According to the fourth-quarter 2010 Principal Financial Well-Being Index, 43% of American workers cited achieving better overall health as the primary reason they would or do participate in a wellness benefit program. In second place, 33% named reduction of personal health care costs, and 31% said an increased chance of living a healthier, longer life.
The Principal Financial Well-Being Index is published by Principal Financial Group and is a quarterly survey of American workers at businesses with between 10 and 1,000 employees. The fourth-quarter 2010 findings included responses from 528 retirees and 1,159 employees.
Program utilization when offered
- When offered by an employer, blood sugar screenings had an 84% utilization rate, an 18-point increase from 2009.
- When offered by an employer, weight management programs were utilized by 53% of employees, a 25-point increase from 2009.
- When offered by an employer, personalized action plans for conditions considered high-risk were utilized by 68% of employees, a 21-point increase from 2009.
Many observers attribute the rise in participation to increasing health care costs and greater public awareness of chronic conditions such as heart disease and diabetes. The survey results show a growing number of employees taking personal responsibility for their health and using employer-sponsored wellness benefits.
Employers can benefit from wellness programs
While personal motivation drives participation, employers also gain when they offer and promote wellness programs. For employers looking for more context on program design and outcomes, see Employee Wellness Programs and Their Impact.
Employee-reported effects
- Forty-three percent felt more motivated to perform better and work harder.
- Twenty-eight percent reported fewer days absent from work.
- Thirty-eight percent experienced improved productivity and energy while at work.
- Forty-eight percent said wellness benefits encouraged them to remain with their current employer.
Other studies support the idea that employers who invest in employee wellness can see improvements in productivity and potential cost savings. Some employers add services such as subsidized meal delivery to support healthier choices; learn more at Meal Delivery Program Insurance.
If you are evaluating wellness offerings for your business or personal benefits, consider the program goals, participation incentives, and measurable outcomes, and then talk to an agent for guidance tailored to your needs.
Frequently Asked Questions
Do wellness programs generally improve employee health?
Many studies and surveys report positive health changes when employees participate in well-designed programs, especially for screenings and targeted interventions.
Which wellness services tend to have the highest participation?
Screenings (for blood sugar, blood pressure), weight-management programs, and personalized action plans often report higher utilization when actively promoted by employers.
Can wellness programs reduce employer costs?
Employers may see reduced absenteeism and improved productivity, which can translate into cost benefits, although results vary by program and measurement period.