GiftCard Partners Blog

According to a new Business Insurance webinar, corporate wellness ROI is becoming a passé metric. ROI? How is that possible, you might ask? ROI is the critical metric. It’s how we back things up and prove their worth to executives, finance departments and our managers. However, with situations like corporate wellness programs creating a unique challenge to prove tangible corporate wellness ROI, a new metric Value on Investment or VOI is taking its place. 64% of corporate wellness administrators measure their program with VOI, while only 28% use ROI. While this is only from an isolated sample, it is indicative of a turn in the tide. Measuring value, including metrics like employee participation percentages and behavior changes in aggregate, still provide objective metrics that can prove the worth of the program without providing unreliable or altogether unprovable metrics. One major component of VOI that any employer can use is absenteeism. Measurably reduced absenteeism is what VOI is all about. A component directly related to your organization’s corporate wellness program providing measurable positive results on your employees’ day to day operations and continuity is the definition and practical use for VOI. Is your organization measuring VOI? It might be time to start.

The Boston Market rebranding campaign, “All Good,” kicked off back in June. If you're looking for signs of the rebranding on their menu it may be harder to see. The campaign stands up for the simple goodness of families and friends, connecting over real food, carefully prepared, affordable, and without compromise.

A new report from SHRM and Globoforce shows that employee turnover has usurped employee recognition as employers’ number one personnel concern. The job market currently favors employees, with more openings than workers, so employers have to get creative to keep their people happy and in their jobs. The survey also revealed that 68% of employers who run a value-based employee recognition program saw an improvement in employee retention. Here are three specific ways employee recognition reduces employee turnover and maintains (or increases!) employee happiness and satisfaction.

 When it comes to Papa John’s ingredients, their well-known slogan has said it all, “Better Ingredients. Better Pizza. Papa John’s”. Now, the CEO and founder, John Schnatter, is looking to give that mantra a fresh new meaning as the company plans to launch a new campaign to further improve the quality of their ingredients by removing even more artificial ingredients from their pizza. The first step to this commitment is to give customers an illustration of which unwanted ingredients are currently being used, which are not used, and what will be removed by 2016. Papa John’s created a new web page in order to keep customers updated. The web page also compares Papa John’s ingredient scorecard with two industry leaders in removing artificial ingredients, Chipotle and Panera. By the end of the year, Papa John’s ingredients are expected to be on par with Chipotle, which has one of the cleanest labels. The company also plans on issuing a statement about not using artificial colors by the same deadline.
Papa John’s is no stranger to using quality, real ingredients in their pizza. Back in 1996, Schnatter specified to a sausage and beef plant that he did not want artificial ingredients or unsavory animal parts in his product. Though told the price of these quality ingredients were more, Schnatter said he was unwilling to compromise.

What are the best practices for employee wellness programs? How do you know you are administering your employee wellness program the “right” way? You might be giving financial incentives or started a lunchtime walking group, but how do you know your employee wellness program is working for both you and your employees?