According to a 2013 study by ABI Research, more than 13 million wearable health trackers will be incorporated into businesses’ wellness plans by 2018.
An assembly line employee — who was diagnosed at an early age with a severe condition that resulted in partial paralysis — was having difficulty moving to various workstations. Her health had declined to the point where she was unstable on her feet and could have risked a fall and/or other serious injury.
As Workplace Possibilities’ program manager, I help implement and coordinate numerous programs to help employees get back to work and be productive. There are a few questions I hear from HR managers again and again. Although these might seem like complex issues at the surface, you may be surprised what a difference a second opinion can make.
Reducing presenteeism and disability leaves is a focus for you. Maybe you’ve created a worksite wellness or smoking cessation program. Or maybe you’ve worked with an on-site consultant to help with an employee accommodation. But did you know that you might not have to look further than your phone or computer for additional ways to help employees?
Not long ago, happy employees were seen as a pleasant — but not essential — byproduct of a productive, optimally functioning workplace. Today, research in positive psychology shows us employee perceptions of their well-being and satisfaction are essential to workplace productivity and employee retention.
We talk a lot about the importance of return-to-work and stay-at-work services on our blog. With the possible recent changes to your health care coverage, programs that help prevent and manage employee absence are becoming increasingly important to employers. That’s because a robust return-to-work and stay-at-work program can help curb the number and reduce the duration of disability leaves.