Corporate Wellness ConsultantsCorporate Wellness Consultants and Corporate Wellness Programs

Ten Steps Toward Strategic Corporate Wellness Programs

The Corporate Wellness Program management world is evolving rapidly. Each month, there are new research findings that support the premise that Corporate Wellness Programs and disease management have a long-term impact on medical costs. Many large companies that started Corporate Wellness Programs three to five years ago are showing savings in health, disability, and workers compensation costs. Small to mid-size companies are watching all this and wondering where to start with wellness.

Getting upper management support and budget approval is one of the challenges at the beginning of a Corporate Wellness Program. This is the case because Corporate Wellness Programs can be expensive, averaging $150-300 per employee per year in large companies. Most of the savings are not realized for a number of years. This long-term investing is hard for companies on the move.

The key to success for Corporate Wellness Programs is to take a strategic approach. Here are ten steps to consider when starting a Corporate Wellness Program.

1. Begin with upper management. Without upper management support, a health promotion strategy can fall flat. Begin with the health of your executive team and discover your wellness champions at the top of the business.
2. Analyze the problem. Look at your medical claims and analyze the trends. Which conditions are driving your medical, disability, and workers’ compensation claims and which are modifiable? What’s worked and what hasn’t thus far? What is the long-term impact of doing nothing?
3. Hold an initial wellness meeting. Invite your key stakeholders both inside and outside the business. Ask your broker to facilitate the meeting and invite key health vendors including health, disability, Employee Assistance Program (EAP), fitness, and occupational nursing. Review claims and utilization data and identify key areas of concern. Look at current offerings and see how they can be tailored to the needs of the population.
4. Consider both healthy and unhealthy workers. Since 85 percent of claims are usually attributed to 15 percent of claimants, it is essential to reach those with the most costly conditions while also reaching individuals who are at risk for developing preventable diseases in the future. Voluntary Corporate Wellness Programs such as lunchtime wellness seminars miss many of the individuals who need them most. Consider programs that are population-wide or target intact workgroups. Wellness incentives help but do not motivate everyone.
5. Set short-term goals for the Corporate Wellness Programs. Set some realistic short-term goals based on your key areas of concern. Are there any plan design changes that could have an immediate impact on spending? Are there some programmatic actions that could have immediate results?
6. Find out what workers are thinking. Hold some focus groups to determine where individuals are with wellness. What’s working? What isn’t? How much interest do individuals have in the Corporate Wellness Programs? What obstacles and barriers are workers experiencing when they try to change behavior?
7. Make sure you have a high-impact Employee Assistance Program (EAP). Your first wellness dollars should go into upgrading your Employee Assistance Program (EAP). A highly utilized Employee Assistance Program (EAP) can provide a foundation for all of your future wellness activities. A good Employee Assistance Program (EAP) is a trusted link to the hearts and minds of workers. At no additional cost, the Employee Assistance Program (EAP) can provide needed follow-up coaching and personal attention for workers who are working on modifiable health behaviors or involved in disease management programs. Nutritionists, fitness, pregnancy, and stress management specialists are all part of a high-value Employee Assistance Program (EAP).
8. Set three to five year goals for medical savings and measure them. Get help from your broker and insurance carrier help you on long-term goals for your health, disability, and workers compensation plans. Establish program metrics that will help you to measure return on investment. Go beyond participation rates, completion rates and program satisfaction. Measure changes in readiness, changes in behavior, and changes in risk factors. Establish rigorous methods to measure medical savings over the long term.
9. Set goals for organizational health. Consider the more intangible benefits of a wellness initiative and quantify them whenever possible. Include employee turnover rates, cost of new hires, employee morale, benefit satisfaction data, and employer of choice issues in setting goals. Establish ways to measure success in these areas.
10. Add specifics to your short and long-term plan. Include a Corporate Wellness Program strategy, a communication strategy, and a Corporate Wellness Program incentive strategy that will fit with your corporate culture. Focus on integration of related components along a health continuum with communications that are focused, simple, and human. Establish a budget that includes key components such as consumer education, health promotion, health risk assessments, and regular biometric screens.

Corporate Wellness Programs are crucial to improving the health of our nations. Most adults spend more of their waking hours at work than anywhere else, making it a excellent venue for promoting healthful habits. The worksite organizational culture and environment are powerful influences on behavior and this needs to be put to use as a method of assisting workers to adopt a healthier lifestyle. Benefits to Corporate Wellness Programs include:
• Weight reduction
• Improved physical fitness
• Increased stamina
• Lower levels of stress
• Increased well-being, self-image and self-esteem

Employers can also benefit from Corporate Wellness Programs. According to recent research, employers’ benefits are:

• Enhanced recruitment and retention of healthy workers
• Reduced medical costs
• Decreased rates of illness and injuries
• Reduced employee rates of absence
• Improved employee relations and morale
• Increased productivity

A U.S. Department of Health and Human Services report revealed that at worksites with physical activity programs as components of their Corporate Wellness Programs have:

• Reduced medical costs by 20 to 55%
• Reduced short-term sick leave by six to 32%
• Increased productivity by two to 52%

Thanks to modern medicine, life expectancy for Americans has continually increased. How much we enjoy these additional years, however, depends greatly on how we have lived our lives. If our quality of life is to remain high so that we can fully enjoy these extra years, we must practice good eating habits, be active and refrain from using tobacco products.

Who needs Corporate Wellness Programs? If you work in an office or a worksite or are a member of an business who spends a considerable amount of time at work, you will benefit from a well-designed worker Corporate Wellness Program. Employees spend a minimum of about 200 hours a month at work – a considerable amount of time.

Furthermore, stress, distractions and the pressures of the job can take its toll on the employee, which makes it important that a Corporate Wellness Program is implemented. Today, all across America, Canada, Europe and Asia, top Corporate Wellness Programs are being used to help improve employee conditions at work and reduce the cost of worker medical.

Some of the top Corporate Wellness Programs currently in use today include:

Health Risk Assessments (HRAs)

Health Risk Assessment is a top Corporate Wellness Program currently in use globally. Organizations that implement it determine the safety and health concerns of workers by the assessment of appropriateness of the facilities and equipment against the needs of the workers.

It can, for example, guide the business into determining how much air quality within an office room affects the users and then help the assessment team to come up with the measures necessary to correct the problem. An HRA can also evaluate the level of exposure workers have to certain hazardous or dangerous materials and practices.

Immunizations

This isn’t always practiced in every country since there are regions where government sponsored immunization shots are available. However, it has also become an important component of the top Corporate Wellness Programs in many companies in North America.

Immunization, flu shots, such as those used to combat flu, for example, are offered to workers for free.

Employee Assistance Programs (EAPs)

Employee Assistance Programs (EAPs) consist of a wide variety of services. It can range from providing educational resources to workers regarding health issues to sponsoring health services and medical care. In many companies, medical and insurance have also become a staple part of their benefits system.

Weight Management Programs

This is another Corporate Wellness Program that companies use, particularly those that offer in-house commissary or cafeteria services. Instead of serving richer, high-calorie fare, cafeterias offer options for a healthier diet, usually in the form of low-calorie foods and sugar substitutes.

Employee Wellness Newsletters – Health Education Programs

One of the top Corporate Wellness Programs that companies can implement is a self-powered tool using a newsletter to promote wellness, coupled with a visible campaign. The campaign may be done periodically and focus on a specific topic, such as tobacco use hazards, cancer, stress, carpal tunnel syndrome, safety in the workplace, etc.

The newsletter in itself can be an effective method to deliver information to workers or members of an business but it is far from perfect. Some workers, for example, may not read the newsletter in its entirety or even pay attention to it. If the issues outlined in the newsletter are promoted through an active and highly visible campaign, it will be easier to maximize positive results.

Physical Fitness and Exercise Programs

Another top health promotion program for companies is one that involves physical activities. Companies often sponsor exercise-related events such as marathons and business sports programs to encourage workers to remain fit or lose excess weight. In mid- to large-sized companies, companies may even pay for gym memberships or in-house exercise facilities.

Corporate Wellness Program Incentives

Some of the top Corporate Wellness Programs implemented by companies involve incentive rewards. This involves business-sponsored programs that reward workers for achieving specific wellness goals. Participation in health campaigns and signing up for Corporate Wellness Programs are two of the most commonly rewarded schemes. Rewards can range from special recognitions to points (for bigger rewards) to specific gifts. In a few cases, cash may also be used.

However, incentive systems have had mixed reactions and levels of success. But it continues to be one of the top choices among companies who are willing to modify it in order to fit their unique needs.

Group Activities

In many companies, companies take advantage of peer pressure in order to encourage workers to take part in Corporate Wellness Programs. This is currently one of the favorite worker Corporate Wellness Programs currently in use today and growing in popularity. Peer pressure is often leveraged to help promote competitions and to persuade workers to be active in business-sponsored health fairs.

Corporate Wellness Programs at the corporate level are beneficial, right? Wellness statistics clearly show that such Corporate Wellness Programs are not only cost-effective to the organization but can assist the employee in developing a healthier lifestyle. With the rising cost of medical, Corporate Wellness Programs simply make sense. So where does the problem come in? Let’s examine the topic from both perspectives.

Corporate Wellness Programs: The Good
• A sampling of return on investment for Corporate Wellness Programs: Bank of America: 600 percent; General Motors:370 percent; Pepsico: 300 percent; Citibank: 465 percent; and the Washoe County School District leading the pack at a whopping 1,560%. (Campbell,J., Wellness Improvement Experts, www.wellnessimprovementexperts.com, Albuquerque, New Mexico.)
• Companies with Corporate Wellness Programs have realized a 28 percent reduction in sick leave, a 26 percent reduction in adjunctive medical costs and a 30 percent reduction in disability and workers compensation costs. (Health Affairs, Volume 21, No.2, March, 2002.)
• The Washoe county School District in Northern Nevada realized a $15.60 return on investment for every dollar spent due to a 20 percent reduction in rates of absence. (Hardy,A. (2005). At the Top Of The Class. WELCOA’s Absolute Advantage Magazine, 5(1), 14-20.)
• Corporate Wellness Programs provide the structure, encouragement, incentives and ongoing support that many people need in order to make lifestyle changes.
• Employees also realize returns on their efforts. FiServ, a financial services technology business, gave workers who filled out a health risk assessment a significant discount on their health insurance premium. (Holland, Kelley, The New York Times, July 22, 2007.)

Corporate Wellness Programs: The Bad
The flip side of the argument centers on basic human rights. Do we want/need our employer to tell us to eat our veggies or lose 30 pounds? Some companies are doing just that and at least one lawsuit has resulted because of it.
• Three hundred companies have requested assistance from a national employment and labor law firm to institute more aggressive Corporate Wellness Programs.(Cornwell, Lisa, Associated Press, Albuquerque Journal, September 10,2007.)
• Clarian Health, based in Indianapolis, Will begin decreasing employee paychecks by $10.00 for every employee who has a Body Mass Index (BMI) of greater than 29.9 because not enough workers were utilizing their wellness services.(Cornwell, Lisa, Associated Press, Albuquerque Journal, September 10,2007.)
• Scott Rodrigues filed a suit against his prospective employer, Scotts Miracle-Gro, because he believed the business’s antitobacco use policy violated his civil rights. The business has a policy against hiring workers who smoke and Mr. Rodrigues’drug screen was positive for nicotine.(Holland, Kelley, The New York Times,July 22,2007.)
• employee advocates are concerned that health discrimination may not be covered under the Americans with Disabilities Act.(Cornwell, Lisa, Associated Press, Albuquerque Journal, September 10,2007.)

Penalizing workers by hitting them hardest where it hurts the most,their pocketbook, does not appear to be a a good approach to molding human behavior.
Such tactics may result in increased resentments and retaliation, primarily in the form of rates of absence and presenteeism (decreased productivity on the job.) Voluntary, incentive-based programs, such as the one in the Washoe County School District, can and do produce results. A positive attitude on the part of management along with an opportunity for workers to have a stake in the decision-making may yield the greatest dividends to both employer and employee.The motivation and resolve needed to change unhealthy lifestyle habits can best be derived from the basic tenets of encouragement, respect and support.

Getting Started – Secure management support
• Justifications for having a Wellness Fair
• Health risk assessments
• Help for high-risk population: smokers, obese workers
• Early detection of diabetes, heart disease risk factors (high cholesterol, high blood pressure)

Wellness Fair Participation – Identify your audience
• Employees only, whole family, retirees?
• Community involvement? Theme?

Wellness Fair Time Line 
• Set a date and time Allow 4-6 months of planning time

Wellness Fair Planning
• Identify health-related screenings, tests, other activities you’ll offer Identify educational literature and other learning opportunities Wellness Fair will provide Include any “fun” activities, or food/beverage needs for the fair

Wellness Fair Location & Logistics
• Consider location big enough to accommodate the largest volume of individuals at “peak time” periods
• Determine how booths/stations will be set up

Wellness Fair Vendors
• Target relevant health/safety-related community and corporate vendors to provide services, educational materials, incentives and giveaways

Wellness Fair Marketing
• Determine marketing tools to be used to inform workers/members (posters, mailings, e-mail)
• Determine any incentives or giveaways that will be included in the fair or used to encourage participation in the fair

Wellness Fair Scheduling
• Coordinate timing and events with staff and/or volunteers

Wellness Fair Personnel
• Schedule appropriate experts Physician or similar medical personnel to provide patient consultation for review of blood draw lab results
• Nurse(s) to administer vaccinations
• Administrative/all-purpose individual to facilitate paper work, finger sticks and to provide general assistance
• Pharmacist or pharmacist assistant if appropriate Dietitian for nutritional counseling suggested personnel designated for health fairs

Footnotes

1 The Robert Wood Johnson Foundation via Reuters Health E-Line.
2 Kaiser Daily Health Policy Report, (9/11/03)
3 www.cdc.gov/nccdphp/dnpa/press/archive/lower_cost.htm
4 “Is Stress Nibbling Away at Your Bottom Line?” By Stephen Alper, Nov. 15, 2002.
5 Health Promotion in the Workplace, Michael P. O’Donnell, page 415.
6 http://www.bmpcoe.org/bestpractices/internal/dayto/dayto_6.html

Preventing injuries is a high priority for employers, especially in factory settings such as Honda. That’s why the business offers several programs—including line-site process evaluations —to identify potential hazards and help reduce the chance of injury. As part of an early intervention program, Honda workers who are feeling pain can receive a massage of the affected area during work time.

Stretching programs are another effective tool in injury prevention. According to the Best Practices in Manufacturing Web site, Dayton Parts, Inc. (DPI) in Harrisburg, Pa., conducted research that revealed approximately 80% of all manufacturing injuries occurred within the first two hours of each shift. After beginning a program that required production workers to stretch for 10 to 15 minutes at the beginning of their shifts, they saw a dramatic reduction in injuries.

While the DPI Corporate Wellness Program costs about $75,000 a year to operate, in conjunction with other business programs, it has helped bring the annual cost of workers’ compensation from $700,000 to $200,000 per year.6

To help prevent lengthy absences and reduce workers’ compensation claims, Honda instituted a work recovery program. Through the program, workers who have had an injury can work in a modified job—getting better. Employees in the program spend their work days receiving physical conditioning to increase overall fitness, physical therapy to restore functionality, health education and nutrition counseling. The program is based on data that shows fewer work days are lost when an employee stays connected to the work environment.

The Ohio Bureau of Workers’ Compensation, www.ohiobwc.com, provides a “10-Step Business Plan” as a guide for companies in providing Corporate Wellness Programs that aim to reduce injuries. The plan includes information on safety and health programs to prevent occurrences of on-the-job accidents, including:

employee involvement – To ensure the success of any Corporate Wellness Program, workers must take part in the safety and health-management process. This can be done through safety and health audits, accident investigations, or by forming safety and health involvement teams, focus groups or committees.

Orientation and training plan – Conduct orientation and training sessions to educate workers on the business’s safety policies. These sessions should include procedures for the safe use of machinery and tools, chemical hazards and how to prevent contact or exposure, specific job/task safe practices, and hazard recognition and prevention.

Communication – Open communication keeps workers informed and provides suggestions and feedback on the effectiveness of the Corporate Wellness Program. Through memos, bulletin boards and staff meetings, important safety and health information can be conveyed throughout the organization, keeping all management staff and workers knowledgeable about the business’s safe practices.

The business plan also outlines incentives for post-injury procedures, including:

Medical treatment and return-to-work practices – arly return-to-work strategies help injured or ill workers return to work in a timely manner. Companies should establish a disability management policy to help injured or ill workers obtain quality medical treatment, making their transition back to work quick and effortless.

Timely notification of claims – Employers should document workplace injuries immediately after they occur and promptly send that documentation to a claims handler. Quickly providing claim information demonstrates care and concern for the injured employee, prevents delays and confusion with the claim process, and reduces the potential for abuse or needless litigation.

Record keeping – Internal documents should be kept to record work-time injuries and to assess the success of the business’s safety efforts. Corporation audits, surveys and injury or illness reports can all be used to analyze which safety practices and policies have proven successful, and what areas of health and wellness need improvement.

Dr. Moore of Nationwide maintains that immunization is the most cost-effective treatment in medicine. By way of example, vaccinating children against the influenza virus averages a savings (including medical costs, parents’ missed work, etc.) of up to $35 per vaccine recipient. And experts predict that estimate is low, because it doesn’t take into account the rapid spread of the flu.

The American Association of Family Physicians’ Web site, www.aafp.org, offers a recommended adult immunization schedule created by the Advisory Committee on Immunization Practices. This schedule, tiered by age and chances of exposure, recommends diphtheria, tetanus, influenza, pneumonococcal, hepatitis B, hepatitis C, measles, mumps and rubella, varicella and meningococcal vaccinations.

Ideas to incorporate prevention and early detection:

• Hold a wellness fair and invite organizations that provide testing services for such conditions as blood pressure, blood iron, cholesterol, body mass index (BMI) and diabetes.
• Provide educational materials about well-baby care and vaccinations.
• Choose medical coverage plans that include wellness check-ups and vaccinations.
• Provide onsite mammograms for workers.
• Sponsor onsite flu shots to coincide with flu season.

Benefits of Stress Reduction Programs

While stress cannot be eliminated from life, or even from the workplace, coping skills can be developed with relative ease. Stress management skills lead to decreased rates of absence and more effective, more productive workers. Because stress has been shown to contribute to such physical conditions as ulcers, high blood pressure and stroke, stress reduction has a direct impact on improving physical health.

Studies have shown that heart patients who attend stress management programs have 42% lower medical costs. Other studies have documented a 50% reduction in medical services use when stress management programs are employed. Further, Employee Assistance Program (EAP) experts estimate that 20% of any workforce is affected by personal problems that can influence work performance.

Stress reduction tactics to consider:

• Provide onsite yoga or meditation classes.
• Organize support groups among workers.
• Sponsor stress management classes during the workday.
• Provide an employee assistance program that includes both counseling and referral.
• Provide onsite counseling for workers in the case of a work-related trauma, such as the death of a co-worker.