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What\u2019s the best way to control\u00a0the cost of group benefit policies?<\/p>\nWhat\u2019s the best way to control\u00a0the cost of group benefit policies?<\/p>\n
Keep the number of instances requiring medical intervention down.<\/span><\/p>\n Sounds simple enough, right?<\/span><\/p>\n Well, part of the problem is delegating responsibility for employee wellness. One of the most common questions I get from corporate employers aiming to provide group benefit policies revolves around the reasons group benefits cost what they do. As part of the process of finding the right fit, I make sure my customers understand how to manage the costs of group benefits now and in the future.<\/span><\/p>\n There are three levels of responsibility when it comes to health and wellness at the workplace, and that\u2019s where the conversation begins.<\/span><\/p>\n 1.\u00a0You.\u00a0<\/i><\/strong>First, it starts with the individual. Living a healthy, active lifestyle is a conscious decision every person is capable of making. From healthy nutrition choices to responsible rest patterns to spending consistent energy in a gym, on a court, or on a trail, an individual\u2019s physical health belongs to no one but that individual.<\/span><\/p>\n 2.\u00a0The team.\u00a0<\/i><\/strong>Absorbing a healthy culture is a fast track to improved employee health and wellness.<\/i>It\u2019s always easier to latch on to trends when you\u2019re surrounded by them. Imagine coming to work every day and being surrounded by health-conscious people who work as hard at their job as they do on their bodies and minds. Who wouldn\u2019t be inspired by that culture?<\/span><\/p>\n 3. The bosses.<\/strong>\u00a0<\/i>Who has the greatest ability to empower healthy choices? The best form of naturally preventative medicine starts at the top of the ladder. From a culture standpoint, CEO\u2019s and managers who live a healthy lifestyle carry more influence over employees than anyone. Plus, this level of the corporate structure can enact health-conscious initiatives that trickle down throughout the entire company.<\/span><\/p>\n A study conducted from 2006 to 2009 by doctors Ronald Loeppke, Dee W. Edington, and Sami B\u00e9g wanted to evaluate the impact of health and wellness promotion in the workplace. They employed lab screening, early detection methods, and the effect of company culture as part of the study.<\/span><\/p>\nThe Prevention Plan<\/b><\/span><\/h3>\n