When implementing workplace wellness programs with incentives, organizations typically have the right intentions – to encourage their employees to live a healthier life. However, too many organizations are sabotaging the effectiveness of the wellness incentives without even knowing it. Designing an effective incentive strategy can be confusing and overwhelming. Below are 3 common pitfalls in wellness incentive designs – their consequences and how to dodge them.

1. Overcomplicated programs

2. Unattainable goals

3. The incentive IS the goal

INTRODUCTION:

INTRODUCTION:

I have been in insurance long enough to understand that just when you think you have it all figured out….you should look around for the 2X4 that is certainly traveling toward your forehead!   I experienced this feeling last week when I was asked by a colleague if “social engineering attacks,” aka Phishing attacks that dupe unwitting employees to voluntarily transfer money or property to phony bank accounts would be covered under the Computer Fraud or Wire Fraud provisions of a standard Crime policy and or Cyber Liability policy.

Kapnick Insurance Group has been offering wellness services to our clients for the past 8 years. However, our traditional wellness services were not enough for our clients to see an impact on their organization. We realized we needed a different approach. Our wellness team spent months creating a strategy that would inspire employee’s to be accountable for their own health. This strategy is what we call Kapnick strive^®.

"Employers can improve the overall health of their employees by implementing interventions that focus on improving the behaviors linked to obesity"

For those of us in the workplace wellness industry, it doesn't come as a surprise to learn that obesity and occupation are related. In working with construction companies and law firms and everything in between, we have learned that different populations have different health issues.

In the past few years, interest in the business value of worksite wellness has grown substantially with the hope of seeing lower healthcare costs. However, there is more to evaluate than just looking at healthcare costs. If an employer accepts that a healthier workforce is likely to be more productive, then improved productivity with the potential for greater business profitability is a reasonable expectation.

 Worksite Wellness: The Role of Wearable Fitness Technology

Currently, 1 in 10 Americans above the age of 18 own some sort of fitness tracking device and that number will only grow. Several companies intent on trying to keep their healthcare costs down have already integrated these devices into their workplace culture.

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In my last blog, I talked about the benefits of offering health screenings as part of a worksite wellness program. Something to consider is what to do once those screenings are completed and participants receive their results - ask yourself these questions:

• Do they understand what they mean?
• What is the value of providing health screenings if participants don’t pay attention to their results?
• What if they don't know what  their numbers mean?

So you have senior management support and your employees are interested in a worksite wellness program, but now what?   A great way to start is by offering onsite biometric screenings.