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Most large employers are requiring an ROI of at least 2:1 or 3:1 for each health management program offering.

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Harvard decision (Figure 1 and Table 1).

Actions to consider include: ;Offer comprehensive wellness programs that can increase the overall health of your workforce and potentially identify conditions and treatment before they become more significant.; ;Implement strategies like centers of excellence for costly procedures (e.g., organ transplants, cancer treatments), which can provide quality care at a lower, negotiated rate.; ;Pursue pharmacy benefit management (PBM) strategies to manage high-cost specialty drugs like glucagon-like peptide-1 (GLP-1).; Editor’s Note: Additional Content For more information and resources related to this article, see the pages below, which offer quick access to all WorldatWork content on these topics: ;Employee Benefits; ;Finance and Budgeting; ;Well-Being; #1 Total Rewards & Comp Newsletter Subscribe to Workspan Weekly and always get the latest news on compensation and Total Rewards delivered directly to you.

According to Zipperer et al. (2022), 1 in 7 workers earned less than the federal minimum wage, 1 in 5 workers went hungry and roughly 55% of gig workers intend to find a new job in the next three months.

Figures 2A and 2B visually represent the effects of receiving recognition at two different levels of organizational justice: when organizational justice is high (1 SD above the mean) and when organizational justice is low (1 SD below the mean).

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Enablement for these supervisors includes training on what the change is and provides necessary content to have an effective 1:1 conversation.