Where Wellness Plans Fall Short
While it sounds good on paper, changing bad habits can prove an impossible task. Employees are not solely dependent on the company they work for. For most, it is simply a job they do for the paycheck. Having to change routines and incorporate a new way of living and eating can prove an unpopular program.
There is also the question of whether or not the ROI is worth the time and effort. Having professional doctors and dieticians sit down with employees can be an expensive exercise. Acheiving the ROI of $1.50 for every $1 spent requires active employee participation and can require more staff to manage the plan.
Another point to remember is that most of the long-term health benefits, like lower weight and cancer reduction, don't affect people until most are retired. From the company's perspective, the money spent on wellness will never be recouped since employees would have left by the time the effects were noticeable.
There is also the risk of offending unhealthy coworkers. Making public displays over wellness, if not done correctly, can have a deleterious effect on some people. This, coupled with the inability to accurately measure employee happiness leaves many questions unanswered. Without proper incentives for employees, wellness programs have a good chance of failing.
The general idea of preventative care and healthy lifestyle choices makes sense. But the implementation needs to be at the same level as a regular healthcare plan. Tacking on an extra program makes it seem bulky and extraneous to most people. If preventative care is your company's true goal, using a form of health insurance that incentivizes wellness is the best option.
What Makes PHMP Superior ?
Using PHMP as opposed to a wellness plan makes sense because it works. Wellness plans must rely on top down hierarchical organization to ensure employees are participating. This opens the door to inefficiencies and bureaucracy that end up failing the very people they were supposed to help. Wellness plans also rely on voluntary participation based on information and education. If education and good ideas were actually effective, nobody would smoke or eat cheeseburgers. On top of the difficulties of rolling out a preventive care program, will the ROI be worth the time and effort? Having professional health assistants sit down with employees can be an expensive exercise. Acheiving an overall ROI of $1.50/per $1 spent, requires enormous amounts of organizational effort.
The PHMP stands apart because it is a robust preventative car option that includes an indemnity payment for participation. PHMP creates indemnity payouts, for employees to stay engaged and work on having a healthier lifestyle. PHMP also offers real medical data, like biometric screenings and DNA tests to provide clarity for employees. What's more, PHMP provides telemedicine services. This allows employees to call a doctor if they're sick instead of paying exorbitant amounts of money to see one in person. It also gives access to health and lifestyle coaches that can create tangible goals for participants, all by phone. The health benefits of PHMP help employees enjoy more productive lives.
Stop relying on marketing gimmicks and HR departments to make employees healthy, incorporate PHMP instead. Offer real incentives and medical screenings, designed for people on an individual level. PHMP on average, saves employers a minimum of $330/month per employee with screenings that are designed reduced illness and medical bills. If employees take their health seriously, preventing diseases and sickness is that much easier. Smarter choices, healthier living, and more cost savings is why PHMP is superior to ambiguous wellness programs.