Wearable fitness trackers can be a great tool for employee wellness. Many employers have begun to use wearables as tools for tracking physical activity, measuring sticks for challenge participation and even as incentives.

All of those things make wearables work in wellness—for some companies. Unfortunately using wearable fitness trackers isn’t always a feasible option for many companies. In some cases, the tech trend doesn’t even fit the company culture.

March madness is in full swing, and we’re hopping on the bandwagon.

Maybe you’re making money in an office bracket pool.

Maybe your bracket is already busted.

Or maybe you’re just getting back to work after that three day weekend you took to catch all the first round games.

No matter what the NCAA tournament has you feeling, we’ve got a brand new challenge you’re going to love!

Making healthy change where you work requires setting goals. In fact, any change requires a goal. Goals provide a sense of direction when you’re hoping to make changes. They can also motivate you to develop good habits. Goals are even used to determine whether or not you’ve been successful in your quest for change.

Setting goals as part of your employee wellness program is one way to make sure the program is efficient. Monitoring your progress as it relates to your goals shows you if you’ve been using your resources well.

A lot of people use the words “wellness” and “well-being” interchangeably. Others define them as two separate concepts. We’ve decided to take a closer look at these two words to figure out just what they mean for you and your corporate wellness program.

Let’s start with the basics. Is there a difference between wellness and well-being? Yes, we definitely think there is.

Does that mean one is better than the other? No way!

As a wellness coordinator, you’re probably one of the people employees reach out to with questions. In corporate wellness, many employees have similar questions. This is especially true with corporate wellness programs that are just getting started.

It’s incredibly important to be able to answer employee questions smoothly and correctly. We don’t want to put any extra pressure on you, but your answers really can sway employees to or from your wellness program!

This infographic lists some common questions you might get as a wellness coordinator. Each company might want to offer slightly different answers. There’s really no “right answer.” What’s important is being prepared to discuss these things with your employees to help them feel good about being part of your wellness program.

Depending on who you’ve talked to, you might have heard of anywhere from six to nine different dimensions of wellness. This just goes to show that health really isn't one size fits all. There are many different lifestyle aspects involved! And they’re all important for developing a healthy lifestyle.

We’ve gone through the different dimensions of wellness and picked the six that we think directly apply to employee wellness. Be sure to include activities in your wellness program that draw on each of these six dimensions. That way you can really focus on your employees’ overall health and wellbeing without getting tunnel vision on just one dimension. 

You probably have a corporate mission statement where you work, but have you ever thought of creating a wellness mission statement?

This type of mission statement is just like any corporate statement in that it’s meant to guide your wellness program. Your wellness mission statement should drive your goals and clarify what you’re doing in employee wellness.

A couple years ago we brought you a list of some innovate companies with excellent wellness perks. We all know the world of wellness is always changing and growing. So we’ve decided to bring you a new list of companies who have taken wellness to the next level.

Check out these eight companies that offer wellness perks we all want to take advantage of. Even if you don’t have the means to adopt these specific wellness perks, consider them inspiration for innovative wellness ideas of your own.

Most large employers offer a wellness program, but Gallup research shows that only 60% of U.S. employees are aware that their company offers a wellness program. This disconnect illustrates the need for improved wellness communication.

When it comes to employee wellness, communication makes all the difference. Effectively communicating about your program can help drive engagement. Improved engagement leads to improved results. So it’s true that wellness communication is worth your time!

So you’ve done your biometric  screening event. You did the organization, recruitment and it was a success! A few weeks later, you received your aggregate results. But now what?