ACEC Designed Wellness Program Overview of employee participants (Surveyed March 6 March 24, 2013)

Transcription

1 ACEC Designed Wellness Program Overview of employee participants (Surveyed March 6 March 24, 2013) Prepared by Organizational Wellness and Learning Systems May

2 Outline Executive Highlights (for employees) And answers to these questions: Who were survey participants? Were they satisfied with wellness? What are the key drivers of satisfaction? What were their wellness goals? How did incentives work? What about the wellness champions? After reviewing this slide deck, look at what next steps you can take? 2

3 Remember that your voice matters! The ACEC Designed Wellness Program is built by engineers for engineers. We Need Your Input! After reviewing this slide deck, look at what next steps you can take? 3

4 Q: What are key insights among employees who participated and who did not? A: The key points are shown in the slide and suggest ways for even nonusers to get engaged. Take-away: Ask how can I make the program easy to use for myself? Executive highlights (Employee Data) EMPLOYEE DATA (288 who used the program; 97 who did not; 20 firms) Making wellness challenges easy may be key driver of engagement Weight loss is most common goal 13% have reached and 86% are working on their goal Most common reasons for non users: too busy (77%) and already doing health (64%) and not familiar w/program (56%) Non users may need more specific how to information Males and females appear equally engaged with women slightly more Larger firms (> 100) more apt to complete biometrics and receive outreach Designed Wellness is appropriate for both smaller firms of fewer than 100 employees and larger firms with more employees. Use of program components and satisfaction were generally similar for both groups. 4

5 Who are Participants? 5

6 Q: What type of employee participates? A: All types, all ages, even those not involved or who don t feel as healthy. Take-away: You can get involved no matter what background you have. Who are the 288 survey respondents (program users)? Percent Employees 95 Spouses years on the job years years years 40 Actively involved in wellness at work 75 Not actively involved 25 Percent Men 56 Women years old years old 8 Reports a healthy lifestyle Not so healthy lifestyle Most respondents were employees. They included both men and women, and had a wide age range. The majority reported living a healthy lifestyle and being involved in wellness efforts at work

7 Program use and satisfaction 7

8 Designed Wellness Survey on program use During March 2013, 288employees and spousescompleted surveys about the Designed Wellness program. 20 firms The charts and tables in this presentation describe the opinions of 288 employees and spouses, representing 20 firms, who had used any part of the Designed Wellness program. 288 participants Program components considered here 75% include the Healthyroads website, Personal Health Assessment (PHA), outreach calls, coaching calls, health challenges, and biometric screening conducted by Quest Diagnostics. 25% Active Users of Wellness Not Active Users 8

9 Program Use & Satisfaction Q: How much do participants use and feel satisfied with the program? A: More use the website than coaching but most are satisfied with all components, especially challenges & biometrics Percent % Website use! Used Satisfied 85% satisfied with screening Take-away: Get involved in challenges; consider using all components 0 Healthyroads website PHA* *Personal Health Assessment Outreach call Coaching call Challenge Biometric screen 9

10 How much do Healthyroads website users use the site? Q: Are there key differences between less and more frequent users? A: More frequent users see the site as motivating with tools that improve health Take-away: 1) Find what motivates you 2) Find tools that you can use 1 or 2 times A few times Monthly Weekly + Percent of users: Percent of group reporting Satisfied with site Easy to use Well organized Motivating Toolsimprove health Almost 1 user in 4 (22%) had used the website only 1 or 2 times. These users were the least satisfied with the site, and the least likely to consider it easy to use or well organized. More frequent users had consistently more positive views. 10

11 Drivers of satisfaction 11

12 The next set of slides look at what features of the different program elements drive satisfaction Knowing this information can help in future strategies to improve customer experience Healthyroads website PHA Challenges Biometric screen 12

13 Which of these features drive satisfaction Aids Learning for each of these elements of the wellness program? Healthyroads website PHA Challenges Biometric screen 13

14 Methodology: Satisfaction with program elements Q: Which program features drive user satisfaction? A: The survey asked how much participants were satisfied with four different program elements: 1. Healthyroads website 2. Personal Health Assessment 3. Health Challenges 4. Biometric Screenings The next set of slides look at drivers of satisfaction with the major components of the program, using importance charts like the one at the right. Drivers are shown as diamonds in the chart: In the charts, diamonds higher up show issues that are more important to satisfaction. Diamonds toward the righthand side of the chart are issues that are viewed more positively, or are performing better. Knowing the combination of importance to satisfaction and performancehelps in setting priorities for features to improve or maintain. The charts plot two values: Importanceis the correlation statistic (or r ) showing the strength of the relationship between each issue and ratings of satisfaction. Values range from 0 (totally unrelated) to 1.0 (perfectly synchronized). more important less important opportunities to improve lower performing lower priority issues strengths to maintain higher performing The average rating, or performance, is the average of all employee and spouse ratings for each issue, ranging from 1 (strongly disagree) to 5 (strongly agree). 14

15 Healthyroads Website: Key Drivers of Satisfaction Q: What are Key Drivers of Satisfaction of the Healthyroads Website? A: Ease of use and Being Well Organized Take-away: Take the time to get oriented and learn simple steps for getting started and staying with it The more users found the Healthyroads website easy to use and well-organized the more likely they would be satisfied with it and that users were relatively satisfied with these features. They were relatively less satisfied with how much the site keeps them motivated. 15

16 Personal Health Assessments: Key Drivers of Satisfaction Q: What are Key Drivers of Satisfaction of the Personal Health Assessment? A: Finding the report and personal plan useful Take-away: Take responsibility for understanding the PHA and your own personal plan The more users found the Health reports and personal plans useful the more likely they were satisfied with it. They were relatively satisfied with usefulness but more satisfied with the PHA itself: it was easy to complete and they were comfortable with questions. 16

17 Health Challenges: Key Drivers of Satisfaction Q: What are Key Drivers of Satisfaction of the Health Challenges? A: Ease of use and fun Take-away: How can you help to make the challenges more fun and easy to use for yourself and others? The more users found the Health Challenges easy to take part in the more likely they were satisfied with it and ease of participation was the most satisfying aspect of health challenges. Ratings also suggest that making challenges more fun would add to their satisfaction. 17

18 Biometric screening : Key Drivers of Satisfaction Q: What are Key Drivers of Satisfaction of Biometric Screening? A: Reports are clear and easy to understand Take-away: How can you be proactive in fully understand what the reports mean to you? The more users found the Biometric results reports clear and easy to understand the more likely they were satisfied with it. They were relatively satisfied with clarity but even more satisfied with the biometric screening itself: it was convenient, comfortable, and done quickly. 18

19 Biometric screening : How to Get Them Q: How did employees complete their Biometric Screening? A: Mostly on-site and small firm employees even more so Overall Small firm, <100 Large firm, >100 n= 195 n= 78 n= 117 Onsite event 69% 82% 60% Quest center Physician form Take-away: Recognize that you have several workable options for screening. The majority of employees completed their screens at onsite events. Overall, more than two thirds used that method. Although it may be difficult for small firms to meet the minimum numbers to schedule an onsite event, few employees used offsite alternatives instead; only 4% of small-firm employees visited a Quest patient service center. Onsite events may raise awareness of the screening, even for employees who cannot attend. 19

20 Employee and spouse impressions of biometric process Q: What are employee/spouse impressions of biometric process, by method of completing screen? A: Generally high satisfaction but less preference for physician form Take-away: Do your best to attend on-site screening 100 Percent Satisfied Recommend to others Convenient Completed quickly Onsite Quest center Physician Felt comfortable Staff did good job Employees and spouses generally preferred to complete biometric screens onsite or at a Quest patient service center over using the physician form. They rated onsite events as the most convenient. 20

21 Participant Goals 21

22 Major goals for Designed Wellness program users Q: What are major goals for Designed Wellness program users? % 50 Weight loss A: Weight loss was primary but others included stress, smoking, and mood improvement. Take-away: Do everything you can to set a goal and use the program to work toward it Strength & conditioning Managing a health condition Other goal More than 1 goal No goal 76% of program users started with a specific goal. Losing or maintaining weight was by far the most common goal (43%), followed by improving strength and conditioning (9%). Other goals include managing stress, quitting smoking, and improving mood or outlook. 22

23 Progress toward health goals Q: What progress have users made on goals? A: The majority (62%) have reached their goal or have improved their health. Take-away: Get a Goal! The program helps you at no matter what stage of goal progress you are at. 86% are working on reaching or maintaining their goal 49% feel their health is better since they began Designed Wellness 13% have reachedtheir original goal Employees and spouses who began the program with a goal have made progress. Thirteen percent have reached their goal, and 86% report they are currently working on reaching or maintaining it. Employees with different types of goals had similar rates of reaching or working on their goals. Overall, whether they had a specific goal or not, 49% feel their general health is better since they began using the Designed Wellness program. Progress on goals, especially weight loss, and self-perceived health improvements are potential levers for getting new users interested in the program. 23

24 Incentives 24

25 Overall, how satisfied are you with the ACEC Designed Wellness Program? Q: Does incentive plan make a difference in program, satisfaction? A: Overall program satisfaction was similar with all three plans. Take-away: Focus less on the incentives and more on your own needs and goals. Percent of group reporting Incentive Plan #1 Incentive Plan #2 Incentive Plan #3 Very Satisfied Satisfied NeitherSatisfied Nor Dissatisfied Dissatisfied Very Dissatisfied

26 Your Champion 26

27 Three key questions to ask yourself? 1) Do you know your wellness champions? 2) What can you do to support him or her? 3) Would you like to be a champion or help on a wellness committee? Each firm can have a wellness champion who helps to coordinate the program at your firm. They are an ESSENTIAL part of the program. A companion survey for champions addressed the experiences these key individuals have faced in implementing the Designed Wellness program. Slides in this section describe 24 champions, each from a different firm. Champions from 24 different ACEC firms 27

28 What types of people are champions? Q: Who are champions? A: A champion can be anyone, and MOST have no prior experience with wellness. Take-away: Could you consider being a champion or helping them out? Percent Women 83 Men years old years old 13 Prior experience in health promotion Percent 38 No prior experience 62 Wellnessis part of my job description Informallyconsidered wellness coordinator Wellness not part of my job at all Most champions were women. Few champions had much background in health and wellness: only about one third had prior experience with health promotion, and about one sixth had wellness or health promotion as a formal part of their job description or job title

29 Three paths to being a champion Champions came into the role by three paths; most named only one path. Q: How do champions become champions? A: They are told to do it, want to do it, or take it on as part of another role (such as Human Resources) I was told to do it by someone in my firm. Champion Role I administer other benefits, so I took this on. I have an interest in health and wellness, so I wanted the role. 5 champions 9 champions 10 champions (3 also administer benefits) increasing personal relevance for the job 29

30 Experiences for three champion types Q: Do the three types experience their work differently? A: Definitely. Those who want it have an easier time and more influence. TAKE-AWAY: If you want to be a champion.go FOR IT! And learn from the ACEC online champion training. Percent reporting Told to Benefits administrator Wanted it number: Influence coworkers* Easy to develop marketing ideas* Easy to develop programming ideas In-house programs* Champions who wanted the role found the job easier than those who had it assigned to them. They were more likely to feel they can influence coworkers health habits, and found it easier to develop marketing ideas or (to some extent) programming ideas. They were also more likely to report having in-house health programming. * differences are statistically significant. 30

31 Percent Q: Are there differences in program use across firms with different types of champions? A: Nope. TAKE-AWAY: Support your champions regardless of how they came to their role by using the program. Employee- and spouse-reported use of Designed Wellness program components, among those using the program, by firm s champion type Healthyroads website PHA Outreach call Coaching call* Challenge Told to Administrator Wanted it Biometric screen Rates of use for program components were generally similar across champion types. Employees were more likely to place coaching calls in firms with a benefits administrator champion. All types of champions can be effective at promoting program use. 31

32 Q: What are key insights among champions? A: The key points are shown in the slide and suggest that all types of champions from any size firm can be effective. Take-away: Ask What can I share about the program that will help my champion do a better job? Executive highlights (Champion Data) CHAMPION DATA (24 champions; 62% with No prior experience in wellness) Easiest part of job is getting management support and managing eligibility Among three champion types those who wanted the champion role report significantly greater influence on coworkers, easy to develop marketing ideas and use of in-house programs At the same time, employee utilization of Designed Wellness is similar across firms with different champion types All types of champions can be effective at promoting program use Designed Wellness strategy of a packaged program works for champions with different backgrounds. Satisfaction with the program appears to depend more on the vendors products than on the champions. Champions should not consider program satisfaction to be a performance evaluation. 32

33 Next Step? Use the program Complete the upcoming survey Ask your champion how you can help Think about becoming a champion Give us feedback on this presentation 33