As revealed in ASE’s 2016 Healthcare Insurance Benefit Survey one of the top cost containment strategies that Michigan employers are using to reduce healthcare costs are Wellness Programs.  In fact, 37% of Michigan employers either currently have a plan or intend to create one in 2016.  Are they working?

If a Wellness Plan is created and executed correctly, they work.  Transamerica Center for Health Studies and the Institute for Health and Productivity Studies at the Johns Hopkins Bloomberg School of Public Health prepared a report, “From Evidence to Practice: Workplace Wellness that Work.”  The report offers real-world advice to employers of all sizes and is based on evidence-based research, expert advice from practitioners, and interviews with various business leaders.

The report outlines what does and does not work when creating effective Wellness Plans in the workplace.  The number one mistake companies make is creating one-time health promotion events.  These are likely to fail.  It’s ongoing, long-term programs that work.

What Doesn’t Work

·  One-time Health Risk Assessments

Everyone knows that high blood pressure, overeating, smoking, high blood sugar, etc. are bad.  Having employees fill out a questionnaire or even participating in a screening event will not change their habits.  They need tools and coaching to help them make long-term changes.

·  Paying People to Change Their Habits

There is little research on the use of financial incentives in achieving long-term lifestyle changes like losing weight or smoking cessation.

·  Sending Employees to Your Health Plan’s Website

Sending your employees to your insurer’s website is not a Wellness Plan.  It can be part of a larger, overall program, but alone it is ineffective.

·  Short-Term Campaigns

Themes like Biggest Loser or step challenges are only “random acts of wellness” and are not very effective.  In fact, they could do more harm than good since they promote quick fixes versus long-term lifestyle changes.

What Works

·  Leadership Commitment and Support

A successful health promotion program starts with commitment from corporate leaders and succeeds through their continued support of it.  It must be embedded into the company’s culture and management must lead by example.

·  Building a Culture of Health

The workplace must integrate a total health model into every aspect of its practice.  “Total Health” involves career, emotional, financial, physical and social well-being aspects of employees.  Some examples are flexible work schedules, setting reasonable health goals, providing social support, and enforcing health-promoting policies.  It’s also important to offer a healthy physical environment, which could include healthy snacks, staircases versus elevators, ongoing walking programs, etc.  One company that’s been successful at this is Dow Chemical.  They have promoted a culture of health for more than 30 years and many peer-reviewed studies have shown an improvement in employee health as well as company cost containment.

·  Employee Inclusion

Rather than imposing a wellness program onto employees, include them in the creation of it.  Survey them to find out where their concerns and interests are.  Form a wellness committee that employees can participate in.  Offering programs they are interested in will increase interest and participation.  For example, Honest Tea was offering yoga classes to employees, but attendance was low.  When they surveyed their workforce they found that employees actually wanted a more vigorous workout.  They now offer fast paced, vigorous workout sessions, and attendance now exceeds 50%.

·  Spread the Word

Communication is key to a successful program.  The communication must be frequent, varied in content, multi-channel, and customized to your workforce.  One of the top barriers to program participation is lack of awareness.

·  Program Evaluation

Be sure to have an evaluation plan at the start of the program so that you have baseline data that can be monitored over time.  Both Return on Investment (ROI) and Value of Investment (VOI) should be measured.  Research shows that a well-designed and well-executed Wellness Program reduces healthcare costs, reduces absenteeism and improves employee health.  VOI can be measured by evaluating employee morale, talent attraction and retention, and company loyalty.

If you are considering creating a Wellness Program, be sure to research what works and engage leadership.  Build a program that fits easily into the workplace culture, and involve employees in the development process.  When done right, Wellness Programs benefit both the company and individual employees and can be an effective cost containment tool.

Source: Harvard Business Review