The Ohio State University Health Plan manages healthcare insurance benefits and wellness resources for the university’s 29,000 employees, as well as their spouses and dependents. The Ohio State University is one of the nation’s top 20 public universities, and its Wexner Medical Center ranked #3 among 104 academic medical centers that were included in the 2014 University Health System Consortium Quality and Accountability Study. The health plan, medical center and university work together to help deliver safe, efficient, patient centered care to its members.
With all the complexities of the U.S. health care system, people consuming health care services continue to find it challenging to navigate. That’s why, for the fifth year, Aon Hewitt is pleased to partner with the National Business Group on Health (The Business Group) and The Futures Company to conduct the Consumer Health Mindset Study. The study explores the health attitudes, motivators, and preferences of consumers across the U.S.— particularly employees and their dependents as they interact with their employer-sponsored health plans, wellness programs, and the broader health landscape.
Along with our findings about the consumer health mindset, we recommend practical actions you can take to meet consumers where they are and guide them in navigating health care more effectively.
Social connectedness is essential to employee health. The need for social connections in ingrained in us from the day we are born. What’s more, humans are known to be naturally social animals and need to have relationships with others, both in our personal lives and in the workplace. But where did this desire for social connectedness come from, and what does it really mean for employees’ health and wellness?
Download our white paper, “Social connectedness: The secret to employee health and happiness” to learn:
• The science behind social connectedness
• How social behaviors impact our health and the workplace
• How to incorporate social technology into your wellness program
You’ll also receive key takeaways on driving social engagement in your wellness program.
How can a corporate wellness program get your employees motivated?
Motivation is essential to maintaining positive behavior changes, especially when it comes to achieving health goals. But how do employees get motivated, and most importantly, stay motivate? Simply put—it depends on the person and why they want to get healthy.
Download our white paper, “The truth about motivation and what makes healthy habits stick” to learn:
• The ins and outs of motivation
• The importance of motivational interviewing
• What motivation means for wellness incentives
You’ll also get your hands on motivational messaging tips to apply to the various fitness levels at your company.
Get your team on a path to wellness today. Download the motivation whitepaper now!
Published By: Lumeris
Published Date: Aug 04, 2014
Providers need new engagement strategies and workflows, such as those offered by Lumeris, which empower consumers to make educated health choices and become partners in their own wellness. In turn, patients need the right support from their providers, in innovative, high-touch forms, so they can make the right health care and financial choices for themselves and their families. Lumeris offers five strategies for effective consumer engagement, as well as the high-touch, technological know-how to activate patients.
Your business is important, and so are the employees who make it great. When they're healthier, they're happier and when they're happier, they're more engaged at work. That's why having a wellness program that works is the key.
Keas surveyed more than 100 Human Resource Executives across the United States via an online survey between July 31 and August 16, 2013. This survey tracked HR executive opinions on HR topics and plans and priorities for the 2014 calendar year. The survey revealed health and wellness programs are taking center stage in employee engagement and retention. With healthcare costs and obesity-related diseases on the rise and wellness incentives baked into the Affordable Care Act (ACA), this will be the first year health will play a major role in health benefits as organizations integrate preventative care programs to manage costs.
The start of the Affordable Care Act has been delayed to January 2015 and now is the time to get educated on provisions for Corporate Wellness Programs which are critical to combatting rising healthcare costs.
The Employee Well-being Platforms Buyer’s Guide will take the guesswork out of your decision. Learn how to properly evaluate the options on today’s market and determine what features matter most to you.
The economics of employee health & happiness are both frightening and wildly compelling. Companies that seize the Employee Wellness opportunity will win the war for talent and distance themselves from their competition. Wellness is no longer a "nice to have." It's business strategy.
Few industries have seen as much change in recent years as the healthcare sector. Sweeping legislation, a new incentive structure, a raft of regulations, and an emphasis on wellness rather than mere “sick care” have altered the clinical and administrative landscapes. Oracle is helping healthcare organizations deliver great patient experiences with a cloud-based strategy that uses innovative technology to meet the needs of everybody involved in the continuum of care.
Human resource leaders and executives are under pressure to combat rising health care costs. But you are not alone. Learn from your peers and discover how to translate this data-rich survey into actionable tactics for your company's health care savings and long-term growth.
Creating social networks helps motivate employees to participate in your health and wellness programs. And the more employees engage with your programs, the greater the impact. Download this new report to discover how social networks can improve engagement and get people on track toward improving their health together.
Getting employees to participate in prevention-based health and wellness programs remains a challenge for many human resource leaders. But you are not alone. Download this report to learn best practices in incentive planning from your peers. You'll also discover how to translate this data-rich survey into actionable tactics for your company's health care savings and long-term growth.
Looking for cost-effective benefit alternatives that increase productivity and reduce absenteeism? It’s time to look at workplace wellness programs. These programs are no longer a trend — they are here to stay. Providing employees with incentives to get healthy and stay healthy can have a positive impact on engagement and the bottom line. This white paper from TharpeRobbins shows you the advantages of an employee wellness program and how you can get started with one in your organization.
Guidebook: 4 Ways to Implement Your Best Activity Challenge Yet
Leading companies know: employees who are physically active are healthier and more productive, and wellness programs can play an enormous role in driving physical activity and health in the workplace. In this guidebook, you’ll learn:
- How to create an effective communications plan
- The right way to incorporate incentives
- Unique activity challenge ideas to get your team moving
- And more
The secret to employee health and happiness. It's a fact: positive social interactions at work have been shown to boost employee health.
Social connections are just as important in the workplace as they are in other aspects of life. Being surrounded by compassionate, friendly coworkers can boost productivity and commitment to the
Check out our white paper on social connectedness to explore:
? The science of being social.
? How social behaviors impact our health.
? Key takeaways on driving social engagement as part of your wellness program.
This technical brief streamlines and simplifies the key issues in the new regulatory landscape and provides information to help inform important business decisions regarding Wellness programs. "The Legal Environment of Wellness" offers in depth information abuot wellness program requirements under the ACA, and reviews how corporate wellness programs are impacted by the rulings of the Affordable Care Act (ACA) and HIPAA. In addition to the ACA, it covers information companies need to be aware of regarding how other legislation may impact their health promotion efforts. Choosing a new wellness program or bringing current programs into compliance will require a thorough understanding of new and existing laws and sometimes complex decisions and structural redesign.
Companies that offer employee wellness programs are clearly committed to the idea that a healthier workforce means a healthier bottom line. Yet, how this connection gets made is the subject of much debate. What's really known about what work? What will it mean to your company, in terms of business outcomes and healthcare costs? And, how do you show real bottom-line benefit to a skeptical CFO or CEO?
"Have you ever caught yourself assuming that all Millennials are active athletes and all Baby Boomers are more sedentary? By making generalizations about employee health goals based on age groups, you risk misunderstanding your employees and their wellness goals. View this webinar and see how you can:
* Manage your wellness program by defining your workforce according to personas
* Motivate each employee based on fitness goals - regardless of their generation
* Increase engagement with targeted communication and attractive incentives
Have you ever caught yourself assuming that all Millennials are active athletes and all Baby Boomers are more sedentary? By making generalizations about employee health goals based on age groups, you risk misunderstanding your employees and their wellness goals. Instead, try managing your wellness program by defining your workforce according to personas.
In a three-year retrospective study that analyzed health care claims and wearable device data from a self-insured employer, Springbuk looked at the potential impact of Fitbit technology as part of a wellness program.
The analysis shows that connected health and fitness interventions can close the gap between the everyday actions that change health and drive outcomes for employee health and employer cost. Some of the key findings include:
* Employees who opted into the Fitbit program demonstrated significant cost savings when compared to the control group.
* Engaged users cost less than non-engaged users.
* The opportunity for cost savings is potentially the highest with less active individuals.
Curious about what’s worked in wellness for other companies? Need a couple of fresh ideas? Then check out what five different Fitbit Group Health customers have achieved, and learn how they've seen successes in:
* Creating a wellness program that works for their employees
* Incentivizing employees to keep them excited about wellness
* Creating a stand-out wellness program on a tight budget