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Workplace wellness programs are on the rise. According to a 2017 survey by UnitedHealthcare, 70% of companies now offer an on-site wellness program to their employees, up from 58% in 2008.
That surge in popularity is due in large part to rising healthcare costs, which have forced many employers to look for more creative ways to reduce expenses. On-site wellness programs offer substantial savings because they promote healthier lifestyles among employees, which lead to reduced claims.
But not all wellness programs are created equally. Let’s take a look at the pros and cons of five common approaches to corporate wellness programs.
Possible cost of outside program sponsorship
Each of the above wellness programs has one thing in common. To be truly effective, they must change behavior. For a fitness program to work, it needs to engage employees who aren’t fit, which means they must decide to change their lifestyle to accommodate a workout. Health screenings require that people make positive lifestyle changes after receiving their results. The same is true of nutritional programs, weight-loss initiatives, and competitions.
Effective behavior change starts by meeting a person where they’re at. Are they ready to change their behavior? Are they ready to consider it? Are they even aware that they need to change?
True, behavior change starts by understanding a person’s current state of change then providing them with the resources and support they need to make incremental changes that build confidence, and finally allowing them to take ownership of their own health.
Want to learn more about the power of behavior change? Take a look at our eBook: Sick Care Is Doomed To Failure.
Stay current on healthcare industry developments, Vera updates, in-depth resources, and interviews with Vera providers