Employee Wellness - Increase Productivity
"It is five times more cost-effective to keep the healthy people healthy than to just focus on managing the diseases of those who are already sick." - Dr. Robert Jacqmin, Hewitt Associates, citing research by Dr. Dee Eddington, director of the Health Management Research Center at the Univ. of Michigan.
Download the U.S. Department of Labor Wellness Program Checklist 2008.
Employee health care costs are rising and insurance premiums continue to increase; yet, obesity rates are higher than ever and chronic illnesses are rampant. While it is costing companies a lot of money, there does not seem to be a resolution in sight.
Have you found it necessary to pass these costs on to your customers - or worse, to your employees?
Does the current health and well-being of your employees ever get in the way of your business operations (sick days, absenteeism, turnover, poor quality, poor customer service, lower than desirable production rates)?
Do you think your company is too small - or that it would cost too much - to bring in a comprehensive, customized program to meet the health and wellness needs of your employees?
Many companies, large and small, are turning to Employee Wellness Programs as a solution that is proving to have an average Return on Investment (ROI) of $3.48 per dollar spent and $5.82 in absenteeism. (Source: American Journal of Health Promotion)
The following articles will help you understand the current trends in health care and employee wellness programs.
Startling Statistics
Hypertension and high blood pressure costs an estimated $32.5 billion annually. -Agency for Healthcare Research & Quality, 2002
A study involving 120,000 patients estimated that 80 to 90% of heart attacks could be traced to lifestyle factors including smoking, overeating and underexercising. -JAMA, 2004
Being overweight increases the risk for at least 10 types of cancer. In a 1997 study of one major employer, approx. 6.5% of the corporation's total health care costs were spent for cancer patients. -American Journal of Managed Care, 2000
Experts estimate that a depressed employee generates $3,200 in annual medical costs = $1,500 more than a non-depressed individual.
An unhealthy lifestyle is the root cause of most chronic illness including heart disease, diabetes, obesity, depression, and some cancers. We now know that if we can help individuals live healthier lifestyles by educating them in the areas of nutrition, exercise, and stress management, many of these illnesses can be avoided or, if already present, improved. Medications often address the symptoms, while never addressing the cause of the illness which often leads to increased dosages, side-effects that need additional medications, and a cycle that is hard to break. Employee wellness programs are no longer just helping manage disease - they are focusing on changing behaviors and educating people on how to live a healthier lifestyle. Along with visible changes in a person's weight and health, there are intangibles not seen such as, improved morale, increased self-efficacy, a better outlook on life, increased productivity, and less absenteeism.
Download an Employee Wellness Program Fact Sheet.
Components of an Effective Wellness Program
While Wellness Programs should be customized to meet the needs and budget of each employer the following is an a la carte list of the usual components:
Health Risk Assessments
Biometric Screenings
Health Fairs
Wellness Coaching providing nutritional counseling, exercise program design, stress management techniques, life coaching, lifestyle change analysis and process, preventative care and guidance for disease management
Seminars and Workshops on Lifestyle Issues
Newsletters
Brochures and Handouts
Support Groups
Exercise Programs
Safety Training
Smoking Cessation Programs
Career Development and Education
Family Programs
Creating a Corporate Wellness Culture
Start at the top.
It is critical to get the support of the executive management if you want to foster extensive participation and adherence to a wellness program. If necessary, start small and get full commitment on one or two components before adding additional components to your program. For example, have employees complete a Health Risk Assessment (HRA) and have a Biometrics Screening (blood work to check cholesterol, triglycerides, glucose, and blood pressure). These two components can be followed by a "Know Your Numbers" workshop at which results are explained in a way that help employees understand where they are and if necessary, what they can do to take action to improve their numbers. For those not at risk, the focus will be to evaluate their current lifestyle to prevent them from becoming ill in the future. If this effort is successful and those at risk have been identified, you can implement additional programs such as one-on-one coaching or a monthly newsletter with wellness tips.
Choose Components (see list above) that will offer the most impact for the money.
Wellness Coaching is now being seen as a key element to helping employees put action to their knowledge. Much like Personal Trainers, Wellness Coaches help evaluate readiness to change, assist in establishing goals based on the needs of the individual, and provide ongoing support and accountability for the process.
Each of the components listed above can evaluated based on the needs of the employer and its employees.
Offer Incentives.
Cash, reduced premiums, time-off, health club memberships, and gift cards to healthy food stores are all examples of incentives that can be offered to encourage participation. There are legal limits regarding incentives, so be sure to check the latest HIPAA(Health Insurance Portability and Accountability Act) legislation as it is changing on a continuous basis at this time.
Download the U.S. Department of Labor Wellness Program Checklist 2008.
Lead by example and others will follow.
Employees are often resistant to being told what to do about their health and well-being; therefore, it is important that a wellness program be voluntary, that the culture is not punitive but supportive, and that manangement lead the way by participating in the programs themselves. Employee wellness programs are protected by HIPAA (Health Insurance Portability and Accountability Act), insuring employees confidentiality and privacy - the only information that can be shared with the employer is statistical data.
Make it fun.
Create a catchy name for your wellness program, have employees join a wellness committee that sets plans for wellness events and can provide feedback on how the program is going, give t-shirts to each employee that chooses to participate, have incentives for those who take a health risk assessment or biometric screenings and make the program available to all employees on a voluntary basis. Have a kick-off to let employees know about this new benefit and educate them on how it will improve their life and work - make it about them!
Nutrition Tips
Have vending machines filled with healthier options and label them as such.
Provide water coolers or bottled water at no charge.
Share your wellness efforts with vendors and customers and ask them to send healthy options (vegetable and fruit trays, nuts, etc.) as gifts rather than sweets.
Work with a local restaurant or deli to provide more nutritious lunch options when ordering for meetings and gatherings on a regular basis.
Exercise Tips for the Workplace
Encourage employees to take the elevator or park further from the entrance.
If pratical, create a walking path in the office and label the distance.
Participate as a group in a local 5K event.
Provide on site exercise equipment for employee use during breaks.
The Newest Trend in Wellness Programming
Companies that once provided disease management programs to employers are now incorporating a total wellness and healthy lifestyle component to their services. This integrated approach addresses the needs of all employees whether the focus is on maintaining good health, addressing health-risks, or managing disease. To do this in a cost-effective and meaningful way, it is now being recognized that one-on-one health coaching provides the missing link to take employees from knowledge to ACTION...a wellness coach evaluates each individual's unique lifestyle and then empowers them to establish goals to improve their health and well-being. An ongoing coaching relationship provides support and accountability for the employee. Wellness coaching is most effective when it is conducted face to face; but, can also be accomplished by phone or via email.
Bringing a Wellness Program to Your Company
Pathways to Vibrant Health partners with your company, providing health assessments, workshops, seminars, and wellness coaching to empower employees to make sustainable lifestyle changes that will positively impact your company's bottom line. Empowering employees to improve their health and well-being results in reduced health care costs, diminished medical claims, decreased absenteeism, enhanced recruitment efforts, and retention of valuable employees - all while improving productivity, commitment and resilience.
Contact us today to schedule a FREE consultation to evaluate how you can begin or expand an employee wellness program at your company.
Share your comments, ask questions, and suggest topics for this newsletter by emailing adeline@pathwaystovibranthealth.com .
Adeline Driscoll is the founder of Pathways to Vibrant Health and is committed to empowering individuals to live their unique life with intention, by embracing the cornerstone of vibrant health and balanced wellness...live your life!
|
