The WellRight Blog

According to the U.S. Chamber of Commerce’s “Winning with Wellness” report, more than 117 million Americans had one or more chronic illnesses in 2012, accounting for a staggering 75% of all healthcare costs and 70% of deaths in the United States.

And these health declines don’t affect only individuals. They also affect workplaces, driving up insurance costs and decreasing retention and morale. And while wellness programs are an increasingly popular way to tackle these health issues, what does the data say about them?

According to Gallup CEO Jim Clifton, “The single biggest decision you make in your job—bigger than all the rest—is who you name manager.” And for good reason.

Managers today account for 70% of the variance in employee engagement, with good managers having the ability to improve morale, increase productivity, and improve performance. In addition, a well-trained manager knows how to mobilize their employees and leverage employee strengths to meet company goals.

It makes sense, then, that developing these great managers should be a top priority for every company. And one of the best tools for doing so may be an unexpected one: their corporate wellness program.

Motivation. We all want more of it, but few of us can seem to find enough of it. And when we do find that burst of enthusiasm, how often do we use it to improve our health and well-being?

Odds are, you’re not the only one having trouble putting yourself first and taking steps to improve your health; your employees are, too. But imagine what could happen if you could change that—if you could boost motivation among your entire staff, energizing them to take action toward improving their well-being?

Every company deserves to reap the benefits of having a wellness program that produces happier, healthier, more engaged employees. But many of these companies may be shying away from implementing a wellness program, thinking that costly wellness incentives are the only way for a program to be successful. After all, employees aren’t going to participate unless they’re getting impressive rewards in return, right?

Think again.

As it turns out, it’s possible to have a wellness program with exciting, sought-after incentives that don’t break the bank.

Heart disease. Prescription drug and alcohol abuse. Smoking. Not only are these on the CDC’s top 10 list of public health concerns, they’re also top-of-mind issues for employers, too.

After all, employers shoulder much of the financial and business costs for the employees and family members affected by these health issues. And yet, employers are also in a position of great influence over these problems.

What better opportunity to foster a healthier population than by focusing on where adults spend most of their waking hours: the workplace?

When Heather Reimer turned 40, she did everything right.

Just as her health provider had recommended, Heather dutifully went to get her first mammogram. After receiving a notification that everything was clear (meaning, cancer-free), she didn’t give her mammogram another thought.

Later that year, she opted to get a whole-breast ultrasound to earn points for her employer’s wellness program.

Eating better, working out, getting more sleep … taking care of our physical self is relatively straightforward (even if it’s often easier said than done).

Achieving good emotional health may be a bit more complicated—but it’s just as important as achieving good physical health. And yet, emotional wellness often lands squarely on the back burner, particularly in the workplace. Why do so few people make their emotional health a priority?

According to Michael O’Donnell, the CEO of the Art & Science of Health Promotion Institute, healthcare costs are spiraling out of control. So badly, in fact, that within the next 50 to 60 years, the United States Congressional Budget Office anticipates that spending on major healthcare programs will rise from 5.5 percent of GDP to almost 19 percent, leading to unprecedented levels of federal debt. And even with all this spending, we’re not getting any healthier.

 But it doesn’t have to be that way.

Enlisting the services of a wellness coach can be a fantastic way to take your company’s wellness program to the next level.

But...not all coaching services are created equal. Maybe there are gaps in their offering, or their expertise, that are holding your wellness program back from its goals.

To help you find out if your coaching service is truly moving your results forward (and to learn what features may make all the difference), take our quick quiz. (To see your results, click the "View Accuracy" button that appears at the end of the quiz. Your answers, along with our feedback, will open in a new window.)

A job with no commute? It’s a reality for an increasing number of people: 70 percent of professionals work remotely at least one day a week, while 53 percent work remotely at least half of the week.

Working remotely offers a lot of perks to employees and their employers. However, remote workers pose a unique challenge for wellness program administrators. How do you engage employees who aren’t physically present?

Just like company procedures and processes have had to adapt to the new reality of remote work, so does your wellness program.