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