Baby boomers may see health benefits in the workplace as a privilege, but their younger counter parts on the other hand see it as a right. A recent study shows a discrepancy in the way different generations think about these employee benefits.
Despite their entitled view on the matter, Gen Y workers would prefer to get a lump sum amount each year over the typical coverage methods. And true to their modern outlook, they also want greater flexibility in their health benefit plans. They want to be able to choose what is covered based on their needs. Baby boomers, having grown up in a different time, take a very different approach to these benefits. Because they see these services as a bonus and not a given, they are more likely to take it as is.
One thing they do agree on is the importance of health screenings. Statistics shows that most of them would participate in workplace health screening if their employers offer them. It is no surprise that they worry about monitoring their health for the major diseases such as heart disease, diabetes and cancer. But it is interesting to find that those numbers drop off when it comes to mental health screenings.
Employees also feel that insurance carriers should play a bigger role in keeping their workplace healthy. But since most carriers already provide a plethora of information and services, the issue may be in the awareness of these offerings.
Whether it’s to lose weight or just get healthier, we all wish we had more time to exercise. One of the biggest excuse we tell ourselves is that we are just too busy with our jobs. But imagine if your job helped you to lose weight. Well a company in Dartmouth Nova Scotia did just that. By implementing a workplace wellness program, they were able to help their entire workforce get healthier. With 19% of their employees classified as obese, Efficiency Nova Scotia took action and implemented the program by first doing an Employee Health Risk Assessment. This assessment showed not only the need for the wellness program, but also the willingness of the employees to participate.
So how did they help their employees loose weight?
They set a goal for all participants to increase their physical activities and use pedometers to track their progress. They also monitored their blood pressure, body fat and weight loss throughout the program’s duration. They also used incentives to keep the employees motivated. Those who had the highest number of steps for example would receive a gift certificate. This program aimed not only reduce the participants weight within the time frame set, but also to help them create sustainable habits for the future. Once the program was complete, the results showed that the majority of those that participated found it worthwhile, and believed they would be to maintain the healthy habits.
Would a wellness program be right for your workplace? Call us today to see how we can help.