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By Executive Edge

Employee wellness programs are usually initiated for specific reasons. Maybe the CEO just had a heart attack and has discovered the benefits of exercise and low-fat diets. Maybe the vice president of human resources is concerned about the 30-percent increase in health insurance premiums this year.

Whatever the reason, wellness programs (e.g. nutrition seminars, smoking cessation classes, fitness center memberships, etc.) are worth a company's investment. Their value is usually two-fold:

1) There are tangible benefits to be gained, such as cost-savings; and

2) There are intangible benefits, such as improvements in employee
morale.

The Benefits

The Tangible Benefits Include:

* Improved productivity
* Reduced sick leave/absenteeism
* Reduced use of health benefits
* Reduced workers' compensation
* Fewer injuries
* Control of health insurance premiums
* Lower turnover

The Intangibles Include:

* Improved employee morale
* Increased employee loyalty
* Reduced organizational friction
* Better employee decision making

Some Do's and Dont's


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