I’ve had to eat so much crow since I started posting on this blog, you’d think I would’ve acquired a taste for it by now. My latest sampling was served up courtesy of behavioral economists and their connection, or lack thereof, to outcomes-based employee health incentives.
In one of my least popular posts ever, Be Afraid: Behavioral Economics and Outcomes-Based Wellness (May 2011), I criticized corporate benefits managers who, I argued, relied on the research of behavioral economists to Continue reading
According to the ShapeUp Employer Wellness Survey, the average per employee per year incentive is $375.
I’ll take a pass, for now, on discussing the role of incentives in motivating behavior change. That topic is being well covered in all corners of the wellness world.
Let’s take a look at this number, $375. While ShapeUp wrote in its blog, and its webinar debate, that this is the average per employee per year (PEPY) incentive, I suspect that they were being more precise when they stated in their survey results that $375 was Continue reading
Here, in no particular order, are the Employee Wellness Network‘s picks for 2010′s Top 10 Developments in Employee Wellness:
- The Washington Post reveals what most employee benefit managers long suspected: “Misleading claims about Safeway wellness incentives shape health-care bill.” Safeway disagrees.
- A new study lends credence to return-on-investment (ROI) claims. In the February issue of Health Affairs, a meta-analysis suggests that medical costs fall by $3.27 and absenteeism costs fall by $2.73 for every dollar spent on employee wellness programs.
- A newer study casts doubt on ROI claims. In July 2010, a study by the National Institute for Health Care Reform concludes, “ROI is uncertain and measurement Continue reading
Posted in Commentary, Employee Wellness Programs, GINA, Uncategorized
Tagged employee wellness, GINA, health care reform, intrinsic motivation, return on investment, ROI, social media, wellness grants, wellness incentives, work life balance