In this case study, discover how Hallmark Business Connections developed a single, cohesive wellness program with relevance to a diverse employee base divided between two distinct locations in Minnesota.
This white paper discusses the benefit a culture of health in the workplace provides to both employee and employer. It shares insights on best practices to start a wellness program, changing behaviors by using monetary and non-monetary incentives and the cost of doing nothing.
According to Deloitte's "2012 Top Five Total Rewards Priorities Survey”, companies looking to restructure health and group benefit plans throughout 2012 will focus their attention on employee wellness.
According to The Chairman's Blog, Jim Harter, Gallup Chief Scientist for Workplace and Wellbeing, argues that deploying effective workplace wellness initiatives depends on two factors: a holistic approach and across-the-board participation.
According to a study released in February 2012 by the Principal Financial Group, small to medium sized companies (those with 10 to 500 employees) most commonly offer online wellness information to employees.
More than half of Americans reported exercising three or more times a week this February, according to the Gallup-Healthways Well-Being Index, which provides data on healthy living and work environments to improve physical, mental, and emotional wellness.
In a survey conducted by Principal Financial Group, The 2011 Principal Financial Well-Being Index results showed a discrepancy between the most commonly offered wellness programs and wellness programs employees wish were offered.
Companies with 501–1,000 employees are more likely to offer employee wellness benefit programs than smaller companies, according to a study released by Principal Financial Group in the fourth quarter of 2011.