Category Archives: ROI for wellness

Survey: Employers Want More Value in Health and Wellness Programs

Employers are putting a broader focus on the overall value of health management within a workplace, according to the ninth annual Willis Health and Productivity Survey.

Employers offering health and wellness programs are looking beyond the financial bottom line to evaluate success, according to a new study released this month.

Employers are putting a broader focus on the overall value of health management within a workplace, according to the ninth annual Willis Health and Productivity Survey.

——————————————————————————-

BEST PRACTICES FOR MANAGING FORMAL INCENTIVES THAT DRIVE EMPLOYEE PARTICIPATION AND ENGAGEMENT IN WORKPLACE WELLNESS AND HEALTH PROMOTION PROGRAMS

Discover the latest generation of financial wellness incentives that are seen as an effective way to moderate healthcare cost increases and improve employee well being.

This report will help you and your organization establish best practices in administering your work site wellness program.

Click hear for details: Incentives That Drive Employee Participation in Wellness Programs

—————————————————————————————————————-

A unit of Willis Group Holdings plc, a global risk advisor, insurance broker and reinsurance broker.

The survey called 2015 a “watershed year” for employer-sponsored health and wellness programs. Willis saw two different mindsets emerging in how organizations approach the measurement of wellness program success.

More organizations are realizing the expectation of an immediate return on investment (ROI) for their wellness programs though medical cost reduction is unlikely, the report states. The survey showed more organizations are focusing on the value of investment (VOI) of a program, which is based on factors that include employee morale, worksite productivity, employee absence and safety.

The survey of 703 respondents showed 64 percent with VOI-focused wellness programs compared to 28 percent with ROI-focused programs.

For full details click here: Employers Want More Value in Health – Wellness Programs

Managers Less Concerned About Return on Investment From Their Wellness Programs and More Concerned About the Overall Health and Wellness of Their Employees, Study Finds

 

Gaining senior management for their wellness program and return on investment are among the two top searches we have found over the years. And, proving ROI hits the tops of the list of wellness managers concerns.

ROI, how senior management measures any and all activities in an organization, has always been a major concern of wellness professionals, we have found during our surveys.

And, on top of that there are a few individuals – not directly working in the workplace wellness management field per se – who have been throwing cold water on certain reports surrounding ROI.

But the good news for wellness professionals come from the results of a recent study that found that managers are less concerned about return on investment from their wellness programs and more concerned about the overall health and well-being of their employees.

Indeed, employers are looking beyond ROI when they implement workplace wellness programs found the results of a study by Humana and the economics Economist Intelligence Unit.

For instance, nearly 70 percent of executives “consider their organization’s wellness program to be cost effective, even though not all of the outcomes are measurable,” according to the study report “Measuring Wellness: From Data to Insights.”

——————————————————————————————–

Secrets to Wellness and Health Promotion ROI: How Successful Managers Attract and Motivate Increased Participation in Their Programs PDF Format

Save at this Budget Buster Price Now only $49.95

For details please click on this link: Secrets to Wellness and Health Promotion ROI: How Successful Managers Attract and Motivate Increased Participation in Their Programs PDF Format

————————————————————————————————

Humana said the study explored “why companies implement workplace wellness, how data influences these programs and identifies obstacles that inhibit program participation.”

The study was conducted by the Economist Intelligence Unit and surveyed 225 U.S.-based executives and 630 full-time employees from organizations with workplace wellness programs..

“It’s interesting to validate that employers now view ROI as an important, but not exclusive or even primary measure of a wellness program’s success,” said Beth Bierbower, president of Humana’s Employer Group Segment. Continue reading

Wellness Program That Motivates Participants to Make Healthier Choices Yields Better Health, Lower Costs, Tracking Data Reveals

Improved health, as shown through lower health care costs and fewer unscheduled absences were found among employees who actively participated in the HumanaVitality program, according to results of a recent study.

Among the significant findings from the two-year study:

  • Unengaged members in both years averaged $53 more per month spent on health care claims than members who were engaged in HumanaVitality both years.
  • The largest impact on health care costs was on members with lifestyle-related chronic conditions like high blood pressure or diabetes. Engaged members with these conditions had 60 percent lower health claims costs than unengaged members with these conditions.

——————————————————
Free Report for Instant Download

“Predicting The Future Of Workplace Wellness Management: Bright, Growing, Transforming”

To download the report click here: Predicting The Future Of Workplace Wellness
——————————————————-

  • Also, unscheduled absences were 56.3 percent higher among unengaged members in both years than engaged members.

Continue reading

New Study: Workplace Wellness Programs Seen Cutting Chronic Costs

Workplace wellness programs can lower health care costs in workers with chronic diseases, but components of the programs that encourage workers to adopt healthier lifestyles may not reduce health costs or lead to lower net savings, according to a new research study.

Following a large employee wellness program sponsored PepsiCo, the study conducted by the Rand Corporation found that “efforts to help employees manage chronic illnesses saved $3.78 in health care costs for every $1 invested in the effort.”

However, the program’s lifestyle management components that encourage healthy living did not deliver returns that were higher than the costs, the researchers found.

“The PepsiCo program provides a substantial return for the investment made in helping employees manage chronic illnesses such as diabetes and heart disease,” said Dr. Soeren Mattke, the study’s senior author and a senior natural scientist at RAND, a nonprofit research organization.

“But the lifestyle management component of the program — while delivering benefits — did not provide more savings than it cost to offer,” he continued.

With any prevention effort, it is often “easier to achieve cost savings in Continue reading

Getting To The ROI Of A Wellness Program; You Need Measures And Analytics

The New Year is still young and there is still time to adopt another new resolution. Yeah, zeroing in on your wellness program’s return-on-investment (ROI.)

The ROI ‘issue’ is not going away. So let’s hunker down and figure out ways to successfully prove the winning results of your organization’s wellness or health promotion program.

The future for wellness professionals includes a healthy dose of doing those calculations surrounding the performance of your program.

But it is not without “measurement conundrums,” according to Larry Chapman, MPH, founder of the founder of Chapman Institute and a leading authority and thought leader on workplace wellness.

“One of the first issues is risk stratification as a core to our programming and how does it offer us better measurement opportunities,” he said during a workshop sponsored by Wellness Program Management Advisor and the Wellness Management Information Center.

“Think about the role of a health risk assessment and the ability for us to identify different risk strata groups and then deal with the role of incentives and communications in helping people that are actually in those risk categories make use of the programs and the interventions that we structure for them,” he urged.

Every place where a wellness manager sees a line here or a dotted line, “you can Continue reading

How to develop lasting behavior change among your employees\members

Posts related to lifestyle and behavioral issues have come up 447 times in discussions among members of Wellness Manager Discussion Group sponsored by the Wellness Management Information Center.

Behavioral change is a key goal of any worksite wellness program.

Changing the behavior of employees in a wellness management education and training program “How to Help Employees\Members Adopt Healthy Behavior Changes That Last.”

Michael White, a Partner in WELL Street, was the presenter.

The  program was  one in a four-part Workplace Wellness Management Education and Training Series that had outstanding evaluations by participants.

For information on the program please click on this link now:
http://www.healthresourcesonline.com/edu/Creating-Behavior-Change.htm