In the era of busy bragging, scheduling rest stops can feel more like a detour. We convince ourselves that we simply do not have the disposable time available to focus on our health.
In our latest webinar, Dr. Ron Goetzel shared his “secret sauce” to achieve wellness program ROI. In this post, I’ll discuss how to implement five of his best practices:
Nearly one in five adult Americans has some kind of disability according to the U.S. Census Bureau — which means your workplace likely has a percentage of employees with physical, mental, or sensory limitations. And since more workers are retiring later, you should expect an increase in employees on the job with age-related disabilities. These employees may be eager to participate in your wellness program, but don’t know if there’s a place for them.
What does employee wellness mean to you? Is it about improving employee productivity? Is it about providing programs that will appeal to talent? Or is wellness about doing right by the people who make the company successful? Employee wellness can mean all of these things. And when it comes to how you define your wellness program for your employees, some diversity of approach is welcome.
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