GiftCard Partners Blog

Employee health and cost of healthcare are relevant to all businesses, regardless of size. Whether you have 2 employees or 200, keeping healthcare costs in check as more provisions of the Affordable Care Act take effect is crucial. Making employe health a part of your organization is a great way to ensure these costs remain manageable. For some employers even the location of the office is a matter of employee health.

CVS Caremark, along with IBM, announced a commitment to the "Technology Solutions for Smarter Health" grant program, which is in partnership with the National Association of Community Health Centers.  The $1.5 million contribution supports the use of innovative technology among community health centers to improve patient care as well as increase patient engagement.

According to a
recent Aon Hewitt survey, most employers do not measure the cost of employee absence in their business. Employee absence and the costs associated can add up to almost 8% of their total payroll in benefits payouts, lost productivity and temporary employee salary. Since most employers see these as a "cost of doing business," those employers are missing the opportunity to combat the issue head-on. Employee wellness programs, such as a quarterly weight loss challenge, biometric screenings or a lunchtime walking club can be an easy way to promote wellness in the workplace and avoid employee sick days. Keeping employees focused on their health is, in a way, keeping employees focused on the health of the business and the culture of your organization. Minimizing work stoppage and maintaining continuity are important in maintaining productivity. When introducing an employee wellness program to a potentially skeptical staff, be sure to communicate the goals and parameters of the program clearly. Adding small rewards like gift cards to healthy retailers like
Nutrisystem,
GNC and
CVS/pharmacy can go a long way in boosting employee participation and bringing co-workers together to focus on employee wellness across the organization. Absences can hurt your business, minimize them by focusing on employee wellness.

As certain benefit costs shift from employer to employee, there are key benefits that will have a high impact on satisfaction improvements. Health and wellness benefits are expected from employees and they assume that employers are going to cover a significant portion of the costs, regardless of the rising cost of healthcare. Well employers are taking note, 45% are offering HSA's in 2014, compared to 33% in 2010. Other benefits like tuition support or a personal car subsidy benefit have been on the decline since 2010, down 13% and 17% respectively. These are benefits less expected by employees and therefore have a lower impact on employee benefit satisfaction. Health and wellness benefits have endured for employees as an expected benefit. Investing in preventative healthcare checks like blood pressure, cholesterol and BMI measurements for employees can allow employers to maintain health and wellness benefits without exceeding budgets. Implementing employee health and wellness benefit reward programs can also motivate employees towards health and wellness goals by using small spot rewards to encourage employees who have reached health and wellness milestones.
For more information on how to maintain the level of health and wellness benefits your employees expect, check out the latest SHRM Employee benefits report, and this article from Associations Now.

We can't say it enough, a successful wellness program can benefit both employees and companies in drastic ways. With reduced healthcare costs for both employee and company, more productivity at work, and less absenteeism, workplace wellness has been shown time and time again to be a smart investment in a time of rising healthcare costs. Here are 10 more tips for implementing a successful wellness program: 1.
Understanding your workforce: Reviewing items such as prior health insurance claims, health assessments, and employee surveys can help you to understand what concerns your employees have with their health. 2. 
Create a plan: All programs should have some kind of plan in place, start by developing a plan with both short and long term goals, along with a budget and expected outcomes. 3.
Include everyone: Make the plan available to all employees and their spouses/domestic partners. 4. 
Offer biometric screenings: Many employees do not know the current status of their health. Offering screenings during work time or during company health fairs allow more employees to participate in screenings. 5
. Select wellness leaders: Set up a wellness committee with wellness leaders to help drive wellness programs. Choose highly respected employees. 6.
Communication: Communicate your wellness program as much as possible with things like, company emails, flyers, and in-person meetings.  Employees can only participate if they know the details. 7.
Offer incentives: Gift cards, reduced premiums, cash bonuses and discounts on various health and wellness based incentives (i.e. gym memberships) will significantly increase employee participation. 8.
Provide employees with digital tools: Online, mobile, and tablet updates can help employees keep track of their health and healthcare costs. 9. 
Track results: Assess your wellness program on an annual basis. Assess both the costs benefits with your healthcare provider as well as evaluating employee participation. 10. 
Solicit Feedback: Remain flexible and listen to your employees. Your employees are your foundation for a solid wellness plan.