Proven Strategies for
Implementing a
Worksite Wellness
Program
Find
Weldo
Agenda
Literature review, research and best practices
Relationship between health and productivity
Health risks and readiness for change
Ensuring results, incentives and ROI
How many people here today feel
their leadership appreciates and
believes in their work?
Please Stand Up
How many people standing feel
their leadership live it to lead it?
Priceless - Congratulations!
Wellness Gap Analysis
Wellness
Mission &
Programs
Corporate
Values &
Strategy
**INDIRECT 74%
*DIRECT - 26%
Understanding the Costs
Adverse Bottom Line Impact
Medical Costs &
Workers Comp
Medical Care
Salary Continuation
STD/LTD
Lost Productivity
Health Care Costs
Medical Care
Hospitalization
Pharmacy
Diagnostic Testing
Behavioral Health
Physical Therapy
Absenteeism
Presenteeism
Employee and Customer Dissatisfaction
Turnover
Temporary Staffing
Replacement Workers
Training Interim Employee
Poor Quality
Administrative re-work
*Medical 22% Disability 4% / **Productivity Loss 74% Source: Integrated Benefits Institute, 2002
The Reality for Employers and Employees
Health insurance premiums rose by 11.2 percent in
2004, the fourth consecutive year of double-digit
increases. - Henry J. Kaiser Family Foundation
Health insurance premiums will rise to an average
of more than $14,500 for family coverage in 2006.
-
National Coalition on Health Care
Premiums for employee-sponsored health
insurance have been rising five times faster on
average than workers' earnings since 2000. - Health
Research and Educational Trust
Employee spending for health insurance coverage
has increased 126 percent between 2000 and
2004. - Hewitt Associates LLC
Since 2001, the employees' share of health
insurance costs has soared 63 percent for single
coverage and 58 percent for family coverage. - Hewitt
Associates LLC
The New Dialogue
SHIFTING CULTURAL NORMS
Fundamental Success Factors
1.) Support & commitment from supervisors &
management
2.) Workplace-friendly policies supporting program
goals & objectives
3.) Workplace culture which values wellness
4.) Program marketing efforts that reach, touch,
inform & influence
5.) Programs designed & owned by real people
WELCOA Small Business Sourcebook (1998)
Program Participation
A critical ingredient and key success metric
Engage the entire population - Champions, Supporters,
Detractors
Conduct regular status checks and quarterly reviews
Promote and nurture a culture that values health & wellbeing
Position the program powerfully employee testimonies
& brand identity
Target communications - reach out and touch them
Menu of options programming mix that supports
multiple levels of behavior change
Use incentives wisely
Establish specific participation goals / objectives and
manage them
Have a solid participation metrics story
Managing Wellness Traffic Patterns
Red Risk Group:
Multiple risk factors, high
healthcare expenses, moderate
absenteeism rate and moderate
performance
Yellow Risk Group:
No overt risk factors, low
healthcare expenses, but high
absenteeism rate, and reduced
performance
Green Risk Group:
A chronic health condition,
moderate healthcare costs, low
absenteeism rate and superior
performance
Such a Maze - Where to Begin
Galvanize argument that investing in employee health &
wellbeing is a core requirement
Analyze data to determine/clarify priorities & develop a
strategic plan
Establish an executive business case
Program Selection/Development
Program Implementation/Integration
Identify other business unit stakeholders
Health and Productivity HotButtons
Behaviors (Lifestyle and Habits)
Smoking, Substance Abuse, Obesity, Physical Inactivity
Health Conditions
Acute and Chronic Conditions
Work Environment
Safety, Ergonomics, Stress
Employer Philosophy
Organizational Culture, Health & Benefits Strategies
Employer Programs and Services
Disability Management, Health Promotion
Benefits Options, Program Integration
Wellness Strategy
Conventional View vs. Strategic Approach
Conventional View
Strategic Approach
Health & Safety
Services
Cost of doing business
Employees Employers major asset
Employer Benefits,
Sponsored Programs
and Data
Selection not strategic;
fragmented data & siloed work
groups
Population-specific, integrated programs
and data driven
Programming
Channels
Popular topics and routine
screenings
Measured by best practice research, focus
groups, health risk data
Cost of Program
Largely determined by trends,
with few incentives
Tied to medical plan costs, program
participation metrics and incentives
Outcome Measures
Not closely monitored
Essential component of program
evaluation and ongoing funding
Disability Management Cost of doing business
& Lost Work Time
Maximize employee health to minimize
lost work time & enhance productivity
Employer-Health Plan
Relationship
Collaborative partnership/consultantclient
Vendor-client
Creating
Health- Improvement
Programs
Menu
Programs, Services
& Incentives
Smoking Cessation
Weight Management
Food Services Discount Healthy Choices
Vending Overall
Seasonal Wellness Campaigns
Pedometer Programs
Physical Activity Challenges
Employee Tools & Resources
Health Care Consumerism
Health Care Information
Safety Programming
Injury Prevention
Ergonomics
Fitness Options
Onsite Fitness Centers
Fitness Partners
Self-Directed Programs
Where to Look for Results?
What to Review?
Claims Data: Workers Comp, Health Status
Condition Prevalence and Cost
Condition Management Services
Emergency & Urgent Care Utilization
Pharmaceutical Costs and Utilization
Health-Related Benefits Offerings, Plan Design and
Utilization
Worksite Health Promotion Programs
Work/Life Balance Programs
Workers Comp & Safety Data
Define Your Value Proposition
Cost Savings and Increased Profitability
Decreased Health Care Costs
Reduced Lost Work Time
Enhanced Organizational Productivity
Competitive Cost Advantage in the Marketplace
Improved Employee Satisfaction
Improved Health and Wellness
Improved Morale
Enhanced Engagement
Improved Recruitment and Retention
Analyzing and identifying the organizations
risk exposure...
Ensures an innovative and cost-effective
wellness programming strategy
Promotes an efficient, effective and
affordable array of collateral services and
support aligned across the organization
The Bottom Line
Fostering a healthier, more fit lifestyle for
employees, extended family members and
retirees results in
Positively influencing your clients,
customers & community
When it
comes to
Wellness - Whats on
Your Plate?
Handout 1:
Wellness Best Practice, ROI Resources
R. Goetzel S. Serxner L. Chapman S. Sullivan
Integrated Benefits Institute - IBI
Institute for Health and Productivity Management
C. Everett Koop National Health Project
Health Enhancement Research Organization
WELCOA - Wellness Councils of America
Robert Wood Johnson Foundation
National Business Coalition on Health
Washington Business Group on Health
Handout 2:
More Wellness Intervention Considerations:
Employee Assistance Programs
Work/Life Balance
Financial Planning
Elder Care
Dependent Care
Stress Management
Health-Related Incentive Programs
Nurse Line
Integrated Disability Management
Work-Related
Non-Occupational
Case Management
Absence Management
Return-to-Work Programs
Health Risk Profile
HRA
Wellness
Ergonomics
Condition Management
Worksite Healthcare
On-Site Rx
Health Coaching
Quality Healthcare Initiatives
Provider Profiling
Provider Incentives
Claims Review
Medical Claims Data Analysis
Pharmacy Claims Analysis
Health Status & Functional Capacity
Percent higher absenteeism than healthy employees
Reference: Serxner, S., et al., (2001). The impact of behavioural health risks on worker absenteeism. JOEM, 43(4), 347-354
Health Status & Functional Capacity
Reducing one health risk can
Reduce absenteeism by 2%
Improve productivity by 9%
Reference: Pelletier B, Boles M, Lynch W. (2004). Change in health risks and
work productivity over time. J Occup Environ Med.
Something to Consider
The total Functional Capacity of your company is the sum of
all the capacities of your individual employees
Lift the functional capacity
of your people and you lift
the competitive advantage
of your entire company
