Employee wellness programs, particularly those managed with the use of employee health software systems, can be an effective way of investing in the health and wellbeing of your employees. However, many employee wellness programs fail to have the impact that occupational health staff hope for.
This paper discusses where many employee wellness programs go wrong, and suggests steps to improve, without the need for further financial investment.
Areas of discussion include:
- How simply offering an employee wellness program is not enough
- How you can increase the impact of existing technologies that your OH department has in place, such as employee health software systems
- What kind of incentives to avoid
About the Author
Christine Gebhart is the Occupational Health Customer Success Manager at Cority. Christine supports the tier two customer support team, conducts client evaluations and hosts client training webinars. Formerly, Christine was the Occupational Health Product Manager at Cority where she provided technical expertise, guidance and support in the development of Cority 's Occupational Health Suite. Christine joined the Cority Product Team in 2013 after five years as a Senior Client Service Consultant with the Cority Consulting Services team. Prior to joining Cority in October of 2007, she was the technical lead and system administrator for a Cority OH & S implementation for a U.S. Army command. Christine earned her Bachelor of Science degree in Computer Science from the University of South Alabama. She was awarded a Department of Army Achievement Medal for Civilian Service for exceptional performance as an Information Technology Specialist in the Army command of which she served.More Content by Christine Gebhart