Many factors can determine whether workers use their health and wellness benefits—everything from which incentives you offer to how much your staff trusts your organization to whether employees tell their spouses when they’re sick.
If you want your employees to take responsibility for improving and protecting their health, examine how you communicate with them about their benefits, researchers from the Midwest Business Group on Health (MBGH) advise.
Here are eight major findings from the group’s research, along with tips on using the information to trigger employee participation in wellness programs.
1. Employees have an emotional attachment to their health. The fear of dying or getting sick is a more powerful trigger than any monetary incentive you could offer them to stay healthy.
Margaret Rehayem, MBGH director of member initiatives and a researcher on the study, said employees who have watched a love one die from a preve...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- Contractor or employee? IRS launches audit blitz
- How to challenge an unemployment claim
- Worker not returning from FMLA leave? Terminate, but pay benefits for full 12 weeks
- Leave contracts to the experts: Have attorney draft documents detailing benefits