More Benefits Column:
Is Dental Insurance A Valuable Benefit?
The cost of twice-yearly dental care may be less than the premiums many employees pay for their dental-benefits plans. HR leaders may want to think long and hard, however, before considering eliminating employees' coverage. It's a highly valued benefit -- plus it may drive down some healthcare costs as well.More
Do The Right Thing
Meeting one of my heroes resulted in a values-based discussion about executive compensation. The issue, says Harry Kraemer, may be putting a crimp in creating a "phenomenal workforce." And the most effective strategy should involve HR leaders stepping back to visualize the larger impact on shareholder value -- and doing the right thing.
Correlating Well-Being to Productivity
Participating in a 26.2-mile endurance hike in the desert offers some insights into the importance of pride, camaraderie and trust in creating a productive environment. It also points to ways HR leaders can optimize their workplaces.More
Home, Sweet, Home
The Patient-Centered-Medical-Home model has the potential to enhance employee healthcare -- and a company's healthcare costs. The model is designed to offer comprehensive, coordinated and timely care.
The HR Leaders' Benefits Challenge
HR leaders are uniquely positioned to champion both the benefits and challenges of health-related change. But as I was recently reminded during my attempt to eliminate dairy products from my diet, the efficacy of their efforts can be greatly enhanced when they're able to incorporate personal experiences into their communications.More
The Screen Actors Guild Abandons Mental-Health Benefits
With their actuaries projecting a significant increase in healthcare costs to offer mental-health and substance-abuse coverage, the Screen Actors Guild dropped mental-health coverage for its members. Is that a harbinger of things to come? More
Selling the Problem of Absence
Because most people mistakenly associate disability with catastrophic bodily injury, it's difficult to engage HR leaders and employees alike in dialogues about work-related absence and the need for income protection.
Am I a Wellness Bully?
Instilling shame and guilt when rolling out wellness initiatives -- even if it's unintended -- won't succeed as well as offering incentives, acceptance and an atmosphere of fun. Removing candy and doughnuts from work areas can't hurt, either.
Crowdsourcing Employee-Benefits Options
Soliciting employee opinions is one thing, but offering employees actual decision-making power on employee benefits could give employers and their HR leaders the ability to craft more popular programs and, in turn, boost employee-satisfaction levels.
Three benefits trends seem to have come to the forefront during the past year -- the importance of innovation and thought leadership, the turn toward customization of benefits, and the growing discussion of adapting benefits to a culturally, racially and globally diverse workforce.
Diversity and Benefits
The definition of diversity in the workplace has expanded beyond race and gender. As a result, opportunities are opening up for HR leaders to tailor employee-benefits design and communication. But proceeding with caution is necessary.
Coping with Open Enrollment
HR leaders can help employees make more thoughtful selections and improve health behaviors by crafting communications plans that target workers year-round. Efforts should include ways to personalize health trends for workers, increase trust in the organization and create a community-like atmosphere on the job.
Feeling Good About Retirement?
A lot has changed in the past 25 years when it comes to company-sponsored retirement programs. In this column, Harnett explores the roots of the current shift from defined-benefit to defined-contribution plans, and notes that innovation in core retirement design is at an ebb point right now.More
Finding Truth in Statistics
The New York Times recently called into question some of the applications of the venerable Dartmouth Atlas of Health to healthcare savings
. It's yet another reminder that data is often misused and misunderstood. Here's a primer to help HR leaders judge the value of various benefits programs.
Simple Solutions that Work
HR leaders can look at the elegant simplicity of the iPhone as a model for seeking out integrated health benefits that offer robust programs as well as cost-effective solutions. Disability claims, in particular, can offer complex coordination problems.More
Why Marathoners Get Fat
While individuals may succeed in altering health-related behaviors for a limited time, it's difficult for many to create lifetime behavior changes. Employer appeals to reason, fear or penalties may only result in short-term changes. A sense of fun, teamwork or creating an emotional connection may provide more lasting results. More
Lowering Healthcare Costs
While wellness initiatives remain popular and continue to evolve, the question of whether such programs save money has never been convincingly answered. Experts, nonetheless, offer suggestions for HR leaders thinking about creating and implementing successful work-based programs.
Can Benefits Drive Innovation?
Giving employees more autonomy can foster innovation as well as job satisfaction, according to a recent book. But is there a connection between autonomy and long-term wellness? Can organizations incent long-term, sustainable lifestyle-behavior change?