Kainos Partners is proud to announce that we are now part of AssuredPartners. After joining the company in February 2021, we are taking steps to align with the identity and culture of our parent company, AssuredPartners. While this change means we have national resources available to us, we still operate locally offering the personal touch that you have come to expect and you will continue working with the account team you know and trust. We are committed to providing Power through Partnership. Learn more at AssuredPartners.com

Blog Post Companies Get Aggressive on Wellness


May

20

2013

Companies Get Aggressive on Wellness

Original article from United Benefit Advisors

Given that the potential benefits of wellness programs include reigning in runaway health care costs, decreasing turnover and improving productivity, it’s no surprise that companies are eager to increase employee participation.

The most popular way of raising participation rates is through incentives. This is primarily done through rewards and prizes, but increasingly companies are using penalties as a way of spurring employees to take part in wellness programs.

A recent survey by Fidelity Investments and the National Business Group on Health found that nearly 90 percent of employers are offering wellness incentives, rewards or prizes, up from 57 percent in 2009. Reported inĀ The Wall Street Journal, the study also found the perks to be worth more: $521 per employee, compared with $260 four years ago.

As Helen Darling, president and CEO of the Washington-based National Business Group on Health, toldĀ Business Insurance, “What a lot of employers have found is that positive rewards generally aren’t that effective unless they involve a fair amount of money, depending on the pay level of the employees. Where the rewards probably had worked initially, employers that have been doing this for a while are deciding that if they wanted to get people’s attention and to get them into the program, a penalty or consequence is going to be more effective.”

Penalties, however, don’t come without risk, including negative reactions from employees. To minimize potential dissatisfaction, companies must communicate clearly and regularly about their wellness programs and goals, ensuring that penalties don’t come as a surprise to employees.

Leave a Reply

Your email address will not be published. Required fields are marked *