The WellRight Blog

An apple a day may keep the doctor away, but what about a good massage? Or maybe some herbal tea? Or perhaps some meditation?

Conventional medicine has long been the dominant source for treatment and advice when it comes to keeping us healthy. In recent decades, however, there is an increased interest in expanding our ideas of healthcare and what it really takes to be well. As a result, people are beginning to integrate other approaches and techniques into their lifestyle.

Read on to learn what integrative medicine is and whether you should make it a part of your employee wellness program.

After the all-too-short weeks home with your new baby, it’s time to go back to work. You head back into the office, say hello to everybody, and check in with your boss to get up to speed. During the conversation, you mention needing a private place to pump milk for your baby, only to hear, “Just go ahead and use the washrooms, nobody will mind.”

At this point, you do a direct stare into the camera like Jim from The Office.

Some people joke about the “man flu”—the idea that men tend to exaggerate their symptoms when they become sick. Recent research suggests there might be some legitimacy to this mythical ailment, however, with a true immunity gap existing between the sexes.

“Man flu” notwithstanding, men have an increased risk for many other serious, even potentially fatal, conditions. As we enter Men’s Health Month in June, it’s important to acknowledge five significant health risks men face and learn what employers can do to improve the health of this segment of the workforce.

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?