3 Ways to Boost Employee Health with On-Site Wellness Program Support
Original post benefitspro.com
When employers launch a robust employee health program, too often corporate wellness becomes another job for someone who already has a full range of responsibilities.
That’s why it’s crucial to have someone “on the ground” who owns health and wellness and can in turn play an active role in building a successful health management program.
We see the benefits of providing an on-site wellness presence. Our client sites that have a dedicated on-site program manager enjoy a 33 percent higher participation rate compared to similar programs that don’t include an on-site manager.
The benefits of having an on-site wellness program manager include the following:
- Screening participation: 58 percent increase
- Health advising participation: 43 percent increase
- Coaching enrollment participation: 21 percent increase
In addition to on-site program managers, here are three ways our clients inspire employee wellness with on-site solutions—and how this option might make sense for your organization.
1. Drive engagement with health advocates
To meet the needs of more than 12,000 employees in 18 locations at a leading automotive parts manufacturer, my employer HealthFitness provides six on-site health promotion coordinators and eight full-time benefits advocates to help employees and their families navigate the health care system.
On-site advocates serve as corporate wellness navigators and answer questions employees may have related to their benefits—from how the medical plan works to how to earn incentives.
Advocates work as a touch point for employees—whether they meet before, after or during shift breaks.
Results:
Support from on-site benefit advocates has paid off in providing real results for both employees and the company.
- 48,000 benefit advocacy contacts driving referrals to benefit providers
- 6.2 percent year-over-year reduction in health risks
- 93 percent completion rate of health assessments and screening for employees and spouses
2. Activate boots on the ground
To build rapport with the manufacturing population at a leading producer of agricultural products, our on-site staff regularly meets employees where they are—donning steel-toe boots and protective gear to join them in the field, safety meetings, or break rooms.
Our on-site presence lets them know we are here for them and are committed to their health.
For example, to make it easier for employees to participate in wellness activities such as screenings, on-site staff are scheduled to work early hours (from 4 a.m. to 12 p.m.), giving workers the opportunity to participate in blood pressure screenings without leaving the worksite.
The mindset of ‘we bring the program to you’ is essential to program participation success.
Results:
- 11.3 percent decrease in average number of high health risks from 22.47 to 2.19 among 2,400 participants.
- 97 percent of participants were “satisfied” or “very satisfied” with their on-site biometric screening event.
- 63 percent of employees participated in one or more lifestyle management programs in 2013.
3. Build a network of on-site wellness champions
Our on-site program manager leverages a wellness champion network of more than 30 employees to meet the needs of 12,000 employees at an agricultural and construction equipment leader.
Wellness champions build employee awareness and increase engagement in corporate wellness programs.
Employees at 20 sites throughout the country turn to the wellness champions as a resource, to share ideas and ask questions. Wellness champions also represent employees during ongoing conference calls and help ensure health and wellness continues to be part of their daily routines.
Results:
- 85.3 percent of the employee population has participated in at least one health management activity.
- 43.1 percent participation in a walking program that challenges employees to walk 10,000 steps a day.
- 21.1 percent participation in health coaching so employees can develop an individual, confidential plan to help them reach their health goals.
Look Beyond Health Care Financing to Workforce Health
Originally posted February 26, 2014 by Thomas Parry on https://ebn.benefitnews.com
Employer focus on employee health care will expand in 2014 beyond financing health coverage to managing employee health. We expect to see employers focusing more strategically on workforce heath — in particular, how to build business impacts such as lost work time and performance into their overall assessment of best practices — and how to connect investments in health back to business goals.
However employers’ decisions have been determined by the Affordable Care Act, the reasons to continue investing in employee health and productivity remain, given their impact on employers’ bottom-line costs and top-line job performance. The evidence is clear: poor workforce health has a profound impact on companies, regardless of their industry or size.
Research by our organization, the Integrated Benefits Institute, has investigated financial productivity losses due to worker illnesses including depression, diabetes, low back pain, stress and metabolic conditions. Our findings highlight the necessity for employers to think beyond how health issues impact medical costs. Our research shows:
- Depression costs employers approximately $62,000 annually per 100 employees in lost work time and medical treatments.
- Employees with diabetes are 47% more likely to miss at least one day of work per month than workers with normal fasting blood glucose.
- Low-back pain costs employers $51,400 annually per 100 employees in lost productivity and medical treatments.
- Employees with metabolic syndromeare three times more likely to have a work-disabling event such as a heart attack or stroke.
- Stress at work contributes more to poor job performance than either stress at home or financial worries.
Over the course of the year, I’ll be sharing more of our findings related to these illnesses, and the benefits to organizations with a strong commitment to employee health and performance. Our research reveals that employees in organizations with a strong health culture report that they spend more time working, work more carefully and concentrate better than employees at organizations with poor cultures of health.
Workers with better work environments — such as favorable workloads, work-life balance, good relations with managers and fewer demands on their time — also report fewer sick days than those in less healthy workplaces.
Employers can take several steps to acting more strategically about investing in employee health:
1. Assess where you are. Use key metrics to know where your organization currently is and what you have achieved to date regarding employee health. Work with your benefits supplier partners to obtain data and determine your company’s performance relative to organizations, especially organizations within your industry.
2. Use comparisons to identify the greatest opportunities to improve employee health. Since organizations have limited resources, start by focusing on the biggest problems — and the biggest opportunities — facing your company.
3. Measure outcomes. Determine beforehand how you will track results — and track them beyond health care costs alone. Simply saying a program is successful isn’t enough to convince the CFO of the business case for health improvement — results must be measured quantitatively. Senior management is more responsive to requests for investment when HR professionals are able to demonstrate the value of programs in business-relevant terms with metrics demonstrating changes over time.
Employers will find that their investments in workforce health and performance will be most effective when integrated with a broader strategy that includes an understanding of how their organizations can positively or negatively influence workers’ health.
Flu hitting younger and middle-age adults hardest this season
Originally posted February 20, 2014 by Steven Ross Johnson on https://www.modernhealthcare.com
Younger and middle-age adults make up the majority of hospitalizations and deaths from influenza this season, matching rates not seen since the 2009 H1N1 flu pandemic, federal health officials said Thursday.
Data collected by the Centers for Disease Control and Prevention show people between ages 18 and 64 have accounted for 61% of flu hospitalizations since September through Feb. 8. That's almost double the average rate of 35% over the past three seasons, according to the CDC's Morbidity and Mortality Weekly Report.
“Influenza can make anyone very sick, very fast, and it can kill,” CDC Director Dr. Tom Frieden said.
Frieden urged healthcare providers not to wait to treat patients with flu symptoms. “It's important that everyone get vaccinated,” he said. “It's also important to remember that some people who get vaccinated may still get sick, and we need to use our second line of defense against flu: antiviral drugs to treat flu illness. People at high risk of complications should seek treatment if they get a flu-like illness. Their doctors may prescribe antiviral drugs if it looks like they have influenza."
The H1N1 strain of the virus, which the World Health Organization said was responsible for about 18,000 deaths worldwide in 2009, has resurfaced this year.
The CDC said deaths from influenza this season are following similar patterns from those observed during that pandemic. As in 2009-2010, about 60% of flu deaths in the past five months have been people between ages 25 and 64.
Flu vaccinations have been effective this season, reducing a person's risk of seeking medical help by about 60%, according to a second report this week in the MMWR.
Top 10 healthiest states
Originally posted December 26, 2013 by Kathryn Mayer on https://www.benefitspro.com
Americans are making “considerable progress” in their overall health, according to United Health Foundation’s 2013 America’s Health Rankings.
Overall, the annual ranking of America’s states found that smoking is down nationwide, as is physical inactivity.
Some states, of course, are faring better than others. Here are the top 10 healthiest places in America.
10. New Jersey
It helps that New Jersey’s residents are among the wealthiest in the nation, as the report finds the healthiest states are often among the nation’s most financially well-off. Additionally, the Garden State has among the most dentists and primary care physicians in the country.
9. North Dakota
North Dakota is one of the healthiest states, despite the fact that it has a high prevalence of obesity. Other factors, including few poor mental and physical health days per year and a low rate of drug deaths, help make this state amongst the healthiest in the nation.
8. Colorado
Colorado has the lowest obesity rate of any other state. A little more than 20 percent of Colorado residents are considered obese. The considerably small obesity rate also helps other factors: In 2011 and 2012, for example, state residents were among the least vulnerable to heart attack and stroke.
A high prevalence of binge drinking and drug deaths still remain big challenges for the state.
7. Connecticut
Connecticut has one of the lowest smoking rates in the nation, and its obesity rate is also relatively low comparatively speaking, at 25.6 percent. Over the past two years, the uninsured population fell from 11.1 percent to 8.3 percent, according to the report. That is also helped by the fact that Connecticut has a high rate of medical professional availability for residents.
6. Utah
There are a lot of factors contributing to Utah’s good health standing: The Beehive State has the lowest smoking rate in the nation at 10.6 percent of the adult population, has low rates of binge drinking, preventable hospitalizations, diabetes, physical inactivity and obesity. But dragging the state down is a low availability of physicians.
5. New Hampshire
The state has one of the highest rates of healthy eating habits and visits to the dentist. Overall, the state is helped by its extremely low poverty rates, which enables residents to better afford treatment and increases the likelihood that they are informed on good health behaviors.
4. Massachusetts
The state is in a health care state all its own because of reforms that went into effect back in 2006. Virtually all of its residents — 96 percent — are insured, and they all seem to use their coverage. More than in any other state, residents went to the doctor to get their cholesterol checked and visited the dentist. The state’s healthy status is also helped by the availability of physicians. In 2011, there were nearly 200 physicians per 100,000 residents.
3. Minnesota
The Gopher State has low rates of physical inactivity, diabetes and premature and cardiovascular deaths. However, it also has a high prevalence of binge drinking and low per capita public health funding.
2. Vermont
Vermont, last year’s reported No. 1 state, is ranked second this year and has ranked among the top five for the last decade.
Vermont has a low uninsured rate. In the past year, the percentage of uninsured population dropped from 9 percent to 7.8 percent of the population.
1. Hawaii
Top-seated Hawaii scored well along most measures particularly for having low rates of uninsured individuals, high rates of childhood immunization, and low rates of obesity, smoking and preventable hospitalizations. But like all states, Hawaii also has areas where it can improve: It has higher-than-average rates of binge drinking and occupational fatalities, and lower-than-average rates of high school graduation.
Small-business owners say wellness has positive financial impact
Survey: 3 in 4 small business owners tout health and wellness programs
While most small businesses don’t offer health and wellness programs to their employees, three of four that offer such programs find the initiatives positively impact their bottom line.
That’s one of the key conclusions of a study of more than 1,000 small-business owners by Humana Inc. (NYSE: HUM), Louisville, Ky., and the National Small Business Administration (NSBA), Washington, D.C. Conducted by the research firm StrategyOne, New York, the study aims to uncover health and wellness needs and barriers facing small businesses in today’s post-recession business recovery.
The survey defines health and wellness programs as initiatives designed encouraging employees to make healthier choices such as getting preventative care, eating right and exercising.
More than 9 in 10 (93 percent) of the study’s respondents consider their employees’ physical and mental health to be important to their financial results, but only one-third express confidence in their ability to help employees manage their well-being.
More than half of the people surveyed maintain that insufficient information is available that pertains to small businesses introducing health and wellness programs. Among companies less than 10 years old, more than six in 10 (63 percent) having already adopted health and wellness programs.
A key factor in small business owners’ decision about whether or not to introduce a health and wellness program rests with employee interest, the study indicates, adding that:
● Startups find their employees, many of them younger, prefer and pursue such offerings.
● 85 percent of startups say wellness programs are worth the investment and 63 percent are already adopting such programs.
● Most startups say these programs aid in recruiting and retaining employees.
While often focused on physical health, well-being programs can impact mental health too, the study notes, adding that:
● High employee stress is the number one concern for small business decision-makers, especially those at smaller companies, with stress levels more than triple other employee well-being concerns.
● Understanding this issue and incorporating stress-management into wellness offerings will be an important consideration for small business owners moving forward.
● 67 percent of respondents say offering programs that help keep employees healthy would be the best health-related option received by employees, versus only 17 percent who say allocating more sick days.