Employers and schools: The ball is in your court.
According to the Centers for Disease Control and Prevention (CDC), chronic diseases are the most typical, expensive and avoidable health issues. Heart disease, the cause of death for almost 1 million Americans annually, is one example of the devastating impact preventable diseases can have. With such a threat to public health, employers and schools are being called to action. Wellness programs are among the weapons used in today's battle against preventable health issues.
Increased Productivity, Decreased Absences
Try to lower the absence rate at work through wellness programs.
The U.S. Office of Personnel Management (OPM) states that mental and physical health are important parts of a "healthy workforce." In response to this, programs that promote improvements in mental and/or physical health are being rolled out in companies and schools across the nation (i.e., Michelle Obama's "Let's Move" campaign for schools). Improvements in employee and student performance are another benefit that these programs aim for.
Easy Access to Wellness Perks
On-the-job wellness benefits make wellness a convenient option for workers.
Wellness initiatives offered through work and school make it easier to pursue healthier living. Clarian Health, for instance, hosts on-site wellness services for its employees. These services range from a tobacco cessation program to a mental health workshop titled "Stress, Crisis and Burnout," which introduces ways to prevent workplace exhaustion.
With programs of this nature on the rise, employees and students need not travel far to reap the rewards that stem from employer/school--sponsored wellness initiatives.
Programs Can Be Customized
Soliciting participant feedback ensures wellness initiatives are welcomed.
Gordon Shea and Adolf Haasen, co-authors of "The Older Worker Advantage: Making the Most of Our Aging Workforce," write that organizations wanting to design a good wellness program for their employees (or students) must take a survey of what the intended participants' needs and interests are.
Organizations can then use this information to create wellness programs that weigh "costs against anticipated results and organizational resources."
Cuts Employee/Employer/Healthcare Costs
A dollar saved (on healthcare costs) is a dollar towards that dream vacation.
When employers offer patient advocate programs such as 24/7 nurse availability and telephone therapy sessions, these programs allow plan participants to call or click for answers to health-related questions in real time.
By encouraging participants to engage in better practices such as limiting ER visits made for non-emergency care, patient advocacy programs are one way healthcare costs are lowered for all involved.
Could Be Seen as Invasive
With the government already having access to personal emails, phone records, and so on, privacy is in short supply, and mandatory health screenings can lead to low program participation.
According to CNN's David S. Martin, Lincoln Industries, in Nebraska, requires its employees to take part in checkups that measure health statistics such as "weight, body fat and flexibility." These mandatory testings would not appeal to job seekers who are hesitant to disclose health vitals to an employer.
Wellness Initiative Results Are Participant-Driven
If participation in wellness initiatives is low, the return on investment (i.e., health improvements leading to better school/work performance) would be minimal, if at all.
Although promotional materials and incentives such as free fitness products may generate excitement, wellness programs only work when the intended participants take part in the program's offerings.
Tags: employees students, health issues, healthcare costs, intended participants, mental physical, mental physical health, physical health
