• If pressed, most employers would say that having a “rich benefits package” is a great way to attract and retain top quality employees. The more perks the better, right?

    Those same employers would also probably say that they can’t afford the richest of plans, but try to offer the best that they can afford. Well, if you believe those two statements, you’re going to love reading this.

    Picture of an apple. Wellness programs can help keep your benefits costs down while increasing employee satisfaction.

    According to an article at benefitspro.com, they’re right. Of 1,000 respondents to a survey, almost three-fourths of those said that “they carefully compared benefits packages when weighing offers from prospective employers. And the health care components of the benefits package is the one they examine most closely.” Most of those said that they were more likely to take a package heavy on health benefits than one that emphasized non-health benefits.

    Here was the most interesting part: Two-thirds of that group believed that keeping employees healthy was one of the top priorities of a company benefit program. About two-thirds of the respondents felt that their employer was more interested in the cost of the plan than in it being a functional plan in keeping them healthy.

    Do You Have a Wellness Program?

    If you subscribe to the belief that a benefits package should help keep employees healthy, how good is your wellness program? Don’t have one? Is it because you don’t believe that a wellness program doesn’t work or is it because you think you can’t afford one?

    Wellness programs come in many shapes, sizes and components. They can include on-site health screenings, company-sponsored vaccinations, fitness benefits, etc. That’s good news on two levels. The first is that each of those is less expensive than health insurance. The second is that in a survey of employees over 45 years old, 75% of them valued a comprehensive health benefits package more than other perks.

    What Else Can I Do For My Employees?

    Take a look at some of our older posts for additional ideas that can keep employees happy.

    4 Affordable, Practical Benefits That Will Attract the Best Employees

    Benefits of Direct Deposit

    What’s In a Good 401(k) Plan?

    Non-Traditional Benefits Your Staff Will Love

    Keeping Top Talent


    Small Business Guide to Health & Welness


    What’s Next?

    If you’ve implemented a wellness program, let us know how it went in the comments below.

    If you haven’t implemented one yet, or you’re just not sure how to put together a successful wellness program, give us a call at 888-823-2084. We’d be glad to help!

  • Wellness programs have become very popular in recent years. In its 2017 Employee Benefits Survey, The Society for Human Resource Management (SHRM) found that 24 percent of organizations added to their wellness benefits, which was the biggest increase for any benefit during the year. 

    While more businesses are investing in wellness initiatives, some owners may ask how effective workplace wellness programs really are. The answer to that can depend on your goals.

    Employees using a workplace wellness program.

    How to Measure the Success of a Workplace Wellness Program

    To determine if a wellness program works, you need to define what you would consider success. It can be misleading to attribute the effectiveness of a wellness program to individual factors, like overall weight loss. Instead, the point of a wellness program is for employees to establish long-term healthy behaviors that help them improve their overall wellbeing.

    Can a wellness plan help instill long-term healthy behavior? A study in the U.S. National Library of Medicine found that people who participate in wellness coaching “improved their current health behaviors and learned skills for continued healthy living.” In turn, the improved health of these employees helps them be more productive, while their improved health can allow their employers to save money on costly healthcare benefits. 

    These small changes can have big effects, as the overall health of a group is one of the factors that determines how your group health insurance premium is calculated. For example, the American Lung Association cites that “employers can save nearly $6,000 per year for every employee who quits smoking.”

    Money isn’t the only factor. According to SHRM, “Three-fourths of organizations promote wellness to improve overall employee satisfaction and well-being, with just 25 percent hoping to reduce health care costs.” A wellness program can be about much more than just health savings and weight loss. It can also serve as a way for owners to show their employees that they have their well-being in mind and serve as an attractive benefit to attract and retain top talent.


    Small Business Guide to Health & Welness


    Is Your Wellness Program Set Up for Success?

    Like any other type of project, a wellness program needs to be run effectively to work. A Professional Employer Organization can help your business set up a dynamic program that includes several key components that foster healthier lifestyle decisions and sets your workers up for long-term success. Contact GMS today to talk to one of our experts about the benefits of a workplace wellness program or any other important employee benefits administration needs.