Not yet a Member?
HR Magazine is highlighting the next generation of HR leaders.
Is your employee handbook ready for the New Year? With SHRM’s Employee Handbook Builder get peace of mind that your handbook is up-to-date.
30+ HR education programs, including 4 NEW programs on hot topics, are available for registration.
Join us in Chicago for the latest trends and technology in talent management, and what to expect in the future.
IBI's study, Employer Incentives for Workforce Health and Productivity, examined the incentives and disincentives offered by more than 500 employers impacting approximately 5 million employees to promote a healthy and productive workforce. “Our research indicates that employers often aren’t strategic in connecting the incentives and the disincentives they use with their own views about which ones are most effective,” says IBI President Thomas Parry. “Rather than focus on improved health-related outcomes, which is far more important to an employer’s bottom line, the most frequent program goal often is limited to encouraging employee participation in health and productivity programs.”
Among the key findings from the study:
• Employers commonly provide incentives to promote employee involvement in health and productivity.Overall 73 percent of employers surveyed provide at least one incentives program, with mid-sized employers providing the most.
• Only 19 percent use disincentives—penalizing employees who fail to cooperate in health and productivity programs.Employers use cash-based and benefits-related strategies most frequently; prizes and gifts are less common, while salary and job disincentives are used by only a few.
• Encouraging participation was identified as the most important goal, rather than improved outcomes.This indicates confusion about the best ways to measure and reward outcomes.
• Corporate culture is a significant determinant of employer behavior. Many employers are in the early stages of implementing these programs. However, the results point to the need for better communication and corporate reinforcement of the importance of health to both the employee and corporate bottom lines.
• Substantial sums are invested in incentives and disincentives programs, with about 50 percent of respondents investing more than $200 per participant, per year, and more than one in five valuing them at more than $400 annually. More than 40 percent said they plan to increase the dollar value of their incentive-based programs.
Stephen Miller is an online editor/manager for SHRM.
You have successfully saved this page as a bookmark.
Please confirm that you want to proceed with deleting bookmark.
You have successfully removed bookmark.
Please log in as a SHRM member before saving bookmarks.
Your session has expired. Please log in again before saving bookmarks.
Please purchase a SHRM membership before saving bookmarks.
An error has occurred
Recommended for you
Join SHRM's exclusive peer-to-peer social network
SHRM’s HR Vendor Directory contains over 3,200 companies