According to the fourth-quarter 2010 Principal Financial Well-Being Index, 43% of American workers cited the achievement of better overall health as the number one reason they would or do participate in a workplace wellness program.
In second place, with 33%, was the reduction of personal health care costs, and in third place, with 31%, was the increased chance of living a healthier, longer life.
The Principal Financial Well-Being Index is released by Principal Financial Group and is a quarterly survey of American workers from businesses with between 10 and 1,000 employees.
The fourth-quarter survey included data from 528 retirees and 1,159 employees.
Some key points from the survey included
- When offered by an employer, blood sugar screenings had an 84% utilization rate, an 18-point increase from the prior year.
- When offered by an employer, weight management programs were utilized by 53% of employees, a 25-point increase from the prior year.
- When offered by an employer, personalized action plans for high-risk conditions were utilized by 68% of employees, a 21-point increase from the prior year.
Rising health care costs and greater public awareness about conditions such as heart disease and diabetes likely contributed to more workers taking action toward their own health.
There is clear indication that a growing number of employees are taking more personal responsibility for their health, as shown by increased participation in employer-offered wellness benefits.
Employers can benefit from wellness programs too
Personal responsibility might drive participation, but employers also gain when they offer and encourage wellness benefits.
During the index, workers said the following occurred as a direct result of the wellness programs offered by their employer:
Reported workplace effects
- Forty-three percent felt they were motivated to perform better and work harder.
- Twenty-eight percent said they were absent fewer days from work.
- Thirty-eight percent said they experienced improved productivity and energy while at work.
- Forty-eight percent said that the offering of wellness benefits encouraged them to remain with their current employer.
In closing, this research is echoed by other studies showing that employers who invest in employee wellness — by offering programs and educational resources that help workers manage their health — gain healthier employees and can see productivity and cost-saving improvements.
Employers exploring program options can also review related offerings such as Meal delivery program insurance to support on-site or employee-focused nutrition initiatives.
For businesses with specialized risks, it may make sense to consult providers about specific coverage; one such resource is Consulting Forestry Program.
To discuss coverage or available options, you can talk to an agent.
Frequently Asked Questions
Do employees actually use employer-offered wellness screenings?
Yes; the survey showed high utilization rates for screenings such as blood sugar checks when offered by an employer.
Can wellness programs reduce employer costs?
Employers reported fewer absences and improved productivity, which can contribute to lower overall costs over time.
What types of wellness programs see the most participation?
Programs with convenient access and personalized support, like screenings, weight management, and action plans for high-risk conditions, tend to have higher participation.