- Nearly 75% of respondents offer at least one incentive aimed at promoting health and wellness.
- 75% of employers, however, said the main goal for incentives and disincentives is to encourage participation, while about two-thirds said their incentives and disincentives focus on changing behavior to improve health and productivity.
- Only 19% of respondents use disincentives. Employers use cash-based and benefits-related strategies most frequently. Prizes and gifts are less common, while salary and job disincentives are only used by a few.
- Substantial sums are invested in incentives and disincentives, with about 50% of respondents investing more than $200 per participant, per year and more than one in five valuing them at more than $400 per participant per year. More than 40% said they would increase the dollar value of their incentives.
MetLife’s research show that:
- The number of companies with 500 or more workers offering a wellness program jumped 8% from 2006 to 2007, climbing to 57%.
- Smaller companies aren’t nearly as likely to offer a wellness program, with just 16% indicating they do so.
- Those that do are pretty confident their programs are working, with 94% saying the programs are effective in reducing medical costs.
Wellness is about improving the health of our most valuable resource so that they can be creative, productive and successful. It is great to see that the number of companies offering some type of wellness programming is increasing. The movement now is to ensure that these programs are more comprehensive and target those things in the employees’ life and work environment that are causing stress. The challenge is to also help small companies find programs that can be tailored to their unique needs and boundaries. The more that we share our information on our successes and failures and savings the easier it will be for more companies to get on-board.
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