Ceridian has mapped out a detailed description of what it means to be a stellar provider of employee wellness, versus what defines a company that’s still lagging behind. You can look at it in terms of martial arts rankings – a “white belt” is someone who’s still starting out, whereas green, red and black belts are bestowed upon employers who are more advanced in their strategies. “Black belt” employers, who continually benchmark their success and seek out more knowledge, comprise only 2.8 percent of companies today. Where does your enterprise rank?

1. 33.4%
Host smaller
wellness events but
don’t have great
participation
WHAT KIND OF
WELLNESS WARRIORARE YOU?
How do you stack up against your wellness warrior peers?
In our June issue of CeridianVoice, we quizzed you on your wellness program prowess.
Check out the results below to see how you stack up against your peers and learn
wellness program tips along the way.
Still in the dark about what kind of wellness warrior you are? Take the quiz and find out.
24.3%
WHite belt
31.7%
green belt
41.2%
red belt
2.8%
black belt
According to martial arts
tradition, white signifies a
beginning. Companies with
white belts are embarking
on journeys toward
healthier living.
Green belt warriors have
a solid foundation of
wellness program
knowledge. Their goal is
to strengthen and
refine basic program
offerings.
Companies with their red
belts in wellness are
learning how to balance
initial program success
while becoming smarter
about how they execute
their program plans.
Black belt warriors
continually seek
knowledge by
benchmarking their
program against peers,
and constantly refining
their program .
THe results
did you know?
Does your company currently
Have a wellness plan in place?
WHen it comes to encouraging employee Health and well-being, we:
Are getting
started with a
wellness program
18.2%24.2%
No, not yet
Companies that use
properly-designed
wellness programs see
medical costs fall by
$3.27for every dollar spent
on wellness programs
Absenteeism costs
fall by
$2.73for every dollar spent
on wellness programs
More than
44%of U.S. organizations
offer wellness
programs
30.3%
Have had a successful,
well-designed program
for a few years
27.3%
Have a program
but unsure how
to improve it
under ACA
12.1% Promote the wellness program as a
benefit and creates buzz with marketing
16.7% Use incentives and penalties (e.g., premium and fees)
to motivate employees
28.8% Engage employees in multiple ways including
incentives, penalties and program buzz
33.3% Don’t currently use incentives or
penalties to promote health
9.1% Offer nominal incentives for wellness program
participants, such as gift cards
How familiar is your organization
witH tHe new ACA regulations for
wellness programs and incentives?
WHat percentage of your wellness
budget is devoted to incentives?
Don’t offer a
wellness program
18.2%
12.1%Don’t understand
the impact
43.9%Have some understanding but
haven’t made any program
changes
25.8%Understand impact
and adjusted
programs accordingly 37.9%Don’t offer
incentives/wellness
programs
37.9%5-15%
16.6%16-30%
7.6%More
than
30%
A good rule of thumb
is to set aside
rougHly 1/3
of your wellness program
budget for incentives.
Sources: Harvard University Study - “Workplace Wellness Programs Can Generate Savings;” 2013 Aflac Workforces Report; Sibson Consulting’s Health Enterprise Survey
We want to Hear YOUR voice!
voice@ceridian.com
WHen looking at beHavior
cHange, consider How botH
intrinsic and extrinsic
motivation can lead to
long-term Healthy Habits.
Intrinsic motivation
comes from within the individual
and is based on what’s most
important to them.
Extrinsic motivation
comes from an external source,
such as an incentive or pressure
from another individual.
In tHe U.S., tHe top 5 wellness incentives include:
Raffles
gifts
gift cards
discounts
ca$H
As you grow your
wellness program,
consider tHese tips for
boosting participation
HOW CAN WE GET
MORE PEOPLE
SIGNED UP?
WE’RE INTERESTED
AND LEARNING!
OUR EMPLOYEES LOVE
THIS. HOW CAN WE
KEEP IMPROVING?
IT’S A
BALANCING
ACT...
MANAGING
GROWTH AND
ENGAGEMENT.
How would you describe your organization’s wellness culture?
21.2% 12.1% 9.1%24.2%
Population isn’t
interested in
learning how to
boost their health
Have leadership
support which helps
create a culture of
wellness across all
organizational levels
Aligned our wellness
program goals with
broader organizational
goals and frequently
communicate about
program and results
Have both
leadership support
and goal alignment
Gain
leadership
support
Understand
your
population
Focus on
behavioral
change
Continuously
assess and
modify your
program
Communicate,
communicate,
communicate
– and incent