The Population Health Management community showcases the latest news and innovative trends on wellness programs employers are executing to help maintain or improve the overall health of each individual employee as well as the entire population, cutting health care costs. This could range from sponsored fun-run, smoke cessation, biometric testing, health and performance, etc.
Wellness needs to lighten up. It is too heavy as a category and sadly is misaligned with the very individuals it is trying to impact: consumers (yes, employees are consumers). Layer on that it is delivered top down from an employer solely to their employees and it is heavier.
For many years, employers rarely linked finances to wellness, but as the statistics show there is a great need for improved financial well being among employees.
In an announcement earlier this week, Keas, the innovative San Francisco-based health and wellness company, revealed an impressive 300 percent year-after-year growth and a number of new clients. Their health and engagement platform now covers two million lives, including many at Fortune 500 and Fortune 1000 companies.
Though workplace wellness programs continue to grow in popularity among U.S. employers, a new RAND Corp. study published in the January edition of Health Affairs reveals some interesting data points on the efficacy of workplace wellness programs to save employers money.
New company will deliver comprehensive portfolio of health engagement solutions to address changing health care landscape
ACT Reporting Provides 360-degree Picture of Total Population Engagement
A single goal of enhancing employee health
This Consensus Statement was prepared by a Joint Committee of the Health Enhancement Research Organization (HERO), American College of Occupational and Environmental Medicine (ACOEM), American Cancer Society (ACS) and American Cancer Society Cancer Action Network (ACSCAN), American Diabetes Association, and American Heart Association (AHA). This
Wellness Coaches USA is excited to release this summary of our “2011 Employer Outcomes Study” which details our employee “engagement” and “health risk factor improvement” results from 2009-2011.
ADP survey reveals wellness programs are part of a human resource strategy for many large and midsized employers to improve employee health and control costs, but majority don’t measure return on investment