GiftCard Partners Blog

LoyaltyOne recently took a deep dive into incentive programs and what exactly attracted millennials to them. Their study found that the majority, falling into a range of 18-29 years old, identified in-store experience as a top factor when it came to joining grocery-store reward programs. These in-store experiences also seem to go hand-in-hand with health and nutrition.

An employee wellness program is a great way to boost employee health and increase the organization's bottom line. Here are five key steps to make sure your employee wellness program is as successful as it can be through the end of 2014 and the beginning of 2015.

Millenials have been a point of contention amongst themselves and among hiring managers. They have higher than average unemployment rates and can frankly be a pain in the organization (I'm a millenial so I can say it). However, millenials do have unique traits that can set them apart during the recruitment and hiring process. Here are three reasons why millenials can become a great asset to your workforce.
Tech skills- Millenials want to learn and tend to adapt faster to new and changing technology. Think about it, this is the first generation who has truly lived their whole lives in the internet age. They get it, and the faster they learn the more they can do for you.
Ambition- This can be an achilles heel, but it can also be a driver of productivity and hunger to do their best for their organization and themselves. Ambition doesn't make everyone a climber. Sometimes it can work in an organization's favor.
Quick Study- 60% of hiring managers indicate that millenials learn new skills required of them faster than older colleagues. A quick learner is not only productive but can help provide training to an entire workforce. Quick learning and institutional training can be a great combination.

Moments of recognition are powerful, they give us a feeling of purpose, a sense of accomplishment and an undeniable drive to produce our best work. Recognition is continuously proven to motivate employees by allowing them to see and feel their personal value.

Carrots and sticks are a relatively old tactic in employee health and wellness programs. They are tried and true because they work. Carrots tend to prove to work better than sticks, but whether you choose to reward improved behavior and program engagement or provide (usually financial) disincentives for a lack of participation, these detractors and rewards work well to boost participation and results from employee healthy and wellness programs.
However, in analyzing effective tactics for employee health and wellness programs, we often overlook the most basic component of an employee health and wellness program. To be frank, it can feel intrusive for employees to have employers involved in their healthcare. Especially when dealing with sensitive topics like high cholesterol and weight loss, it can be intrusive for some employees to have employers involved, even if they are providing health care and insurance. In a recent study from the
Kaiser Family Foundation survey, 62% of employees felt it was inappropriate for employers to require workers to pay more for their health insurance premiums if they don’t participate in wellness programs. Additionally 74% said companies shouldn’t charge higher premiums if employees don’t achieve predetermined health goals. These two statistics bring employers back to basics and really require organizations to evaluate how they approach employee health and wellness programs. Will carrots or sticks work best for your company? Should employee health and wellness be a (strong) suggestion or a requirement for affordable coverage?
Read more from the Wall Street Journal.