New studies and articles are being released daily that showcase the changes taking place in the world of corporate wellbeing.
“Wellness and wellbeing are going away from strictly participation-based programs,” Will Herold, DHS Group VP of Employer Solutions, said. “It’s not just a walking program or a health risk assessment anymore but, rather, companies are taking these tactics and implementing them under one umbrella to bring programs to their communities that improve employee health and performance. It’s a new approach to wellbeing.”
With change in the air and a shift towards a more all-encompassing style of corporate wellbeing, countless questions come to mind.
“Employees see health and wellness offerings as a mark of progressive employers,” HR Executive Jack Kluepfel, said. “Attractive employers, employers of choice, offer opportunities for people to engage in their health.”
And companies are doing just that – engaging in the health of their employees and offering programs that promote wellbeing in and out of the workplace. This mindset has exploded within the industry. Politico recently quoted the corporate wellness and wellbeing industry to be worth nearly $8 billion in the United States and projected to grow nearly eight percent in the next five years.
This week, Sarah, a member of our Customer Success team and Certified Wellness Coach, is back to share some tips on how to keep moving and stay healthy during the busy summer season of fun and travel ahead.
Between work, vacations, sporting events and more, physical activity can be pushed to the back burner or even completely ignored during the busy summer months. Sarah offers a few recommendations to help you stay healthy and active while still enjoying your summer.
Brian Sekula, President and CEO of Health Performance Institute (HPI), returns to share more information on implementing a Type 2 Diabetes strategy, including how analytics and data can help improve an existing program.
There are many reasons organizations should implement a strategy for handling Type 2 Diabetes among their employees, but there are three that stand out.
In this week’s Rewind feature, learn more about how SEAL Legacy raised funds while encouraging movement for their group – all through DHS Group’s Move module technology, a platform that works with more than 40 wearable activity trackers and mobile apps.
Just like every employee is different in how they choose to stay active (walking, cycling, running, yoga and more), every employee is different in what activity tracker they choose to wear. Activity tracker options empower employees to make a decision that works best for their lifestyle and encourages them to become more aware of their daily fitness and overall health and wellbeing.
Last week, the National Alliance of Healthcare Purchasers hosted a two-day summit that covered topics related to mental health and wellbeing for employers – two topics that are at the forefront of discussions across many industries, employee groups and human resources professionals nationwide.
Studies and statistics backing up the benefit of employee wellbeing programs are plentiful. However, it was a recent study by the American College of Occupational and Environmental Medicine that added an additional wrinkle to the benefit of wellbeing programs – the added value brought on by biometric screenings and health risk assessments (HRAs).
In this month’s Rewind feature, you can read more about Jim Purcell’s ideas on wellness and wellbeing ROI and how full-circle solutions, which include additional aspects like data and analytics alongside traditional wellness programming, are a viable solution to not only get employees healthier but save companies money.
The market is flooded with fragmented solutions from vendors to manage healthcare costs, claims-based analytics and employee health engagement. Is there a way to combine all three to build a program that not only results in employees living happier, healthier and more well-balanced lives, but also in financial savings?
Some companies focus on the healthcare offered to their employees. Others have implemented valuable wellness programs over the years. However, it’s rare to find a company that has succeeded at bringing the two sides together. What’s the holdup? Do the two not “play nice”?In fact, it’s quite the opposite.
I recently read an article by Jeff Yaiga, Chief Revenue Officer at Maestro Health, titled “7 Signs You Need to Break Up with Your Benefits Vendor.” The seven reasons Jeff cites are all valid, but I wanted to focus on his fifth point – “Their Data is Not Smart.” Big data and data analytics are not just for Fortune 500 firms anymore as several vendors have made this technology available to groups with 500 or more members.
In this month’s Rewind feature, Al Rapp, who retired a few years ago as the VP of Worldwide Healthcare for the United Parcel Service, shares about the value data can have in helping employers manage their healthcare costs. He also talks about how, when combined with action plans, can go far in bringing about positive change.
Any parent or child care professional will tell you that tracking a child for any given activity is a challenge. This means that tracking their exact level of physical activity should be nearly impossible, right?
At Fly Movement, we have a unique approach to fighting childhood obesity and building healthy habits. In addition to creating fun exercise programs (like free fun runs), Fly Movement gives each participant a free activity tracker that allows program leaders, as well as the children themselves, to easily see the child’s progress, delivering invaluable data and metrics.
It seems like just yesterday that the New Year, New You National Challenge – a challenge that included three compounding two-week missions – launched with the goal of helping participants get motivated to move in the New Year.
Since wrapping a few weeks ago, our Customer Success Team has put on their analytical caps to assemble the steps, moves and more that made the Challenge a success. Whether you were one of the 600+ participants, or you’re interested to see why you should join our next Challenge, check out these inspiring results!
Is finding money in your budget to implement programs that positively impact your employees a challenge each year? Do you know where carrier “Wellness Dollars” come from?
Our experts have a few recommendations on how to be creative when working with carriers, brokers or stop-loss insurance companies to cover the cost of wellbeing programs or population health management tools.
Last month, we announced that DHS Group had formed a partnership with Houston-based health risk management company Bene-Fit. As part of the partnership, Bene-Fit offers DHS Group’s HealthSpective Analyze and Engage (Medical and Move) platforms as pieces of their standard program components – helping clients reduce their healthcare spending at every level, from identifying, intervening and improving the health of high-risk segments to designing custom plans to maximize coverage and minimize exposure.
We invited them to join us on the blog today to tell us a little bit more about themselves and the work they do improve population health.
In this month’s Rewind feature, Dr. Susan Cooley, a renowned Healthcare Consultant, Pediatric Nurse Practitioner and TEDx speaker, shares about the benefits of humans working alongside computers and technology advances to gather human-centric healthcare answers.
“This [The rise of data in HR functions] is good news for human resources professionals, according to researchers: The management of data is a new area where HR can make significant impact on external stakeholders, something CEOs want dearly from the HR function,” a recent report from the HR Certification Institute (HRCI) said. “The bad news: So far, this has not been an area where HR has a proven track record.”
Proven track record or not, it was just a couple of years ago when the HR team at Palmetto Health, the largest and most comprehensive healthcare system in the South Carolina Midlands, decided to stay one step ahead of the curve and put data to work for their population.
“As the cost of unwell workers rises, employers are spending more on employee wellness as a means to lower healthcare costs, improve morale and recruitment, raise productivity, and stay competitive in the market.”
The quote above is taken from the Global Wellness Institute’s (GWI) 2017 Global Wellness Economy Monitor, which was issued earlier this week to give a current snapshot of the wellness and wellbeing industry and look ahead to what the future holds for companies.