As part of workplace wellness programs, many organizations offer wellness screenings to their employees to help them assess where they are in their wellness journey.
These may include health risk assessments, biometric screenings, mental health screenings or other screenings. This approach has become more popular as companies encourage their employees to be more proactive about their own health and the health of their family members.
Here is a quick synopsis on some of the most common types of wellness screenings, all of which are offered by Go365®:
- A health risk assessment is a health questionnaire with a series of short questions used to provide individuals with an evaluation of their health risks and quality of life.
- Mental health screening tools are resources available in offerings, like coaching and employee assistance programs, designed to quickly help determine if an individual is experiencing symptoms of a mental health problem.
- A biometric health screening may test for height, weight, body mass index, blood pressure, cholesterol and blood sugar. It’s important to note that health risk assessments, mental health screenings and biometric screenings do not offer a diagnosis but can be used to identify a potential risk factor.
Benefits of a biometric screening
Out of all the screenings offered in wellness programs, there has been a growing trend toward offering biometric health screenings.
That’s because employees who get health screenings can potentially identify early onset health problems and work closely with their general physician to prevent or reverse health concerns. For example, a screening may inform employees they have high cholesterol and they can work with their doctor to lower their cholesterol levels.
Improving treatment and taking proactive approaches to health can save employees and employers money.
Offering a screening can impact employee retention more than you’d expect. Top achievers tend to leave their employer within the first 28 months1 and the new opportunities they seek are not necessarily a promotion or more money. Instead they may also seek out employer-sponsored offerings to improve well-being.
Employees are increasingly looking for companies that value corporate responsibility for employee wellness. A global study of workplace wellness programs found employees are eight times more likely to participate in a wellness program when it’s made a priority by the company and that employees are 1.5 times more likely to stay with their current employer if the wellness program is actively promoted.2
Many employers offer incentives for employees who take part in their wellness programs.
A study completed by the Employee Benefit Research Institute found that one large employer who offered an incentive to complete a biometric health screening test had a 55 percent increase in participation compared to the previous year.3
While incentives are great, companies that pair them with a program that helps employees make changes tailored to their own health will have more success.
Go365’s whole-person health approach provides companies the tools and support to help incentivize employees to take a greater stake in their own health. With Go365, companies of any size can customize their wellness program to fit their employees’ needs.
To learn more about launching a corporate health and well-being program, contact your Humana sales rep or request more information about Go365’s wellness program by filling out this formOpens in new window.
Go365 is not an insurance product and is not available with all Humana health plans. This is a general description of services which are subject to change. Please refer to Customer Support for more information.
1,3Paul Fronstin, Ph.D. and M. Christopher Roebuck, Ph.D. “Financial Incentives, Workplace Wellness Program Participation, and Utilization of Health Care Services and Spending,” last accessed March 26, 2021. https://poseidon01.ssrn.com/delivery.php?ID=719105092024097122112097018091013118038069081083039091121092126090087097098064019066123029119022059121027020065091080089082065017078060077029073106079084010127094047065040118001075013086104091010016024092077106011008079119127100106001079005004087124&EXT=pdf&INDEX=TRUEOpens in new window
2Michelle Mudge-Riley, M.D. and Thomas E. Persichetti, “Incorporating Wellness Into Employee Benefit Strategies—Why It Makes Sense,” last accessed March 26, 2021. https://www.ifebp.org/inforequest/0164770.pdfOpens in new window
“Biometric Screening and Future Employer Medical Costs,” J \’]ournal of Occupational and Environmental Medicine, last accessed March 26, 2021. https://pubmed.ncbi.nlm.nih.gov/29023344/Opens in new window