The cost of health and disability insurance offered by a large majority of corporations in America has had a severely negative impact on the bottom lines of those employers.  The outdated model of focusing resources exclusively on treating those who are already sick or disabled can no longer be supported in an era of shrinking margins, global outsourcing and the rapidly escalating cost of treatment.

A growing number of employers are taking a proactive approach to containing these costs by providing employee wellness programs as a standard employee benefit.  The research clearly demonstrates that by encouraging healthier choices among their employees, employers are reaping long term savings in terms of sick time, disability and health care costs.  Return on investment (“ROI”) analysis demonstrates that these measurables are only a portion of the cost savings.  In reality, companies that have effectively developed a wellness culture also realize cost savings in recruitment, retention, reputation and employee “presenteeism” (engagement).

It is critical to understand the key aspects of a truly effective and high ROI employee wellness program.  This webinar will provide multiple steps your company can take – starting that same day – to begin implementing a program that will meet your ROI goals and objectives.  In addition to the 7 key steps covered, attendees will also have the opportunity to analyze their current (or potential) program through the highly regarded Wellness Program Micro-Audit.

ROI in  7 Steps

1. Remove the blindfold
   • Understand the risks in not having a wellness program
   • How unhealthy are Americans?

2. Move forward (not sideways)
   • Avoiding “Token” Wellness
   • Internal steps of value

3. Choose Wisely
   • Types of employee wellness programs
   • What works best for your company
   • What resources are available to your company

4. Individualize
   • The program must be tailored to the individual.
   • One size fits all is no fit at all

5. Incentivize
   • Give your employees incentives to participate.
   • Sample Incentives

6. Cut Off Enablers
   • Excuses will always exist but cannot be an option
   • Bridging the knowing-doing gap

7. Track (and use!) results
   • Develop records that demonstrate ROI benefits of your wellness program.
   • Let the employees know how the program is doing.