Why Employer-Sponsored Weight Management Programs Don’t Work

Why Employer-Sponsored Weight Management Programs Don’t Work

According to the National Institutes of Health (NIH), 2 out of 3 Americans are overweight and 1 in 3 is obese. Employer-sponsored weight management programs can play an important role in the effort to get Americans to adopt healthier lifestyles that can lower the risk for a host of chronic diseases. But many workplace weight management programs fail when it comes to helping workers meet weight loss goals. The reason? Research from the Northeast Business Group on Health (NEBGH) indicates that the traditional approach organizations often follow when it comes to weight management interventions simply doesn’t work. Instead, a new report from NEBGH, “Weight Control and Employees: One Size Doesn’t Fit All,” concludes that to make workplace-sponsored weight control programs effective, organizations need to opt for innovative and individualized programs. Employer surveys were used for the NEBGH research project and 19 executives from employers, health plans and consulting organizations were queried in an in-depth …

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How to Fill Your Open Jobs Faster

How To Fill Your Open Jobs Faster

When you’re looking to fill a vacant position at your organization, time is money. The longer you look for someone, the more time you take away from other aspects of your job and the more efficiency drops as others try to pick up the slack for their missing teammate. And the stakes are even higher for your organization if the position is mission-crucial. Here are some tips on how to save time, money and productivity by filling your open jobs faster. Look for Efficiencies “Look at your hiring process and find ways to eliminate inefficiencies,” says John Ducar of Skilled Wizard. “Be aggressive. Most internal processes are far too cumbersome. Get the decision-maker engaged to see candidates immediately and make the new prospective employee the priority.” “Consider checking references first before going through the interview process,” says hiring consultant Amy Wright. “One of the big time-sucks in filling open positions …

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New Study: Give a “Surprise” Raise and Motivate Workers

New Study: Give A “Surprise” Raise & Motivate Workers

Looking for a novel way to motivate employees to do their very best? A new study by three Harvard Business School researchers suggests you might want to try this surprising strategy: Give new workers a raise soon after you hire them. While there’s nothing new about the belief that increasing an employee’s salary should correspondingly boost his or her zeal to work harder and do a good job, the Harvard research concludes that money motivates better under certain conditions – and the findings challenge the assumption that paying more money inevitably leads to increased effort. “Previous research has shown that paying people more than they expect may elicit reciprocity in the form of greater productivity,” Deepak Malhotra, a Harvard business-administration professor who worked on the study, explained in a media statement. However, Malhotra and his colleagues found that the connection between more pay and extra effort depended on presenting the …

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5 Common Mistakes Employers Make in Designing Wellness Programs – And how to Avoid Them

What Is a Total Compensation Statement?

More employers are turning to workplace wellness programs to help control employee benefits costs and as an additional benefit to help attract and retain top employees. Industry research suggests that such investments can pay off handsomely for employers, but only if organizations are smart about how they execute their wellness initiatives. Here are 5 common mistakes that employers make when establishing and managing their wellness programs and offers expert advice on creating and implementing programs that work. 1. Starting Without a Plan You can’t expect to accomplish much with any major initiative if you start without first laying out a plan of action. “One of the biggest mistakes we’ve seen in corporate wellness initiatives (and one reason that many of them fail) is that not enough time is spent in planning,” says Carol Nave, a certified fitness trainer with and owner-operator at X Factor Fitness Solutions. “In the name of urgency, …

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Avoidable Ways HR Drives Employees Nuts

Avoidable Ways HR Drives Employees Nuts

Human resources departments and employees often get a bad rap – sometimes deserved and sometimes not. In the worst cases, business owners and executives view them as a necessity to keep the organization from being sued, while some employees see them as hall monitors, enforcing every little rule just for their own pleasure. If you’re in HR, though you know you and your peers are strategic business partners, capable of leveraging talent to help the bottom line. You’re also employee advocates who want everyone to succeed. How can there be such disparate views of the same department? Is it possible HR feels like a strategic business partner and advocate while behaving like a hall monitor? Probably. Here are a few avoidable ways HR is driving everyone crazy – and what HR professionals can do to stop. Over or Under Communicating By not having a strategic communications plan, HR can overwhelm or underwhelm staff members. “If employees see one too many …

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