New Professional Member Special>>> Save $15 and receive a SHRM tote bag
Many HR pros are surprised to learn that legal protection from retaliation isn’t always guaranteed for them.
Save $15 on a Professional Membership and Receive a FREE Tote Bag.
Get the HR education you need without travel expenses or time out of the office.
We don't just visit a city, we take it over. Join us in NOLA -- June 18 - 21, 2017.
Although most small businesses don’t provide wellness programs for their employees, three out of four that do offer them find that the initiatives have a positive effect on their bottom line, according to a study by health care provider Humana Inc. and the National Small Business Association (NSBA), an advocacy organization.
The survey was conducted in the second half of 2012 among a sample of 1,005 U.S. owners and decision-makers of businesses with two to 100 employees. It defined wellness programs as initiatives aimed at encouraging employees to make healthier choices, such as getting preventative care, eating right and exercising. Key findings were reported in
Workplace Wellness Programs in Small Business: Impacting the Bottom Line and include:
“Nearly all small-business decision-makers consider their employees’ health to be top of mind, but they cited insufficient information and a general lack of confidence as their top barriers to implementing a successful wellness program,” Chris Nicholson, vice president of the employer group segment and COO of health and productivity solutions at Humana, told
Much of the available data on wellness programs “isn’t specific to small businesses, and vendors often haven’t positioned data for small businesses,” Nicholson noted. Affordability is also an issue because many programs are priced in a way that drives the price per participant down as more employees are covered, he explained.
Startups Out in Front
A key factor in small-business owners’ decision about whether to introduce a wellness program is employees’ interest, the survey found. For instance:
“Employees show a greater willingness to engage in wellness initiatives when they are made a part of the culture right out of the gate,” Nicholson observed. He advised existing companies to “find champions who are passionate about wellness and use them to shift the culture. Reinforce their efforts with messages from [leaders at] the top.” Also, fitness contests using incentives such as cash or gift cards—even when the rewards are small—can drive enthusiasm.
Stress as Top Concern
While often focused on physical health, well-being programs can improve mental health, too. For example:
“Stress caused by work, finances and family life is extremely important to manage effectively; it can have a significant impact on employee productivity,” Nicholson said. "Providing workers with financial-wellness coaching can pay off by reducing absenteeism and fostering engagement."
Stephen Miller,CEBS, is an online editor/manager for SHRM.
Health Care Reform Resource Page
Keep up with the latest news. Sign up for SHRM’s free
Compensation & Benefits e-newsletter
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
HR Education in a City Near You
SHRM’s HR Vendor Directory contains over 3,200 companies