Wellness program design continues to evolve, often striking out in new directions as corporations gain more experience with what works and what doesn't, from a variety of standpoints.
A survey from the International Foundation of Employee Benefits Plans, dubbed Workplace Wellness Trends, identified what it termed less traditional variations on the theme. The report is based upon interviews with 479 management and professional level employees of U.S. and Canadian firms.
"More traditional wellness initiatives like health risk noticed a growing emphasis on more non-traditional initiatives like mental health coverage, vacation time and tuition reimbursement," the report said.
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"Some of the more unusual offerings emerging are discounted or free wearable tracking devices, themed dress-up days, game leagues, financial education and workplace design changes like collaborative work spaces, standing/treadmill desks and walking loops."
Here's the foundation's list of the top non-traditional wellness initiatives it identified:
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Vacation time/time off use is encouraged (66 percent)
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Mental health coverage (63 percent)
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Tuition reimbursement (63 percent)
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Community charity drives (57 percent)
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On-site events/celebrations (50 percent).
And the comparable list of top traditional wellness initiatives:
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Flu shot program (71 percent)
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Smoking-cessation program (54 percent)
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Health risk assessments (51 percent)
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Health screenings (50 percent)
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Wellness competitions/fitness challenges (42 percent).
When asked why their organizations offer wellness initiatives, 59 percent said "primarily to invest in/increase worker health and engagement." The remaining 41 percent said "primarily aim to control/reduce health-related costs." The report said 26 percent are analyzing their programs for ROI. That's a far higher percentage than for gauging ROI on other initiatives and benefits, which was reported to be about 4 percent.
Those tracking ROI are finding positive results, the study said.
"Among organizations analyzing and aware of their wellness ROI, 93 percent are achieving positive ROI –the average ROI per $1 spent is $3," the foundation said.
Other data from the study showed that among organizations tracking more specific wellness efforts:
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54 percent said wellness efforts have improved engagement;
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45 percent said wellness efforts reduced absenteeism;
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38 percent said wellness efforts have positively affected their organization's overall bottom line.
"Employers are taking a greater interest in the social and mental well-being of their employees," said Julie Stich, director of research. "Both traditional and nontraditional wellness benefits are creating the return on investment employers are looking for in their workplace wellness programs."
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Dan Cook
Dan Cook is a journalist and communications consultant based in Portland, OR. During his journalism career he has been a reporter and editor for a variety of media companies, including American Lawyer Media, BusinessWeek, Newhouse Newspapers, Knight-Ridder, Time Inc., and Reuters. He specializes in health care and insurance related coverage for BenefitsPRO.
