Tag Archives: employee participation in wellness programs

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

Advertisements

Proposed New Rule Would Amend ADA, ACA Workplace Wellness Programs

Workplace Wellness programs that may be part of a group health plan or  are offered outside of a group health plan will be affected under proposed regulations released by the The Equal Employment Opportunity Commission EEOC. The agency is accepting comments that must be received by the Commission on or before June 19, 2015.

This proposed rule provides guidance on the extent to which the ADA permits employers to offer incentives to employees to promote participation in wellness programs that are employee health programs, said the EEOC.

The agency said references in the proposed rule regarding the requirement to provide a notice and the use of incentives, and changes to the corresponding section of the interpretive guidance, apply only to wellness programs that are part of or provided by a group health plan or by a health insurance issuer offering group health insurance in connection with a group health plan.

The term “group health plan” includes both insured and self-insured group health plans and is used interchangeably with the term “health plan” throughout the preamble.

“All of the other proposed changes to the regulations apply to all “health programs,” which include wellness programs whether or not they are offered as part of or outside of a group health plan or group health insurance coverage. The term “incentives” includes both financial and in-kind incentives, such as time-off awards, prizes, or other items of value,” the agency said.

Several law firms analyzed the proposed changes.

Following are links to several of the reviews:

HHS releases HIPAA guidance on workplace wellness programs | Data Privacy and Security Insider.

http://www.employmentmattersblog.com/2015/04/the-eeoc-provides-welcome-guidance-on-employment-based-wellness-plans/?utm_source=Mondaq&utm_medium=syndication&utm_campaign=View-Original

http://www.jdsupra.com/legalnews/five-ways-the-eeoc-proposed-wellness-reg-23794/

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

Motivating Employees Always A Challenging Goal, Managers Say

 

Motivating and incenting employees to participate in their organization’s wellness programs is a much cited chief concern of wellness and health promotion professionals responding to the Workplace Wellness Management Survey, sponsored by the  Wellness Management Information Center.

Among the expressed concerns of wellness managers were such comments as getting employees to “buy in;” participation and commitment; “getting people engaged and participating;” ample time for the employee to participate in any programming;  “how to retain employees once they are engaged in the program;” the lack of individual employee motivation; getting people to use their memberships; and motivating additional participation.

The problem is employees “have so many work-related time constraints that sometimes it is difficult to get them to see wellness programs as a good use of their already limited time,” said a corporate nurse practitioner.

Concerning employee enrollment in programs a manager health promotion said: “Those interested in the interventions are the ones who need the interventions the least.”

Keeping employees once they participate in a wellness program is 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

2014! Resolutions Don’t Come Easy

Happy New Year!

As we head into the New Year people are trying to hang on to their recently made resolutions. However, it is not enough to simply make a resolution; you must be motivated to sticking to it, according to one wellness professional.

Here are four keys to success in keeping resolutions that wellness program managers can share with program participants:

The first key to success is learning how to stay motivated.

“Motivation comes in spurts, so you have to work at keeping it in the forefront of your mind.”

Wellness program managers can help with employee motivation in a number of ways. Continue reading

Health Fairs Done The Right Way – To “Capitivate People”

A key piece of a successful workplace wellness program is a well planned and organized well attended health fair with measured outcomes, believe members of our Wellness Manager Professional Discussion Group on Yahoo.

My organization puts on a number of health fairs every year for our
employee base, posted a group member.

“We have tried numerous activities and displays. We’d like to provide
something that would truly captivate people but not cost very much to
provide,” she wrote

“Does anyone have any recommendations? Any suggestions?”

Unfortunately, many health fair organizers do not clearly define what the goals and objectives are for their health fair when planning their event, responded a veteran wellness and health promotion professional.

“As a result, the health fairs can be too generic and superficial to provide participants with meaningful information and resources for making changes in their lives,” she said.

When designing a health fair, ask questions. “What changes in the
participants do health fair organizers hope to achieve? What are the unique
needs of the target audience?”

If it is an organizational problem being targeted, what environmental issues
impact on the behavior? After answering such questions, put together a health fair that specifically addresses each of the identified issues, she suggested.

You need a measurement plan for the health fair goals, offered another member.

“Most only count number of participants, but you could count the specific number of each brochure that was picked up, you could count number of participants visiting each booth,” he said.

Or even better would be  Continue reading

What Strategies Do You Use To Measure Employee Engagement In Workplace Wellness?

This question was posed by a member of our Workplace Wellness Management Group over on LinkedIn. It’s a good question.

As you know, workplace wellness managers are always concerned about employee participation in programs. So it begs the question – how do you measure employee engagement in workplace wellness programs? So we posted the question on the Wellness Managers’ Discussion Group on Yahoo.

The answers were rich in information and helpfulness:

“I think it is important to first define terms. Are employee engagement and participation being used interchangeably because they can also mean different things,” said a long-time member of the group who has multiple wellness-related certifications.

“Measuring participation is fairly straight forward – the number and percentage of employees who register, attend and complete a multi-session program, as an example, can all be tracked and measured,” he wrote.

“I think measuring engagement is trickier,” he continued. “While there are tools out there to measure employee engagement, I am not sure they specifically address wellness program engagement. As I think about wellness engagement, I am thinking that pre- and post- knowledge testing might be used as a measure of learning engagement, while pre and post changes to individual behaviors might be a measure of engagement from the behavior change perspective. I am sure there are others the list can come up with as well.” Continue reading

Person-To-Person Can Make The Difference For Workplace Wellness Program

Personal involvement with participants seemed to drive up satisfaction with wellness initiatives, said Patty Clavier, Intel senior project manager, when discussing Intel’s global health wellness program during a webinar  sponsored by Wellness Management Information Center.

Between the two different types of coaching offered – on-site or telephonic –the highest rates of satisfaction are associated with personal face-to-face coaching, Clavier explained.

In both the U.S. and across the globe, two different health risk assessments are used, said Clavier, but people tend to “prefer the idea of working with Continue reading

Program Success Motivates Employees To Participate In Health Promotion Programs

Getting employees to participate in worksite wellness programs is always a concern of many wellness managers, according to our management surveys of wellness professionals.

Participation is the issue, said one corporate human resources director, because “most people are too busy or not motivated enough.”

Main concern: “Time crunch, employees can’t seem to find the time to get into the onsite fitness center,” said a company RN/fitness coordinator. “People in general just seem to be getting busier and busier!”

“It is just our lifestyles today as well as the mentality of employers Continue reading