Employee Health Promotion Initiatives – With Perks

Employee Health Promotion Initiatives don’t always stir the blood of workers, even though they’re designed to do just that. How do you get workers to enroll in Employee Health Promotion Initiatives – and stay enrolled?

The brochures for these programs tout the benefits to workers and businesses. Employee Health Promotion statistics show that there are tangible benefits. Employee Health Promotion Initiatives actually do save lives by getting workers to take their health seriously.

However, St. Louis, Missouri-based Maritz Inc., the world’s largest incentive corporation, has applied their own invigorating twist to health management by providing gift rewards to workers who participate in Employee Health Promotion Initiatives. The gift reward program is Maritz’s own Exclusively Yours® plan. Health management participants earn points, which can be then redeemed for merchandise, electronics, restaurant vouchers and travel, much like a frequent-flier program.

Enrollment incentives in Employee Health Promotion Initiatives?

Undoubtably businesses that don’t work in the incentives industry will be tempted to cry foul about using such a rich carrot to incentivize health program enrollments. Not every corporation can throw that kind of money at health management resources – and not every corporation has the built-in cost savings as a business that specializes in providing incentive programs.

For certain rich incentives like Maritz’s will break through the glaze that appears over many workers’ eyes when they’re encouraged to do something new, different or difficult. For many workers uncomfortable with health management and exercise, “new, different and difficult” would apply to Employee Health Promotion Initiatives. So where does that leave businesses who are unwilling or unable to offer incentives for health management program enrollment?

Successful Employee Health Promotion Initiatives motivate workers – before and after signup

Health management program administrators should keep the long-term view in mind when trying to get workers to take that critical first step. Even the best incentives can fail in the face of faltering organization, badly-designed Employee Health Promotion Initiatives and wavering support. Make sure to run good Employee Health Promotion surveys before you build your Employee Health Promotion Initiatives so staff member input and needs are being met by your Employee Health Promotion Initiatives. The goal is positive outcomes, not high enrollment numbers.

Employee Health Promotion Initiatives cannot survive managerial apathy. If executive and managerial participation is widespread and heartfelt, workers will follow their leadership. The potential rewards and Employee Health Promotion benefits are clearly worth reaping, for both your employer and your co-workers.