Three-quarters of employers provide wellness resources
and information, collectively spending roughly $8 billion
a year to tackle issues such as smoking cessation,
disease management and weight loss.
There is also evidence that HR professionals are
taking a more expansive view—one that goes beyond the physical aspects of well-being—and
many of them are using more technology to
help employees become their best selves.
“Today, businesses take a more holistic approach to wellness,” says LuAnn
Heinen, a vice president at the National
Business Group on Health. Medical
care is still important, of course. “But
there is an awareness of other factors,
As a result, these days you’ll see
more practitioners creating nap
rooms and holding meditation
training sessions, along with continuing to ofer traditional fu shots
and health screenings.
“There is more [focus on] the mind-
body connection,” says Jen Fisher, U.S. well-being
leader at Deloitte. Her company ofers employees
an annual subsidy of up to $500 for health- and
ftness-related expenses such as massages or en-
trance fees for running a marathon.
Although employers’ return on investment from
wellness benefts can be difcult to quantify, a
2018 survey by UnitedHealthcare found that 62
percent of program participants said their productivity improved, 56 percent had fewer sick days
and 30 percent reported that the program helped
detect a medical condition.
Wellness initiatives may also ofer HR professionals opportunities to improve employee engagement and retention, since 73 percent of workers
without access to such programs would like to
have it, according to the UnitedHealthcare survey.
Following are profles of four companies with
HR leaders who each have found a formula to
promote employee wellness that works for their
workforce and their business.
1. THE BREAKERS
A luxury beachfront resort with 538
guest rooms in Palm Beach, Fla., that
employs 2,200 workers.
What it ofers: Biometric screening;
onsite ftness classes and coaching;
weekly sales of discounted fruit and
vegetables, along with healthy cooking
instructions; treadmill workstations;
and standing desks.
Why: “We don’t want the person at
our front desk feeling totally depleted
after four or fve hours,” says Denise
Bober, vice president of human re-
sources. “How engaged will they be
with the last person they see? People
work long hours in this business, and
we want to give our staf energy.”
Strategy for stamina: Earlier in her
career, Bober attended a three-day
seminar at the Human Performance
Institute designed to teach people
how to maintain their energy levels PH