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Science is objective. You can’t argue with it. That’s why it’s a great way to run your corporate wellness program. Using science as backing for your program allows employees to accept a healthy lifestyle not just as what their employer recommends but also what their doctors recommend as well. Here are three ways to use the science of corporate wellness:

Maintaining a healthy lifestyle can be challenging. The stresses of our modern day society contribute to unhealthy choices such as fast food, processed food, and smoking. Long workweeks, lack of exercise and alcohol consumption are also a factor. There are significant benefits to improving the choices that we make in order to have a healthier and longer life. Here are just a few healthy lifestyle changes to consider: Exercise Regular physical activity can help prevent and manage preventable diseases such as heart disease, high blood pressure, and diabetes. Lower rates of cancers, stroke, and depression have all been linked to regular physical activity. Lack of time is an often used excuse for lack of physical activity, but physical activity can easily be incorporated into your day by taking the stairs instead of the elevator, going for a walk during break times, and skipping drive thru windows.

We are only two short weeks away from the 7^th Annual Employer Healthcare and Benefits Congress in Orlando. On the fence about coming? Haven’t booked your flights yet? Need a better rationale for your boss? Look no further. Here are our top three reasons to attend EHBC 2015:

According to a new Business Insurance webinar, corporate wellness ROI is becoming a passé metric. ROI? How is that possible, you might ask? ROI is the critical metric. It’s how we back things up and prove their worth to executives, finance departments and our managers. However, with situations like corporate wellness programs creating a unique challenge to prove tangible corporate wellness ROI, a new metric Value on Investment or VOI is taking its place. 64% of corporate wellness administrators measure their program with VOI, while only 28% use ROI. While this is only from an isolated sample, it is indicative of a turn in the tide. Measuring value, including metrics like employee participation percentages and behavior changes in aggregate, still provide objective metrics that can prove the worth of the program without providing unreliable or altogether unprovable metrics. One major component of VOI that any employer can use is absenteeism. Measurably reduced absenteeism is what VOI is all about. A component directly related to your organization’s corporate wellness program providing measurable positive results on your employees’ day to day operations and continuity is the definition and practical use for VOI. Is your organization measuring VOI? It might be time to start.

What are the best practices for employee wellness programs? How do you know you are administering your employee wellness program the “right” way? You might be giving financial incentives or started a lunchtime walking group, but how do you know your employee wellness program is working for both you and your employees?