“Our health plan doesn’t offer an effective employee wellness program.”
If your members are saying that about you, first of all, you’re not alone: Many health plans haven’t invested in a wellness platform or programming for their employer groups.
But, there are plenty of reasons why they should.
It’s been a long time coming, but finally, companies are opening their eyes to the importance of creating a diverse and inclusive workplace.
After that awareness, though … then what?
To turn good intent into useful action, your company needs to look at its current efforts and ask, “How can we do better?”
Part of this process must include a look at the emotional wellness needs of your employees, especially when it comes to providing mental health benefits that foster a truly inclusive culture.
In May 2021, updated EEOC vaccine guidance was published to help employers navigate how to address COVID in the workplace and their limitations for promoting vaccination.
Given the sensitive nature of this subject, we reached out to Barbara Zabawa, founder and president of the Center for Health and Wellness Law, LLC, whose article, “Are Wellness Practitioners Subject to OSHA’s COVID-19 Healthcare Emergency Temporary Standards (ETS)?” provides a thorough legal assessment of the guidelines.
Zabawa addressed questions related to incentives, mandates, and other wellness-related topics that our clients are anxious to answer.
Your employees have been dealing with a lot. A pandemic, changes in work situations, financial uncertainty, social unrest … but at least they have after-work time and weekends to relax and re-center, right?
Not if they’re caregivers, they don’t.
Being a caregiver to another person in need, whether it’s an aging parent, a child with special needs, or a spouse suffering from health issues, can strain even the most energetic, resilient employees.
In this blog, we’ll take a look at caregiver burnout and what you can do to help mitigate the effects on your employees through your wellness program offerings.
It’s that time of year again when the warm weather reminds us how great it is to be alive. But this isn’t just any summer. We’re rolling into this one with a newfound appreciation for little things we sometimes take for granted, like spending time with friends, going to our favorite restaurant, or hitting a workout class.
As we emerge into the summer sunshine, your employees may find themselves struggling to get back into healthy habits after a year of Zoom calls, Netflix, and food delivery. How can you help them recharge and reengage with your wellness program?
Every corporate wellness platform has a laundry list of features. But over the years we’ve noticed there are three specific features that are make-or-break for our clients.
These are the heavy lifters—without them, you’re likely to find yourself struggling to make the platform do what you want it to do.
A virtual commute might sound silly, but it turns out the commuting ritual has played an important role in employee well-being. And its absence has been noticed.
So much so, you may have read about the push to find ways to bring it back to the remote working environment.
FastCompany, in particular, highlighted the benefits of virtual commuting in its November 2020 article entitled, “Virtual commuting has extraordinary benefits—here’s how to maximize your own.” In it, two executive coaches and leadership experts highlight why virtual commuting can be beneficial to employees and companies.
Editor's Note: We recently updated this previously published post with new insights. Enjoy!
June is National Employee Wellness Month, and what a difference a year makes! Pandemic-related restrictions are slowly being lifted and life seems to be returning to some semblance of normalcy. There’s no better time to celebrate than this month when employees can once again get outside, resume their routines, and reconnect with friends and family.
In many companies, leading remote teams has become a new and ongoing reality as we move beyond pandemic-related social distancing and restrictions.
This puts a lot of pressure on those managers who’ve been “making it work” for over a year, fully expecting to return to an in-person environment.
How can they successfully lead remote teams for the long term?
If you’re looking for an added benefit to offer your employer clients, employee wellness programs are a solid investment and an invaluable asset. Not only do they give you a more thorough and holistic view of your member population, they help drive engagement and promote healthier, happier employees. That’s something that your employer clients will definitely see as a selling point.
Let’s look at the challenges employee wellness programs can solve for health plans and their employer clients.
