In this episode of the Edelheit Experience, Jonathan Edelheit, Chairman of Global Healthcare Resources, speaks with Dr. Michael Roizen, Emeritus Chief Wellness Officer at the Cleveland Clinic talks about tackling rising employer healthcare spending by increasing employee wellness engagement and participation. Using the case of Cleveland Clinic as an example, Dr. Roizen explains how improved participation in the right wellness solutions translates to better health profiles and less healthcare spending.
Health is not a single entity or destination but a complex of interconnected factors. A one-size-fits-all approach to well-being, therefore, will be ineffective at driving the needed results in the workplace. To build viable wellness solutions, managers and employers need to take a holistic approach that integrates an individual’s social, physical, and personal contexts into providing a unique wellness solution that fits their health and wellness journey
While the pandemic has eased its grip on our lives, it has brought with it some lessons about the inadequacies of our corporate wellness infrastructure. Employers now need to remodel these programs to meet the needs of the new normal, rethinking their approach to wellness and curating initiatives that meet the needs of employees where they are.
VitalLife Scientific Wellness Center walks the talk in wellness, ensuring international patients enjoy the variety of wellness solutions it offers while also enjoying the beautiful ambiance and natural attractions of Thailand.
Unearthing and adopting a value-based approach that works for an organization can take some time and effort, but it is time and effort well-spent. Aligning with members on a definition of value, providing personalized care and making long-term investments are the first steps that every company can take on the path toward delivering healthcare benefits that make a real difference to their members – and in turn, keep their members engaged, happy and health
Health payers are no longer at ease with the current state of U.S. healthcare and are exploring new solutions to cut down healthcare spending without compromising the quality of care and treatment outcomes. One of these solutions is contracting care with international providers that offer first-rate care at a fraction of the U.S. costs, a model that has been adopted successfully by HSM Solutions.
As long as we maintain short attention spans, thrive on instant gratification, and enjoy having fun, gamification will continue to boost participation – and enjoyment! - in worksite well-being programs. Done properly, the results will include a healthier and more engaged workforce, reduced absenteeism, increased productivity, and less turnover. With gamification, we can look forward to the new direction wellness programs will take in the years to come to not only evolve how we work, but the satisfaction we achieve while doing it.
The right well-being program technology can help employees and beneficiaries engage in wellness no matter where they’re located, using fully integrated web portals and interactive apps. Leading well-being technology companies are providing ways for wellness programming to be accessed by all employees and their loved ones, to bring health back home.
Overall, employers are beginning to take financial wellness and other components of employee well-being more seriously, as these underly the global shift disrupting the workplace. The age-long employee dissatisfaction and poor employee well-being indicators are driving these recent changes in the corporate scene, and employers are beginning to rethink financial wellness to rebuild trust with employees and customers, and also improve employee retention and engagement.
Over the years, many workplace wellness programs have focused on ticking conventional boxes that define health; from initiating monthly or regular health assessment tools to coordinating physical activity programs that are few and far between, well-being has not been the focus of most well-being programs, ironically. A culture that supports health and well-being has been the missing link in creating truly effective workplace wellness solutions.
Building the right wellness program for your workforce requires paying attention to the granular issues of wellness and health in your organization. Well-being and health are not stand-alone issues and they are dependent on a large number of factors, including organizational culture, workplace issues, and personal health circumstances. Understanding these contexts help managers and employers identify their employees’ actual wellness problems and roll out the most effective solutions.
More than ever in the corporate space, there is a strong demand for better wellness solutions. Employees are largely driving the workplace wellness shift as they are demanding more from their employers in regard to meeting their well-being needs. This calls for some reflection from employers, therefore, to challenge the “norms’ of well-being in their organization and begin to provide solutions that truly meet the needs of their employees.
Corporate wellness has been on a steady evolution since it was first created. More events are becoming defining moments in the evolution of wellness at work as it moves from a mundane aspect of work to the very essence of work. As employers begin to drive the needed changes in corporate wellness to build more personalized and holistic solutions, they set the stage for building highly resilient and healthier organizations.
The conventional model of healthcare keeps pharmacists focused on the medication dispensary and supply aspect of patient care, with limited access to the decision-making process. Given the enormous knowledge and expertise of the clinical pharmacist in rational and cost-effective use of medicines, their role as key health decision-makers may be the missing link in driving positive patient outcomes.
The pandemic was an eye-opener for many, exposing the flaws and inadequacies of workplace culture, revealing to them, from the myriad of job losses, pay cuts, furloughs, and forceful retirements that came with the pandemic, that they may not be as indispensable as they once thought and that some employers do not really prioritize workers’ wellbeing and health.
South Korea (or simply Korea) is an IT leader that excels in the digital era of the 21st century. Simultaneously, the country has benefited from Hallyu (a Korean wave), an explosion in the global popularity of Korea across all industries, including fashion, food, and, entertainment such as K-pop and K-drama. Furthermore, Korea has emerged as a medical tourism powerhouse, setting off medical Hallyu, showing its strong capacity to be a global medical leader. With state-of-the-art medical equipment, smart IT-based medical technologies, smart hospitals, and innovative treatments, Korea has become a hotspot for doctors. Professional medical tour agencies registered with the Ministry of Health and Welfare provide reliable medical tour services, ranging from airport pickups to hospitalizations, treatments, surgeries, and tours. Plus, the Korean government runs an international medical tour coordinator license program to raise the satisfaction levels of medical tourists.
Health risk assessments (HRAs) vary in length and the depth and breadth of the content they cover. They typically focus on objective measures that are captured via observation, tests, or physical examination, including biometrics (such as blood pressure and weight) and physical activity tracked by wearables. Additionally, subjective measures provide unique insights that can illuminate an individual’s feelings, symptoms, and personal context. When analyzed together, objective and subjective measures of health paint a picture of whole health and well-being across multiple dimensions. Yet, as employers and H&W companies face a constant battle of avoiding lengthy assessments while retaining the most valuable data, subjective measures are unfortunately more frequently viewed as less-valuable elements of HRAs.
There’s a fundamental problem that has plagued corporate wellness programs for ages and has contributed to their failure. When employers treat all employees as the same and provide them with the same set of wellness offerings, the programs will yield sub-par outcomes
The rapidly increasing cost of healthcare is already stressing employees; many are having to abandon treatments as care they have hitherto received have driven them into huge financial debts. While experts project that healthcare spendings could double in the next few years, employers can curb this trend through an effective root cause analysis of this burden and adopting cost-control strategies to insulate their workers and businesses.
Now more than ever, employees are taking their well-being and health more seriously, and this has become a major determinant of organizational success. Employers need to revisit the corporate wellness architecture and fix these deficits. In the long run, offering employees a more personalized and holistic approach to wellbeing not only achieves the set health indicators for their workforce but also saves organizations lots of money.
Literacy begets confidence, just as promoting a culture of literacy begets a confident workforce. If a workplace hinders confidence, if workers have no confidence in themselves or no confidants in whom they may confide, wellness is unattainable.
In a world where the modern workplace is being redefined, there is no better time to try something new and better integrate practices that help boost your employees’ well-being. Virtual workshops are a perfect way to foster a more sustainable work environment and ensure your teams are engaged, connected, and communicating—even if they’re not all in one place.
One thing most industry players agree on is that Wellness and Diversity, Equity, and Inclusion (DEI or EDI, depending on where in the world you are located) are forevermore intertwined. Ultimately, as humans, we need to first respect the dignity of every human being for them to thrive
Shawna Bowen MA., CCWS, NBC-HWC, ACE, a recent graduate of the Certified Corporate Wellness Specialist Program
Corporate Wellness Magazine recently sat with one of the graduates of the Certified Corporate Wellness Specialist Programs on her thoughts about the recent shifts in the corporate wellness industry
The Corporate Wellness Magazine recently sat with Michael Brantley, a graduate of the program to share insights on the current trends in corporate wellness and what to expect in the future.
The Corporate Wellness Magazine sat with a recent graduate of the Corporate Certified Wellness Specialist program, Michelle Lauren.
CWM recently met with one of the graduates of the program, Susan Van Hoosen, to discuss the seismic shift disrupting the corporate wellness industry and what the future holds.
In this interview, CWM speaks with Mary Toland Shaw, a leading health coach and a recent graduate of the CCWS about the future of corporate wellness.
Corporate Wellness Magazine sat down with one of the recent graduates of the program, Kendra Julien to discuss the ongoing transformation in the corporate wellness space.
In this interview, Corporate Wellness Magazine talks with Kamilah Exum, Principal Consultant of Exum Consulting and a graduate of the CCWS Program, discussing the current trends in the corporate wellness industry and the massive shift the space is currently experiencing.
To thrive in the new era of work, employers and managers need to build the requisite skills and resilience to cater to the growing health, wellness, and safety needs of their employees. The Corporate Health and Wellness Association designed the Certified Corporate Wellness Specialist (CCWS) Program, to provide these skills and the resources needed for building effective wellness initiatives. This pioneering employee benefits and wellness course contains best practices from leading employers such as LinkedIn, PepsiCo, Delta Air Lines, Gallagher, and more. The Corporate Wellness Magazine sat down with a recent graduate of the CCWS program, Sahara Rose De Vore, to learn how she has benefited from the course. Sahara is a wellness travel coach and CEO and Founder of Sahara Rose Travels, LLC
The Corporate Wellness Magazine sat with a recent graduate of the CCWS program, Carol R. Battle to talk about current trends in corporate wellness and how the specialist course has redefined her perspective on workplace wellness. Carol works for the State of North Carolina as the Health/Wellness, Recognition, and Awards Manager.
Every day we make some choices and decisions, some are easy and at times, some of them can be extremely difficult. Easy decisions include what to wear or eat, difficult decisions include a deeper level of thinking like what career path to choose.
Workplace wellness challenges are the activities that engage people in becoming happier, healthier and energetic at work. The purpose of the challenges is to encourage healthier lifestyle behaviors.
Just as coronavirus restrictions seemed to be easing up in early 2021, the American workforce faced severe disruption from what has now become known as 'The Great Resignation.' Millions of workers across the country quit their jobs and are not looking back. For most of these workers, it is time to say goodbye to their employers and to the conventional work model that has drained them for years. According to data from the Bureau of Labor Statistics, resignation numbers in November 2021 hit a record high of 4.5 million people, a considerable increase from the pre-pandemic level of 3.5 million people in April 2020. The reasons are the same across the board: employees are demotivated, dissatisfied, and disgruntled by how the conventional work model has made them pawns in the corporate space, growing businesses and improving the profitability of their organizations at the expense of their well-being and health.
One of the most prominent changes in healthcare has been the advent of a digital revolution in the industry. In what has been described as the "Uberization" of healthcare, key players have attempted to leverage the rapid developments in technology to disrupt patient care delivery and gain a competitive advantage. Healthcare systems and providers have now adopted electronic health records, remote monitoring systems, telemedicine, and other technologies to transform patient care. This transformation has seen health data extensively stored, shared, accessed, analyzed, and used in digital platforms, including wearable devices, smartphone apps, medical devices, and AI-driven models. Consequently, this shift has provided healthcare systems and other stakeholders access to a digital universe with large volumes of useful information that is integral to driving topline results and improving healthcare outcomes.
Now more than ever, employees are driving a paradigm shift in the workplace, demanding greater priority for safety and wellness. This will be a key determinant of a thriving business In the post-pandemic era of work. However, integrating wellness into your organizational culture requires specialized skills and training to take the proper steps. The Certified Corporate Wellness Specialist (CCWS) Program, designed by the Corporate Health and Wellness Association, offers this and more, providing up-to-date training and skills in corporate wellness strategies in line with global best practices.
The Certified Corporate Wellness Specialist (CCWS) Program, designed by the Corporate Health and Wellness Association, is a pioneering employee benefits and wellness course containing best practices from leading employers such as LinkedIn, PepsiCo, Delta Air Lines, Gallagher, and more. The Corporate Wellness Magazine sat down with a recent graduate of the CCWS program, Chris MacKoul, to learn how he has benefited from the course. Chris is a Program Manager at Lulafit, a wellness and wellness amenities service.
At this year's Healthcare Revolution, Super Bowl LIII MVP, Julian Edelman, discussed the importance of properly treating musculoskeletal (MSK) disorders and how to manage the blend of virtual and in-person physical therapy for maximum efficacy. Read on below to learn how to approach MSK like an NFL champion.Question: We’re seeing an enormous focus on musculoskeletal (“MSK”) solutions in the employer healthcare space, given the costs associated with pain conditions. You have a well-document history of various injuries and pain conditions that all required rehabilitation. Do you think it’s important to have convenient access to MSK care, and do you have any advice for employers looking to implement an MSK solution?
As your company executes on 2022 objectives, you – like many HR leaders – may find yourself asking: What can I do to improve employee retention? In the midst of the Great Resignation, it's a vital question. Over 4 million employees have been quitting their jobs per month. With COVID becoming endemic and continuing to affect stress and burnout, it's more important than ever to let employees know they're valued. According to the Wall Street Journal, "The shift by workers into new jobs and careers is prompting employers to raise wages and offer promotions to keep hold of talent." Beyond these go-to solutions for employers to bolster their workforce—what other creative strategies can you use in 2022 to help show employees you really care?
With DayTwo, the answer is yes. What role can an algorithm play in giving you advice about your health? Can a computer program play the part of a diabetes coach? DayTwo's precision health solution was recently featured in a New York Times article exploring the role of artificial intelligence (AI) in the growing world of personalized nutrition. In the article, author Sandeep Ravindran notes that a host of apps are offering AI-based nutrition solutions. "Instead of a traditional diet, which often has a set list of 'good' and 'bad' foods," he writes, "these programs are more like personal assistants that help someone quickly make healthy food choices. They are based on research showing that bodies each react differently to the same foods, and the healthiest choices are likely to be unique to each individual." What does this personal AI assistance look like exactly? At DayTwo, our registered (human) dietitians are using the information provided by AI (developed with the world's largest microbiome dataset) to empower people to make better decisions about which foods or food combinations will lead to fewer spikes in blood sugar. The algorithm behind the DayTwo app uses microbiome profiling to predict how each person's blood sugar will respond to certain foods. Instead of another one-size-fits-all fad diet, the personalization based on an individual's microbiome enables customized food recommendations.
2021 was the year of The Great Resignation. A record-breaking 47.4 million people voluntarily left their jobs, and the numbers for 2022 are showing little relief for companies in their search to retain talent. Burnout has been cited as the number one reason employees are leaving their jobs, and it has presented itself as a hurdle that companies and HR leaders are facing, with 44% of employees saying that they are more burned out on the job. Burnout can affect not only workplace happiness and satisfaction but also have serious long-term consequences on individual health, leading to poor sleep and ultimately higher risks of heart disease, diabetes, and stroke, as well as anxiety and depression.
The coronavirus pandemic has undoubtedly led to one of the biggest shake-ups in the corporate world in the last few decades. The workplace has been hit by endless cycles of closures and re-openings, restrictions on indoor capacity and operations, and other disruptions that have altered business in more ways than one. But, with the world gradually returning to normal, employers have met new realities in the workplace, with major paradigm shifts that are redefining business.
In a captivating episode of the Edelheit Experience podcast, Chairman and Co-founder of Global Healthcare Resources, Jonathan Edelheit, sat with Kate Brown, head of Mercer's Center for Health Innovation, to discuss the latest trends and disruptive innovations in the employer-sponsored healthcare space.Kate Brown is an expert in managing and improving employee population health through corporate wellness initiatives and also holds a master's degree in kinesiology and a Certified Employee Benefit Specialist (CEBS) designation. She is also a speaker at this year's Healthcare Revolution conference, the nation's largest event for self-funded employer healthcare, benefits, and well-being. Register for free to learn how the top employers in the country are working their way to the conference's 3 moonshots:1) Reduce employer healthcare and benefits costs by 25% by 2025.2) Reimagine engagement and well-being.3) Provide 40% of healthcare services virtually and through technology by 2025.
Chronic condition management is a broad term that encompasses benefit programs to help people manage or reduce symptoms and control disease progression. According to the CDC, 6 in 10 Americans live with at least one chronic condition, with 40 percent of US adults having two or more conditions. Chronic conditions are the leading causes of death and disability, as well as a leading driver of health care costs. Chronic condition management helps people live happier, healthier lives while preventing unnecessary healthcare utilization.
Rosa Novo is the Employee Benefits Director at Miami-Dade County Public Schools, the 4th largest school board in America. She is the administrator of the District's self-insured healthcare plan, which provides coverage to 71,000 individuals at a value of $360 million. She has been creating strategic health and wellness programs for the school district for 31 years. Her wellness focus is to increase awareness of both benefits and personal health status while establishing and maintaining a workplace that encourages environmental and social support for a healthy lifestyle.
Digital healthcare has been a slowly growing area of healthcare since the dawn of the millennium. There had been clusters of virtual care services across the world, but the model had been largely resisted by healthcare providers who believed in the conventional model of healthcare. Then the pandemic struck and redefined the norm. In the wake of the pandemic, there has been mass adoption of virtual healthcare. The coronavirus restrictions led to limited access to healthcare via traditional hospital visits, and stakeholders had to leverage digital innovations. This led to the rapid adoption of telemedicine platforms for most non-emergency care services.
Business owners must take this as a wake-up call to rethink employee safety as a continuous workplace project, not just about today or this pandemic, but arming the workplace with concrete steps to mitigating even future pandemics.
It is time for employers to walk the talk, enough of seminars and conferences only talking about workplace wellness initiatives; employees now want to see it being actively integrated into all aspects of work as this factor has become the key determinant of success for any business.
Innovations in care delivery are improving evidence-based practice with transformational technologies that build upon the trusted doctor-patient relationship. Designed to empower providers to deliver high-value, personalized care, and evidence-based improvement, the result fosters better patient and provider experiences by meeting patients where they are on their journey. Ultimately, this significantly reduces the total cost of care and accelerates organizational performance.
The pandemic has led to a paradigm shift in the corporate world. There are now more job positions but fewer employees to fill in these vacancies, no thanks to a great awakening by employees following many years of enduring a dysfunctional work culture. Now, HR leaders must identify and address the needs of employees to re-recruit them or get swallowed up in the Great Resignation.
Global Healthcare Accreditation (GHA) today launches GHA For Business, a dynamic framework and virtual accreditation program focused on organizations prioritizing the safety, health, and well-being of employees, customers, and guests.
There’s always a once-in-a-generation opportunity to redefine how we live, and the Great Resignation has presented one. The mass exodus of workers is driven by many factors, but one central theme: deficiencies in workplace culture. Therefore, businesses that respond appropriately to this paradigm shift will be the ones that will thrive in the post-pandemic era
Anxious about contracting the illness, employees are faced with a pervasive need to avoid all potential sources of the virus, one of which may be the workplace. Now many business leaders are concerned – will workers quit when you force them to return to the office?
South Korea is one of the most beautiful tourist destinations in the world, drawing visitors and holidaymakers from around the world to experience breathtaking views of the Seoraksan National Park, the Seoul tower, or just to enjoy a quiet, spiritual walk in the ancient mountain top temples at the heart of the capital city.
With so many companies focused on diversity, equity, and inclusion (DEI) initiatives, it’s critical to consider how your fertility benefit can support employees of all gender identities, LGBTQ+ employees, and single intending parents.
You remember the peculiar trend of 2014 where people dumping buckets of ice water over their heads on social media. The "Ice Bucket Challenge" was a viral fundraising and awareness campaign for Amyotrophic Lateral Sclerosis (ALS) disease.
Corporate wellness should encourage a new definition of retirement and extend it to employees who are part of the same fraternity. The duty each company owes its workers, which will make wellness a sustainable lifestyle for future retirees and their families.
Most patients only understand and retain about half of what a provider tells them, and do not feel comfortable to clarify. Almost 90 million people in the U.S. lack the basic skills or proficiency necessary to understand and use health information as reported.
Financial wellness program provides freedom from financial crunch as well as success for the company and workers together. More than 80% of the companies have already implemented while the rest 20% of companies are planning to do in the near future.
Chipotle wanted to develop a wellness program to change company culture and it garnered dismal employee participation and engagement. Chipotle had wanted to build a culture of wellness that matched its menu, a program having belief and value.
Hypertension, obesity, and overweight which harm worker health and productivity are considered an epidemic in the U.S. Almost 30% of the adults are hypertensive, one-third are obese, and almost one-third are overweight.
Chronic stress is linked with increased risk of high blood pressure, heart disease, and other potentially serious conditions. It decreases the ability to fight infections, and worsen some existing conditions such as asthma and digestive problems.
Everyone wants a better culture of health and 68 percent CFO's strongly agreed to improve health culture was the company's goal. For many, culture is abstract, a presence felt, and culture boils down to social influence and group expectations.
The wednesday morning often brings bagel and considered donut day, it comes with overeating, too many carbs and a bit of guilt. Offices have definitely cut back on what they are providing for their staff, what is still lurking in the kitchn and how we make it healthier.
If employers are going to make multiple yearly investments, senior leaders can not afford to waste time or dollar on programs. Employers also need to know that their investment in wellness programs is being used to efficiently and effectively.
If employees in your office are gaining weight, you might be part of the problem as they are eating carbohydrate-rich foods. The dish on a desk or counter filled with wrapped candies or mints can be the main reason for your weight gain.
Chronic diseases including heart disease, stroke, cancer, diabetes, and arthritis are costly yet preventable of all health problems. That's why chronic disease prevention and health promotion programs have become a strategic imperative for hospitals.
A consultant needs to develop a relationship with their client, wellness vendor, health insurer, and product provider. Planning activities in advance, setting lofty goals and preparing a marketing strategy to engage employees for each employer-client.
Corporate wellness programs are a recent mega-trend impacting businesses of all sizes enhancing work experience. The pursuit of innovative ways to keep employees engaged in wellness programs is more important than ever before.
A global survey on workplace wellness underlines daunting challenges to implementing a global corporate wellness program. Of all the deaths worldwide, 63% stem from NCDs, many attributed to the 2.1 billion who are obese or overweight.
The first step to profitable workplace wellness starts with the CEO as the human nature is to follow anything by example. Other include business and employment needs, opportunity, action-oriented fitness and nutrition, clear goals and plan of actions.
To bring the best resources and education available in the corporate space, CWM has identified the leaders in the industry. We will be providing Q&A's with these leaders, who were awarded for their achievements at the Annual Employer healthcare Conference.
To improve employee health and overall well-being, you are most likely reviewing the costs, features and benefits of wellness programs. Recent studies in Canada and the United States report that 80% of illnesses and diseases are preventable.
For companies to remain strong, they need to invest in health insurance options to ensure the employees are fit for today. Staying on top of the latest benefits is important and employers these days are becoming the "employers of choice."
With a rise in healthcare costs, organizations are seeking strategies to help improve the health of their workforce. Despite having a number of benefits and programs, many employers still face challenges engaging employees to take steps towards better health.
It is no secret that healthier and more engaged employees are more effective at the workplace as compared to their peers. Engaged employees experience even higher performance outcomes when physical wellness programming is added to the mix.
Earlier in my health promotion career, I helped an employer create a 'biggest loser' style weight-loss contest at work. Even without that empirical knowledge, I felt uneasy about my role in that program, and about all of the similar weight loss contests.
With its middle American charm and an award for being one of the top ten towns in the midwest for millennials to work. But, normal still experience the same pains and stresses of rising healthcare costs for its government employees just like a big city like New York.
Almost 10% of the U.S. population is suffering from any of the two forms of diabetes and they are considered sick. Other diseases include heart diseases, cancer, and strokes are also prevalent and we are in the midst of a public health crisis.
Breakfast is considered as the most important meal of the day, though some food manufacturers deny that but various studies support this claim. Researchers have studied mostly the immediate effects of eating breakfast compared to skipping them.
The basic ideology of leadership is how well you are able to connect with people, irrespective of your educational background. Some traits like listen and follow up, taking actions on little things, being genuine and accessible helps make good leader.
Despite the significant time, energy, and money spent by employers on weight-focused programs, little sustainable change has been shown to date. Studies have proven that weight loss program does not create lasting changes in weight or health.
Too much of stress in life comes from interactions with colleagues, family, and friends who are less-than-direct. Particularly stress is being on the receiving end of a passive-aggressive person and passive-aggressive behavior in my opinion.
American Express is offering new and expecting parents a reason to celebrate as it's providing family expansion benefits. Employees will be eligible for enhanced family benefits that cover fertility, adoption, or surrogacy.
If you like movies, then probably because they provide a temporary distraction from the stress of everyday life. Whether it is 50 First Dates or Groundhog Day, Hollywood has a recurring theme of characters reliving days because of poor choices.
It is not easy to promote corporate wellness without a guide that enables us to distinguish between experts and actual ones. It is difficult to encourage your employees to make good health a priority when you have no idea about the best caregivers.
Approximately 19.7 million Americans suffer from substance use disorder (SUD) and that an estimated 8.5 million American adults suffer from co-occurring substance use disorder and mental illness.
Many companies have tried implementing a wellness program in the past and are unsuccessful because of the variety in wellness programs. Earlier, many wellness programs consisted merely of a health screening and monthly newsletters that employees didn't read.
An employee with more industry and real-world experience within the workplace confers a distinct competitive advantage. These individuals are evolved into subject matter experts or knowledge leaders by virtue of the time they have spent in their profession.
Yelp was openly shamed by an employee who said the company's meager wages coupled with the high cost of living stressed her. The young woman, who is part of the millennial generation, is receiving criticism for blasting her boss online.
Personalization drives success across nearly every industry, right from the smartphone apps to luxury travels and many other things. Personalized products and services as per personal habits and goals or desires have a higher chance of getting successful.
It is an improbable idea and hard to convince people to buy health insurance or to enroll in an online course related to fitness. It is even harder to improve a worker's health, never mind improving workplace morale just by revamping the website.
Here is an exclusive interview with Dr. Julia Halberg, Director of Global Health, General Mills by Jonathan Edelheit. At General Mills, wellness is very important and our mission is 'Nourishing Lives' which centers on making lives healthier, easier and richer.
As the annual dialysis charges topping, it is easy to understand why programs that address dialysis have become popular. What's less understood is by the time one starts dialysis, the proverbial horse has already left the barn.
Becoming an e-patient provides access to managing own care, providing care for others and helping professionals improve the quality. Start the habit of looking healthy and search for medical issues on the web and join relevant online forum as per the disease.