Three steps to measurably reduce medical costs through well-being solutions. Human Resource (HR) leaders walk a fine line between controlling costs and offering benefits that employees find valuable. Highly sought-after employees consider well-being solutions a standard part of benefit packages. If those programs aren’t delivering a measurable return on investment, though, they begin to look like an easy way to trim expenses. When you assess the value of any program, there are soft metrics and hard metrics — things we know and things we can prove. The primary value proposition of many well-being solutions is built around soft metrics: improving employee productivity and engagement and building a culture of well-being.

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