other factors. Worthy Incentives can get about 65% - 100% of employees to participate. Smaller rewards than that tend to motivate in the range of only 30% to 50%, experts say.
PROS:Experts state that straightforward activities are an excellent way to initiate employees to healthy behavior and their own risk factors. Companies can also use the data know what their workers' health requirements are.
CONS: Informing people about their risks and providing them advice won't automatically encourage them to respond positively.
EXAMPLE:Orange Business Services in Mauritius twice a year offers free Eye, Ear and Bone consultation, where experts are hired and consult at Orange Business Services’ office in Ebene.
Action-Based Incentives
To win rewards, and occasionally avoid penalties, employees are required to undertake activities to ameliorate their health after going through a health assessment, for example joining a weight-management program or follow ting a preventive screening.
PROS:The model encourages employees to change their unhealthy habits.
CONS:The incentives don't promote healthy habit beyond the completion of the required programs.
EXAMPLE: Not yet implemented in Mauritius, but abroadHouston city employees must finish three tasks to hinder a $25 monthly payroll extra: complete a health-risk assessment, take a biometric screening and either speak to a health instructor, enroll for a program like Weight Watchers or have a screening. As a result, 90% of employees have completed three of the tasks or more.
Everything-But-The-Kitchen-Sink Incentives
Companies propose motivation for a range of tasks; the more complicated and valuable the task, the larger the prize.
PROS:Employees enjoy the liberty to opt for their health activities, from trail running to martial arts lessons, rather than having to have a conversation with a doctor or join an official program to get the reward. A wellness program that sets out an exciting trail to pursue will get more people involved.
CONS:Too many choices can confuse employees, and companies can misuse money on programs that will not efficiently tackle workers' biggest health issues.
EXAMPLE:Apex Fund Services offers as much as Rs2500 for a range of activities from teeth cleaning to completing the “Dodo trail Mauritius”.
Progress-Based Incentives
Employers offer rewards for taking steps to hit optimal benchmarks for cholesterol, blood pressure and weight. Steps can consist of enrolling in a weight-management program and reaching optimal body mass.
PROS:Employees are financially motivated to improve their health, instead of getting reprimanded for not being perfect, says Paul Terry, CEO of StayWell Health Management, which organizes company wellness programs.
CONS:Gratifying employees for just completing a wellness program doesn't imply that they will really get healthier, and there's a lengthy path to reduce a 'morbidly obese' body mass index of 40 to a healthy under-25.
Outcome-Based Incentives
Companies attach incentives and penalties to health metrics, with workers paying more until they hit standard cholesterol, blood pressure and body mass index levels.
PROS:Experts state this model is successful in making people independently improve the
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