If you’ve had your hand on the pulse of the HR and benefits industries, you have been hearing about the ongoing transition from simple wellness programming to all-encompassing wellbeing programs. The changes can seem overwhelming, but they don’t have to be… there are technology programs and systems that can help. What can these programs bring to the table?
While the challenges facing HR professionals in 2018 cover a range of topics from threats of a cyber breach to the constant evolving workforce, many of these new challenges relate closely to the topic of employee engagement and benefits. What can be done? How can you prepare?
For the wellbeing and benefits industries, the year 2017 was one of innovation and change. Ring in the New Year by reading through a few of our posts from 2017 that not only highlight and explain these changes, but help to prepare you for what’s to come.
It’s not just physical health that’s coming to the attention of employers across the globe in the New Year, rather, things like financial health, mental health and stress are joining the conversation. However, while the need is clearly there – and that need is known – there is still a deficit, seen by both employers and employees, when it comes to health and wellbeing offerings. What can be done to see improvement?
As if there wasn’t enough to do at your job, there’s an added challenge when you think about not only staying on top of your own personal wellbeing, but also that of your employees. While the challenge can seem large and, at times, unattainable, taking it one (sometimes literally) step at a time can be the key.
As you approach the end of 2017, it’s easy to just look ahead to 2018. But, in reality, it might be time to look ahead even farther than that -- enabling you to make decisions this year that will have an impact on your company and your employees for many years ahead.
According to an article in The Business Journals, 52 percent of companies with employee wellbeing programs of some kind say that participation is their biggest challenge. How can you start “pumping up” your employees when it comes to participation in workplace wellbeing?
“It’s important to note why it’s even important to get this data,” Sirine Jazi, DHS Group Director of Client Engagement and Analytics, said. “Short answer is, even fully-insured companies want a healthy and productive workforce – that translates to productivity and bottom-line dollars.”
Most employers agree that health and wellness programs are vital to improving employee well being. The question is, should they also be providing resources to empower employees to tackle financial issues and the associated stresses they bring?
“It is local health coalitions, that prove instrumental in working with all local stakeholders to change this inefficient method of health benefits design and delivery,” Houston Business Coalition on Health Executive Director Chris Skisak, said.
Regardless of whether you view employee wellness from the view of an industry professional, a person who is tasked with finding and implementing wellness strategies for groups of employees, or that of someone who is partaking in said programming, you’re sure to have begun to noticed a shift. A shift from just “wellness” to an all-encompassing “wellbeing” strategy.
Many schools have begun to offer an online solution for students to fulfill their required health and physical education curriculum. A digital solution not only gives students the chance to fulfill educational requirements in a flexible environment, but also provides a chance for students to “learn by doing."
HealthSpective offers answers to the full spectrum of benefit management needs: benefit program design, health plan enrollment and operation, population health data analysis and wellbeing and employee engagement. It’s with this integrated solution that a change towards true employee health can be found.
“Health and wellness opportunities” can mean a variety of things and include countless different programs and features, more and more, a focus on a company health plan’s healthcare analytics is becoming part of the equation.
Finding the money to implement the wellness programs you want can be one of the biggest steps in the process. However, if you utilize a bit of creativity as you work with your carriers, brokers and stop-loss insurance companies, you may have money available to cover the cost of these programs.
At DHS Group, “climbing the curve of innovation” has taken the company from its beginnings in HEDIS® reporting and Medicaid and Medicare exchange auditing to now offering a full-circle healthcare platform, HealthSpective® that is working to change the face of healthcare today by facing industry standards head-on.
Studies show that excessive stress can really take a toll on your long-term health; meaning you could become sick with things like the “common cold” more often and even developing conditions such as obesity, diabetes, etc. So what can you do?