It’s a disturbing trend: Americans seem to be getting less healthy with every passing year. According to the Economist, health premiums in America have more than doubled in the past decade. The proportion of adults who are clinically obese more than doubled between 1980 and 2010, to over 30%. This year, healthcare spending hit historically high levels as a share of GDP, and according to government projections, annual health spending is expected to grow an average of 5.8% during the period of 2014 through 2024.
As a leader, it’s your job to ensure you’re always pushing your employees to form positive workplace habits. But like any ingrained routine, it takes more than motivation for it to truly sink in. Even the most promising change can fizz out if it’s not repeated on a daily basis.
Nearly 80 percent of employers offer some form of wellness program, according to a 2015 Business Wire survey. And for good reason: An effective program provides a slew of benefits, from increased employee productivity and morale to a better healthcare bottom line.
But with so much conflicting information surrounding employee wellness programs, it’s easy to implement a program that doesn’t address the health issues you’re passionate about or generate the ROI your business needs.
Unfortunately, this is a growing problem in the corporate world. As wellness spending skyrockets, employers are beginning to ask whether all of that money is delivering the results they’re looking for. And as business leaders search for an answer, one thing has become clear: A wellness program that isn’t rooted in long-term behavioral change won’t deliver the results you want.
Ask any office worker who’s suddenly become tethered to her Fitbit, and she’ll tell you that corporate wellness programs are all the rage right now.