Many companies plan to continue or expand financial incentives over the next three to five years; however, the effects of such programs are largely unknown.
Just one-third of employees say the programs encourage healthier lifestyles: survey.
As core strategies for containing employee health-care costs diminish in effectiveness, companies need fresher approaches.
Where do you stand on the cost effectiveness and utility of workplace wellness programs?
Even ignoring predictive analytics results, common sense says wellness savings are real, writes Mike Tinney, CEO of Fitness Interactive Experience.
Steer clear if you're looking for an ROI, says Al Lewis, president of the Disease Management Purchasing Consortium.
Four experts weigh in on whether or not they deliver enough return on investment.
In fact, the programs lose 50 cents on the dollar, says Soeren Mattke, senior scientist at the nonpartisan research organization.
Those that are unsuccessful may fail to determine the program's benchmarks, goals, and vision.
No, say their human-resources leaders. Not even the individual mandate is having an impact.
New regulations could make certain programs more costly and, worse, hinder them from achieving goals that can reduce a company’s health-care costs.
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