Promoting Wellness in the Workplace. Diane Andrea RD, LD Wellness Consultant

Transcription

1 Promoting Wellness in the Workplace Diane Andrea RD, LD Wellness Consultant

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3 Why Promote Employee Health? 70-80% of overall healthcare costs are attributable to lifestyle Reduce employer costs Improve the bottom line of a business A healthy employee is a happy employee 3

4 The Bottom Line Unhealthy behaviors Health risks Chronic disease Employeerelated expenses 4

5 Average 2003 Medical Care Costs $3,253 $4,043 $3,000 $2,516 $1,500 $0 0-2 risks 3-5 risks 5+ risks Source: StayWell Health Management N=1,706 5

6 Days Absent risks 3-5 risks 5+ risks Source: StayWell Health Management N=941 6

7 Workers Comp Claims 14% 12% 10% 8% 6% 4% 2% 6% 9% 12% 0% 0-2 risks 3-5 risks 5+ risks Source: StayWell Health Management N=23,916 7

8 STD Claims 20% 18% 16% 14% 12% 10% 8% 6% 4% 2% 0% 18% 12% 9% 0-2 risks 3-5 risks 5+ risks Source: StayWell Health Management N=23,916 8

9 Tobacco Use Overweight/obese Inactivity Stress Decreased worker productivity 9

10 Marketing to Management Improve employee health Decreased absenteeism Reduce presenteeism losses Good recruitment and retention tool Improve employee morale Decreased turnover Increase employee loyalty Increase productivity Creating positive public and community relations 10

11 Return on Investment (ROI) $6.00 $5.82 $5.00 $4.00 $3.48 $3.00 $2.00 $1.00 $1.00 $1.00 cost savings $0.00 Health Care Costs Absenteeism 32 studies 14 studies 11

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13 Wellness programs are something we do with and for employees, not something we do to them. - Dr. David Hunnicutt 13

14 Promoting Wellness Product Price Placement Promotion 14

15 Product 15

16 Gather Information Needs and Interest Survey Employee Interest Survey HRA Biometric Screening Claims data 16

17 Healthy Workforce 2010 and Beyond Objectives Reduce tobacco use Reduce cost of lost productivity due to alcohol and drugs Increase proportion of adults who engage in regular, preferably daily activity for at least 30 minutes per day Increase proportion of adults who are at a healthy weight 17

18 Most Common Smoking cessation programs 54.3% Physical activity programs 53.3% Mental health/depression programming 52.4% Health club memberships 49.9% Weight management programs 47.1% Nutrition programs 44.6% Stress management 39.6% 18

19 Price 19

20 Resources Carrier Free services Share cost with participants Partnering 20

21 Incentive Investment less than $50 $50-$249 $250-$499 $ % 25% 23% 26% 21

22 Incentives Health insurance premium reductions Cash bonuses Paid time off Gift cards 22

23 Placement 23

24 Focus Individual Interpersonal Organizational Environmental 24

25 Focus Health-related programs Health-related policies Health benefits Environmental support 25

26 Promotion 26

27 Plan SMART Objectives Specific Measureable Achievable Relevant Time specific 27

28 Multiple Interventions Combine programs and policies Address multiple health issues 28

29 Health Coaching 29

30 Communications Paycheck stuffers Posters Bulletin boards Wellness newsletters Directly 30

31 Brand Your Wellness Program Insuring Healthy Lifestyles Logo Personalize your communication 31

32 Promotion Enlist the connectors What s in it for me? Take the program to the people Enlist senior staff run-through Show you care Reward your steady customers 32

33 Promotion Create multiple winners Offer visible incentives Take pictures Set participation goals 33

34 Promotion Create a time limit Send out invitations Fill the room Greet everyone Highlight success stories Follow-up 34

35 Effective Wellness Programs Awareness Motivation New skills Practice 35

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37 Strategies for Increasing Participation Organize competitions Publicize! Make it fun Provide incentives Networking- social support- peer pressure Corporate culture Public monitoring Health promotion events Provide choices 37

38 Keeping Activities Fresh and Inviting Use a celebrity draw Address contemporary issues Keep quality high Use sound pacing of events Offer modules and quizzes Link to other activities Use some new incentive each year 38

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40 Evaluate Post program evaluation Employee feedback Committee feedback Use for future programs 40

41 Questions to Ask Is the program built around goals? Are employee engagement and satisfaction tracked and monitored regularly? Is your company willing to make a culture change? Is momentum for the program maintained throughout the year? 41

42 Are there a variety of options for different personalities, preferences or goals? Do you have a process to re-engage employees who stopped participating? Does upper management participate and encourage? Is there a current demand? 42

43 8 Levels of Demand Negative Demand No Demand Latent Demand Falling Demand Irregular Demand Full Demand Overfull Demand Unwholesome Demand 43

44 REMEMBER!!! There are some people who, if they don t already know, you can t tell em. -Yogi Berra You can lead a horse to water, but you can t make him drink. 44

45 JW Terrill Offerings Educational seminars Webinars Assistance with wellness initiatives Health fairs 45

46 Wellness Resources: Insuring Healthy Lifestyles A resource guide of wellness related organizations 46

47 Diane Andrea, RD, LD J.W. Terrill (314) Q& A Copyright / Legal Disclaimer 47

48 Company Profile One of the regions largest brokerage/consulting firms in the Midwest, offering comprehensive risk management and employee benefit programs. Founded & headquartered in St. Louis in All services performed in-house. No out sourcing. 48

49 Range of Services Employee Benefit Services Human Resources Consulting Benefits Administration Commercial Property & Casualty Surety Bond Services Loss Control/Safety Management Personal Insurance Protection Retirement Planning Services 49