Employee Benefits and Wellness Programs
Abstract
Health improvement programs, which use a variety of techniques to assist individuals in achieving and maintaining optimal health are increasingly being introduced by employers as an employee benefit. Health improvement programs include wellness/prevention programs, population health improvement, population-based disease management, high risk disease management and case management. Health improvement programs initiatives focus on promoting healthy lifestyles among employees by targeting the risks that result from poor nutrition, lack of physical activity, excessive stress, tobacco use and other unhealthy habits. These risk factors can lead to expensive chronic diseases and health issues that also affect workforce productivity, absence from work, safety and employee morale.
Promoting health and preventing disease is everybody’s business. In order to achieve their potential of containing health care cost trend, todays health promotion programs require intelligent program design, ongoing measurement and refinement, attention to the uniqueness of each companys culture and effective incentives that motivate lifestyle changes and improve the health of individuals and the employee population as a whole. Creating and maintaining a healthy workplace culture can accomplish a number of goals for an employer. For starters, by showing real rather than token support for healthy choices, employers and management can greatly increase employee participation in wellness programs. Increased engagement leads to greater potential for lasting health behavior change, as well as encouraging even more employees to get involved. Employees who make positive changes in their lifestyles are likely to be healthier, more productive and happier.
Background
Health improvement programs, which use a variety of techniques to assist individuals in achieving and maintaining optimal health, are increasingly being introduced by employers as an employee benefit. Many different terms and definitions are used for health programs. Health improvement programs include wellness/prevention programs, population health improvement, population-based disease management, high risk disease management and case management. The growth of these programs is the result of several intersecting trends. Health promotion programs use a research-driven, cognitive-behavioral model to impact behavior change (Selecky, 2007). Unlike reflexive conditioning (think of Pavlovs dogs), a cognitive-behavioral model engages the participant in understanding the thought process and motivations leading to positive habit and behavioral changes. In order to effect change, behavioral patterns are analyzed and modified using both education and a system of incentives as reinforcement. Of all workplace benefits, health care is one of the most valued by employees; yet it is the most expensive benefit for employers