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Research shows that wellness initiatives may provide a financial benefit for companies that are dealing with costly healthcare expenses. Common health issues such as high blood pressure, cardiovascular disease, obesity and diabetes are often viewed as low-hanging fruit that can be addressed through corporate wellness initiatives.
The financial impacts of an employee who suffers a heart attack can cost a company thousands of dollars in insurance costs, not to mention the ramifications of temporarily or permanently replacing that employee on the job.
According to Baicker, Cutler and Song (2010), "medical costs fall by about $3.27 for every dollar spent on wellness programs and absenteeism costs fall by about $2.73 for every dollar spent." Other experts tout the value-based benefits of workplace wellness initiatives, focusing more on factors such as company morale and job satisfaction.
Bradley Corp., a Wisconsin-based manufacturer of industrial safety products and commercial restroom fixtures, launched its workplace wellness initiative in 2010. "Our main intention has been to raise awareness of the importance of total health and well-being," says Diane Rudy, Bradleys human resources director. "Ultimately, we want to catch health issues early so employees have the very best outcomes. In general, these efforts can also result in lower cost claims."
As part of the initiative, the company offers on-site exercise classes, wellness clinics and fitness challenges. In addition to offering fruit and other healthy snacks at its facilities, the firm employs an onsite health coach to help guide employees to more healthful habits.
"Our employees' responses to these health initiatives have been remarkably positive," says CEO Bryan Mullett. "Over the past few years, we've seen greater awareness, participation and engagement in Bradley's wellness program, and have heard many health success stories. Without a doubt, our employees are healthier, happier and more engaged in their work and our company because of these efforts."
Based on these experiences, following are several recommendations for developing an employee-focused and impactful wellness initiative.
1)Consider the Value of Wellness Programs, Not Just ROI
Years ago, when companies first recognized the need for health and wellness programs, there was a key emphasis on the return on investment. Understandably, decision-makers base their companies' budgets and programs on the benefit-to-cost ratio. However, a company's degree of employee wellness is not...