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How employers can get financial value from a wellness program

Benefits managers struggle to accurately measure a wellness program's effect on their company's financial and strategic goals.

  1. Identify & Analyze

    Unrealistic or poorly conceived program goals can undermine a company's investment

  2. Evaluate & Implement

    Wellness program results can yield savings beyond health care costs

  3. Monitor & Adjust

    Long-term commitment necessary to realize financial value

Among the many things that can undermine employers' efforts to accurately measure the financial return-on-investment of their wellness programs, perhaps the most common impediment is the statistical complexity of those measurements. ›› More

Obtaining a clear view of the costs associated with implementing and managing a wellness program is a crucial step in determining the program's true value, according to several wellness experts and observers. ›› More

Every company arguably has employees confronting chronic illnesses like diabetes, high blood pressure and high cholesterol levels. But what about everyone else in the company? Lately, experts in health care and human resources are pushing the idea of wellness programs that target all employees—not just those in urgent need. ›› More

While expectations for the return on investment for wellness programs should be high, employers need to temper those expectations with a dose of realism. LuAnn Heinen, vice president of the National Business Group on Health, outlines the challenges facing those who want to implement these programs and offers advice on how to plan for them. ›› More

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"Measuring the Success of Wellness Programs Still a Challenge"

A new survey shows many companies have implemented wellness programs but few are measuring the programs' financial returns.

Many of the specific issues that often undermine employers' efforts to measure the return-on-investment of their wellness programs can be addressed with the addition of relatively low-cost evaluation processes and initiatives. ›› More

Claims data analysis can be a critical tool in proving the business case for wellness programs to senior executives. ›› More

While most employers that implement wellness programs look for returns on their investment in the form of lower group health costs, far greater benefits may be realized in the form of higher productivity, reduced absenteeism and lower workers compensation and disability-related costs, experts say. ›› More

Wellness offers more to both a company and its employees than simple cost reductions and better return on investment. Jake Flaitz, director of benefits for Paychex Inc., describes his company's efforts to improve the wellness of its workforce and enhance both their work environment and the company's bottom line. ›› More

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Evaluating a Workplace Wellness Program

Funded by a provision of the Patient Protection Affordable Care Act, the Centers for Disease Control now offers a comprehensive roadmap to designing and maintaining a workplace wellness program, including this guide on evaluating employee…

Achieving and measuring positive returns on an investment made in a wellness program requires a delicate balancing act. ›› More

Employers setting up employee wellness programs need to know how federal law will affect the design of those programs, benefit experts say. ›› More

Conventional wisdom says that successful wellness program design and evaluation begins with a detailed assessment of an employee population's costliest and most chronic health risks. ›› More

As their wellness programs mature, employers often discover that many of the elements impeding their ability to realize a return on their investment exist beyond the walls of their worksite. ›› More

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