Employee Health and Wellness

Employee Health Promotion Program Statistics tell a clear story – Employee Health Promotion Program Programs are effective , and they save companies money.

You should take note of these interesting Employee Health Promotion Program Statistics:

Some 25 percent of United States companies were running Employee Health Promotion Programs in 1996.
Employee Health Promotion Program Statistics depict a savings of $2.30 to $10.10 for every $1 spent on Employee Health Promotion Programs.
Coca-Cola’s physical fitness program recouped $500 per year per employee, despite the fact that only 60% of their staff was enrolled.
A Ipsos-Reid Employee Health Promotion Program statisics paper in 2004 found the three major preventable causes of staff absenteeism to be mental health (anxiety and/or depression), stress and a bad relationship with a supervisor.
Employee Health Promotion Program Statistics from Prudential Insurance reveal a benefit expense of $312 per person enrolled in their wellness system, but $574 per non-enrolled employee.
At the Coors Brewing Co., Employee Health Promotion Program Statistics illuminate a savings of $5.50 per $1 spent on physical fitness, with a positive side-effect of participant absenteeism dropping by 18%.

Employee Health Promotion Program Advantages still aren’t self-evident to some executives, even though the research, real-world evidence and cost-benefit analyses are demonstrative. With careful planning, almost every organization can reap Employee Health Promotion Program Advantages.

Part of the problem is that some executives erroneously believe that the Employee Health Promotion Program Advantages are mostly on the employee side. The truth is that Employee Health Promotion Program Advantages both the employer and employee – and according to Employee Health Promotion Program statistics , the employer stands to gain $2.30 to $10.10 in cost savings per dollar spent. Employee physical fitness saves businesses money.

At the same time, medical care and insurance costs continue to skyrocket. Employee Health Promotion Program Advantages are one of the only ways to cut those costs while helping staff members at the same time. As Karen Roberts, senior vice president with Aon Consulting, said about Employee Health Promotion Program Advantages in her address at the 2006 WorldAtWork Total Rewards Conference & Exhibition, “If you can’t afford to invest in wellness this year, you’re never going to afford it.”

Employee Health Promotion Program Advantages include helping to prevent cancer, obesity, heart disease and hypertension. It’s rare that companies can cut costs and assist struggling staff members, support families and even arguably save lives. Isn’t that a good thing?

Onsite Employee Health Screening and Biometric Testing means better heath risk assessment baselines and better security

“Onsite Employee Health Screening and Biometric Testing” is a hot phrase these days, but it can help your workforce with health management, too. When the pundits talk about Onsite Employee Health Screening and Biometric Testing, they’re usually referring to retinal scanners, fingerprint readers, and other high-tech security measures. However, if you trace the phrase “Onsite Employee Health Screening and Biometric Testing” back to its roots, it refers to the measurement of unique human physical and behavioral characteristics.

Employee Health Promotion Programs are of critical importance to the modern business. As a result, Onsite Employee Health Screening and Biometric Testing should be one of the tools in the arsenal of a forward-thinking organization.

Workplace Health Screening and Biometric Testings aren’t just a “feel-good” measure for your staff members. Assessments of employee health help your workers to prioritize their well-being, which results in happier, more productive staff members. Health Risk Appraisals also build your database of employee biometric data. Onsite Employee Health Screening and Biometric Testing, when handled worksite by our experienced professionals, is hassle-free and smoothly organized. The biometric data we collect then can be stored digitally for years or even decades, helping you and your workforce build better health risk assessment baselines that you can use to analyze workforce physical fitness and the efficacy of your company’s Health and Productivity Programs. Collected biometric data can even allow an employee’s doctor to assess that person’s health over many years, helping him or her spot trends and diagnose disease.

Onsite Employee Health Screening and Biometric Testing extends to a wide variety of health risk tests, including measurements of blood pressure, blood type, body fat, substance abuse, and susceptibility to cardiovascular disease. Collecting biometric data for security purposes – like fingerprints, facial recognition imprints, or hand geometry – can be dovetailed with our health tests to minimize workflow disruption.

Employee Health Promotion Programs: A Long-Term Committment

“Employee Health Promotion Programs” – what does that phrase mean to you? To many of us, it evokes an array of ambivalent thoughts — the gym membership we barely used, the nagging ankle injury from last year’s organization picnic, the backaches, the bratwurst we had for lunch, the love handles and of course, the fad diets that failed us or that we failed. Usually, Employee Health Promotion Programs is a guilt trigger that causes us to feel remorse about our bodies and the health management we know we should be doing for them.

The sad fact is that we live in a society where our survival is dependent on sitting at a desk, not hunting game, picking berries and sprinting away from wolves. We also live in such luxury, nutritionally, that we can gain weight steadily without being wealthy. Cardiovascular disease, obesity and bad nutrition cause most of the heath issues that weigh down employee attendance and erode a company’s productivity.

It’s ironic that the poorest societies in the world – the ones furthest from the conveniences of modern life – often have the fittest, most physically hardy members. And as for the animal kingdom — don’t look there for commiseration. In the wild, it is extremely rare to find an animal that suffers from our kind of wellness issues.

Prescription Medication dependency degrades Health and Wellness

It doesn’t help that United States citizens are descending into a deadly love affair with drugs — and drug testing won’t help you with these drugs.

For example, Greg Critser’s book Generation RX details how United States citizens spend about $180 billion dollars on Prescription Medications each year, with the estimated 2011 tally at a whopping $414 billion. The average number of Prescription Medications per American in 2004 stood at twelve.

Twelve! That means that your average employee is taking 14, 18, or even more than 20 medications in an attempt to improve their Health and Wellness.

Is this effective, though? Critser is not convinced that the prescription drugs help United States health. In fact, he points out a bevy of negative consequences for America’s legal prescription drug addition, which include prescription drug interactions, liver damage, and the legions of people who now depend on prescription drugs to deal with ordinary trials and stresses.

An employer has the potential to improve Health

It’s not all bad news, though. Occupational Health Screening and Biometric Testings and well-designed Employee Health Promotion Programs can help you fight the downward spiral for you and your workforce. In fact, good Employee Health Promotion Programs – like a strong walking Employee Health Promotion Programs initiative – can literally save lives and reduce the symptoms that cause staff members to turn to prescription drugs in the first place.

Health Risk Assessment: Helping Quantify Employee Health help you quantify employee health

An Health Risk Assessment (HRA) is an important tool to help you isolate the value of strong Employee Health Promotion Program Programs.

Health Risk Assessment: What is it?

Does the term “Health Risk Assessment” have you puzzled? If so, then you are not alone.  Unfortunately there is no standard definition or format for a Health Risk Assessment. A health risk assessment is both a procedure and a document, too, depending on the context — you must answer questions and ideally undergo some simple Employee Health Screening and Biometric Testing to develop a document that describes what’s good and bad about your current state of health.

To add confusion to the situation, there’s a field called health risk management. Talk to an OSHA inspector about health risk assessment and they will likely assume you’re referring to an analysis of contaminants and industrial chemicals in a factory or manufacturing facility.

Health Risk Assessment: The Typical Health Risk Assessment

A comprehensive health risk assessment is aimed at producing a concrete baseline of a person’s health, and includes most of these features:

 blood pressure check,
 cancer testing,
 blood sugar test, and
 a thorough analysis of the employee’s health status.

Health Risk Appraisals would analyze the employee’s:

 lifestyle factors,
 health conditions,
 medications,
 functional concerns and abilities,
 overall quality of life,
 self-efficacy,
 physical fitness level.

Health and Wellness Fair activities put the spotlight on Employee Health Promotion Programs

A Health and Wellness Fair is a excellent way to shake your workforce out of the doldrums and into better awareness of their health and wellness. A Health and Wellness Fair brings your organization together to discuss Employee Health Promotion Programs, examine Medical Insurance and “cafeteria” plans, explore health savings accounts, publicize Employee Health Promotion Program Programs and share success stories and challenges.

Some common Health and Wellness Fair desired outcomes include:

 better awareness of the health services and resources available to staff members, both from their employer and from local, state, regional and national health services;
 increased motivation for improving health behavior
 increased participation in Employee Health Promotion Programs, commuter and carshare programs and health savings accounts
 better awareness of person health status through Health Screening and Biometric Testings, Health and Wellness Fair activities, displays, handouts, and demonstrations, and
 better information on what staff members are seeking from their employer’s health management initiatives, and which staff members are interested in participating.

Planning a Health and Wellness Fair

Planning a Health and Wellness Fair is a lot like beginning an Employee Health Promotion Program on a smaller scale. Just like an Employee Health Promotion Program, your Health and Wellness Fair will need publicity, logistical planning, programming, targeted goals, in-house marketing and of course, executive approval. Festive touches like free food, kid-friendly activities, live music, art displays, talent shows and other community-minded fun will help cement the appeal of your Health and Wellness Fair and ensure that the Health and Wellness Fair becomes a welcomed, annual event.

You can find some Health and Wellness Fair planning tips at the Family and Consumer Sciences site of Texas A&M University. These Health and Wellness Fair tips are aimed more at community and non-profit organizers, but you can discover many useful Health and Wellness Fair ideas at the site.

Health and Wellness Fairs and Employee Health Promotion Program Recruitment

Many Employee Health Promotion Program planners find that Health and Wellness Fairs are the primary reason why staff members sign up for walking Employee Health Promotion Programs, health savings accounts and other pro-Employee Health Promotion Programs.

Don’t forget – not only do staff members value these programs highly, but the increased energy and decreased sick leave associated with Employee Health Promotion Programs also saves your organization money. The Employee Health Promotion Program Statistics are clear – healthier companies work harder and pay less in Medical Insurance premiums.

Employee Health Promotion Programs: The Grand Slam

Employee Health Promotion Programs are as close to a grand slam proposition as you’ll find, according to most researchers and Employee Health Promotion Program experts.

But if you have skeptics in your organization who are questioning the time and expense of beginning an Employee Health Promotion Program, you may be wary too. Aren’t employee Employee Health Promotion Programs subject to the adage “There’s no such thing as a free lunch”?

Employee Health Promotion Programs Don’t Have To Be Expensive

Fortunately, employee Employee Health Promotion Programs don’t require a big investment. Like any other corporate project, mismanagement and “death by committee” can inflate the cost of Employee Health Promotion Programs, but it’s hard to spend too much time and money on them. After all, Employee Health Promotion Programs are mostly informational in nature. Flyers, e-mails, maps, and Employee Health Promotion Program Health and Wellness Fairs can only cost so much. There’s no expensive, specialized Employee Health Promotion Program machinery.

Employee Health Promotion Program statistics on successful programs are particularly persuasive. Unlike many cost-saving measures, Employee Health Promotion Programs actually add to employee satisfaction – but they also reduce Medical Insurance premiums and employee absenteeism.

What are some common Employee Health Promotion Programs?

Employee Health Promotion Programs run the gamut, depending on your worksite demographic, from exercise for health patients to nutritional initiatives that encourage workers to replace unhealthy snack foods with healthy fare like dried fruit and shelled nuts.

Here are some examples of Employee Health Promotion Programs:

 ergonomic safety
 cardiovascular disease education and testing
 employee safety
 Health Risk Appraisals
 walking Employee Health Promotion Programs
 drug testing

Maintaining Employee Health Promotion Program during Cold Season can be a challenge for any organization. The average adult can get up to four colds in one year, and hundreds of thousands are hospitalized every year for flu complications. From December to March, there are more staff members out of the office due to illness, and others who barely made it to the office and can hardly think over their constant coughing and sneezing.

Employee Health Promotion Program: Prevention is the Key

Prevention is the key to maintaining good health in the worksite and increasing overall Employee Health Promotion Program. Fighting infection after the cold and flu epidemics hit is a losing battle and can best be combated with early action, such as implementing a Employee Health Promotion Program Program in the office for good health year-round.

Keeping the Office Germ-free During Cold Season

The typical office is the perfect breeding grounds for influenza or the cold virus. The National Institute of Allergy and Infectious Diseases says that there are higher chances for the spread of infection during winter because people spend more time indoors. In an office, this risk is increased by cubicles, bringing many people into a close space. Workplace Health Screening and Biometric Testings conducted regularly as part of an overall health management program will increase the chances of Employee Health Promotion Program year round, and especially during Cold Season.

Education Can Increase Employee Health Promotion Program During Cold Season

Educating staff members about various ways to stay healthy during Cold Season may help prevent the spread of any sickness to the entire office. Hand washing is a crucial component in maximizing Employee Health Promotion Program, as bacteria collects on keyboards, mouses, around the water cooler and next to the community coffee pot. As staff members shake hands, infection may be passed, multiplying the chance of getting a cold or coming down with the flu. Hand washing and anti-bacterial cleaners for surfaces can help reduce the spread of sickness.

Employee Health Promotion Program is possible during Cold Season. With Employee Health Promotion Program, your office can reach one step closer to immunity from sickness during Cold Season.

Employee Health Promotion Program Study Shows Millions Lost Due to Illness

Employee Health Promotion Program was shown to be a huge economic boon for companies in a recently-released joint report by  the World Economic Forum (WEF) and the World Health Organization (WHO). Nearly three million productive staff members in labor markets worldwide add up to a lot of money. The Employee Health Promotion Program study estimates that China will lose $558 billion, India $237 billion, and Russia $303 billion in national income from 2005 to 2015 due to only three chronic diseases: heart disease, stroke, and diabetes.

Lack of Employee Health Promotion Program A “Huge Expense”

The United States Center for Disease Control also reports that chronic disease accounts for approximately 75 percent of yearly employee medical care costs in the United States, which constitutes a huge expense for companies. And the Public Health Foundation of India estimates that its country will lose 18 million potentially productive years of life by 2030, a statistic no nation can afford, let alone a developing one.

Employee Health Promotion Programs the Answer

A sustainable solution to these challenges cannot be solved by medical benefits alone. Workplace commitments to Employee Health Promotion Program are also crucial. Companies are advised to implement worksite Health Screening and Biometric Testings for their staff members, as well as look into a comprehensive health management program. These and other precautions are good secret weapons against the economic pitfall of unhealthy staff members.

Employee Health Promotion Programs – Employee Engagement Strategies

Employee Health Promotion Programs without staff engagement are of little use to a organization. How do you get staff members to enroll in Employee Health Promotion Programs – and stay engaged in the programs?

The handouts for these programs discuss the benefits to staff members and businesses. Employee Health Promotion Program statistics show that there are tangible benefits to a organization for offering such programs. Employee Health Promotion Programs actually do save lives by getting workers to take their health seriously, increase productivity, decrease absenteeism and more.

However, St. Louis, Missouri-based Maritz Inc., the world’s largest incentive organization, has applied their own invigorating twist to health management by providing gift rewards to staff members who participate in Employee Health Promotion Programs. The wellness reward program is Maritz’s own Exclusively Yours® plan. Health management participants earn points, which can be then redeemed for merchandise, electronics, restaurant vouchers and travel, much like a frequent-flier program.

Enrollment rewards in Employee Health Promotion Programs?

Undoubtably companies that don’t work in the rewards industry will be tempted to cry foul about using such a rich carrot to incentivize health program enrollments. Not every organization can throw that kind of money at health management resources – and not every organization has the built-in cost savings as a business that specializes in providing reward programs.

For certain rich rewards like Maritz’s will break through the glaze that appears over many staff members’ eyes when they’re encouraged to do something new, different or challenging. For many staff members uncomfortable with health management and exercise, “new, different and challenging” would apply to Employee Health Promotion Programs. So where does that leave businesses who are unwilling or unable to provide rewards for health management program enrollment?

Successful Employee Health Promotion Programs motivate staff members – before and after signup

Employee Health Promotion Program administrators should keep the long-term view in mind when trying to get staff members to take that critical first step. Even the best rewards can fail in the face of faltering organization, badly-designed Employee Health Promotion Programs and wavering support. Make sure to run good Wellness surveys before you build your Employee Health Promotion Programs so employee input and needs are being met by your Employee Health Promotion Programs. The goal is positive outcomes, not high enrollment numbers.

Employee Health Promotion Programs cannot survive managerial apathy. If executive and managerial participation is widespread and heartfelt, staff members will follow their leadership. The potential rewards and Wellness benefits are clearly worth reaping, for both your employer and your co-workers.