some of the major highlights of the study:

In today's business landscape, corporate responsibility has become a defining factor for success. From supporting local communities to championing sustainability initiatives, businesses are increasingly expected to give back to society. At the forefront of this movement are major brands, like CVS/pharmacy, that have recognized the power of corporate responsibility in driving sales and fostering positive social impact.

Wellness programs have become a key tool for employers looking to improve workforce health, boost engagement, and manage healthcare costs. However, the legal landscape surrounding incentives in workplace wellness programs has remained in flux since the U.S. Equal Employment Opportunity Commission (EEOC) first introduced guidance on the subject in 2015.