Employers want the right to continue to use incentivize wellness.
Targeting workplace wellness programs at a group that wants to be well for wellness’ sake won’t make millennials participate.
Now, I’m not your mother; I only deliver the mama jokes. I’m not going to tell you what to do, or when, or how.
With the future of health care up in the air, the prevailing message at this year’s MBGH Conference was preparing for the unknown.
In addition to salary and compensation, shouldn't this beg the question: How do nonsalary/compensation benefits factor into the retention equation? Many companies derive value from enhancing their culture through workplace chaplains, health care clinics, life coaches, etc. Salary and compensation rightfully dominate the attention, but ought we also address the noncompensation and cultural aspects of retention as well?
—Big Picture, HR services, Illinois
When Iowa State professor Gregory Welk tested the accuracy of wearables, he found they could be inaccurate by up to 40 percent, which should be an eye-opener for any company’s wellness director.
It may be in the best interest of an employer to require vaccinations for its workforce. But the legalities and practicalities involved may present too many obstacles to make such a requirement worthwhile.