The 4 Factiest Facts Overlooked in the Latest Wellness Study Kerfuffle

in Featured

Skuffle cloud to represent wellness industry stakeholder dispute

A study of the BJ’s Wholesale Club employee wellness program attracted a lot of attention in the media, but the most important facts about the study were overlooked.

“The model aims to answer the question: what is the effect of offering an individual the opportunity to participate in a wellness program?”

— From the study’s supplement (eMethods 3. Statistical Analysis)

Facty Fact 1: Worksites, Not Workers, Were Randomized

The BJ’s study was not primarily an evaluation of participation outcomes: Continue reading »

What Works: CDC Survey Provides Context for Controversial Wellness Studies

in Data, total worker health, Uncategorized, Employee Wellness Programs, Featured

Context iconThe BJ’s Wholesale Club study wasn’t the most important employee wellness research published last month. Let’s look at the Workplace Health in America Survey conducted by the Centers for Disease Control and Prevention.

When you put the CDC survey together with BJ’s Wholesale Club research as well as last year’s Illinois University worksite wellness study (both employers found that 12-18 months of wellness programming didn’t reduce healthcare costs or improve productivity) we get a more complete picture of relevance.

The CDC asked about companies’ employee health promotion programs. 2,843 respondents completed surveys — targeting whoever in the company was most knowledgeable about its wellness offerings — from a variety of employers.

Here’s some of what the survey found: Continue reading »

Free e-book: Now We’re Talking! Transform Your Wellness Program With an All-Out Communication Strategy

in Featured

Wellness Program communication e-book

There’s no need to be either frustrated or complacent with low engagement in whatever you offer employees. Download the free ebook, Now We’re Talking!, written by Jozito’s Bob Merberg and published by HES, to learn how it’s done.

It’s not just for walking clubs and smoking cessation programs. For example: Everyone’s talking about mental health, and lots of employers name EAP as their main mental health at work intervention. But EAP utilization is typically 4% or less (sadly, 7% is often considered good). When I oversaw EAP for an employer, utilization averaged between 14% and 18%… because, once we had excellent program pieces in place (integrating it with wellness, absence management, and other functions; implementing proactive EAP outreach to at-risk employees rather than just passively waiting to be contacted by those in crisis), we communicated about it: All the time. Everywhere.

Download the ebook and get started achieving the participation, engagement, and results you’ve always wanted.

Organizational Justice (and Psychological Breach), Well Summarized

in Featured, industrial organizational psychology

wordcloud-- fair unbiased neutral impartial just nonpartisanScience For Work summarizes research-based evidence that can guide business management decisions, with emphasis on industrial and organizational psychology. Their recent post, Why You Should Consider Fairness When Designing Your Change Management Process, exemplifies the well-researched, practical, and engaging content this non-profit organization provides. The topic, organizational justice, can be difficult to comprehend by well-being professionals for whom organizational behavior is uncharted territory. But Science for Work does a fine job breaking it down. See their infographic (below) followed by my two cents, then head on over to ScienceForWork.com to learn more. Continue reading »