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.