Please answer question 1 & 2

Some Companies Are Clueless about Wellness ROI A basic reason employers offer well- the amount employees pay toward Illinois recently tried this with 3,300 ness programs is that they hope their health insurance. employees. It found that employees' these programs will result in health- Even with all these criticisms, health and health insurance spending ier employees, and that healthier companies that at least try to mea- were more related to their condition employees will be more productive sure wellness ROI are doing better at the beginning of the study than to and likelier to stay on the job. In the- than most. A recent survey found their participation in the wellness proory, a company could measure the that 71% of employers did not know gram tested. These results are likely financial payoff of these advantages, the amount of savings per employee, to raise more questions for employcompare that with the cost of the and 82% did not know the ROI. ers offering wellness programs. program, and calculate a "wellness It's not that companies don't care return on investment (ROI)." about the value of their benefits. The Questions While that view has a certain problem is more related to uncerlogic, organizations have struggled tainty about how to measure results. 1. Does it matter whether wellness to find much of a measurable return Many companies count the number programs contribute to business on their wellness spending. For of people who sign up for programs example, a distributor of medical and the number who participate 2. Suggest one way employers success? Why or why not? that employees who participated in harder to find out are what changes making about whether to offer its program were more engaged; it they really made and where (if anyalso noted that its engaged employ- where) the impact shows up in the Sources: Paula Santonocito, "New ees tended to have lower medical workplace and the organization's Research Shows Wellness and Wellexpenses. However, some of the performance. Organizations haven't Being Programs Are Underused," HR measures were based on employ- even settled on the most important Daily Advisor, June 6, 2018, https:/ll ees' self-reports, and it is common measures-say, stress levels versus hrdailyadvisor.bir.com; Rebecca Greenfield, for people to paint a rosier-than- obesity versus the number of steps "Wellness Programs Ineffective, Study accurate picture of their weight and employees take each day. Says," Chicago Thibune, January 28, 2018, other personal information. Critics of Researchers can do what most sec. 2, p. 5; Bruce Shutan, "Wellness ROI efforts to measure wellness ROI also employers cannot: divide the popu- Comes Under Fire," Employee Benefit fail to fully measure costs such as groups for a more robust measure of Employee Benefit News, October 1, 2015, bonuses, rewards, and discounts on programs' impact. The University of http://www.benefitsnews.com