by Dean Witherspoon   Dean's profile on LinkedIn  

Sustained (though slow) growth in the economy has spurred new recruitment and hiring in the last year. For more than 30 years, wellness managers have claimed worksite programs offer a recruitment advantage. Yet few programs we know have a plan for presenting services in the best light to potential/new employees; even fewer have a method to judge their effect.

Greater recruitment and hiring activity are opportunities to demonstrate added value and increase participation. Consider these steps:

by Dean Witherspoon   Dean's profile on LinkedIn  

It’s not in our nature to turn away anyone from our wellness services. Most managers and programs go to great lengths to be all-inclusive, sometimes to the detriment of the majority… If we can’t offer this to the 4% of our Spanish speaking-only population, we can’t offer it to everyone else. It’s a laudable, yet often impractical goal.

All wellness managers and programs have limited time, energy, and money, so it’s important to understand when you need to cut your losses with a participant, group, or activity and move on to others that offer greater upside. Some signs:

by Beth Shepard   Beth's profile on LinkedIn  

Women's Heart Health

As American Heart Month wraps up and we see fewer #GoRedForWomen and #GoRedSelfie tweets, will interest in women’s heart health fade until next February? Workplace wellness and HR pros can make sure it doesn’t — by moving beyond “wear red” promotions and heart-smart vending options to make big strides toward a heart-friendly work environment year-round.

Recent news items underscore the influence of stress and how meeting dynamics play a role in job stress. Together, they point to a need for employers to understand and address: