Wellness Program Obstacles.
Nearly two-thirds of organizations with wellness programs offer workers incentives – financial or otherwise – to participate.
But only one firm in five has seen major betterment in employees’ health status (and lower costs) within two years of launching the incentive. Here are three keys to getting good results – and a red flag for failure.
Cancer screenings pay off big
Most wellness programs feature health-risk assessments for things like high cholesterol and diabetes. But many overlook the need for early detection of cancer, which could affect any worker, regardless of his or her age or general health.
In many cases, you can line up certain screenings, like skin cancer detection (the most common type of cancer and, in its early stages, the most easily treated) for free or at a nominal cost.
These resources are often available through community agencies or the American Cancer Society. More involved and expensive screenings – like mammograms – are well worth the cost.
A single case of cancer identified early ordinarily saves thousands of dollars in medical claims and disability costs – not to mention trauma for the staff member.
Smart worker wellness incentives
Medical Insurance Portability and Accountability Act (HIPAA) has tricky non-discrimination rules for offering employees a break on premiums or copays. You needn’t worry about HIPAA if you –
1. Structure the program as a cost-break for staff members who embrace wellness. on the flip side, imposing surcharges for uncooperative staff members can force you to jump through HIPAA hoops.
2. Make the incentive available to all workers. for example, when you offer a discount to non-smokers, an worker who recently quit use of tobacco must also be eligible.
3. Allow staff members who fail to earn the incentive to have another shot at it next plan year.
Bottom line – Make the financial incentive a reward, not a punishment. Do the incentives work? If they’re done right, yes.
Firms offering monetary rewards for wellness ordinarily save about $20 to $50 a month, as reported by some estimates.
Making wellness programs simple
Many firms require employees to work with a personal “health coach” to earn premium discounts or other incentives. Usually, the staff member sets up appointments and reports to the health coach on a regular basis, either by phone or in person.
The good news – the early results are often encouraging.
The bad news – Once staff members realize there’s ongoing effort involved, many lose interest. But many firms have found a simple alternative. Rather than having participants contact the health coach, the health coach calls them.
In many cases, this minor program tweak keep folks on the right track and cuts dropout rates.
Wellness starts upstairs
No matter how much money your company spends on wellness, the odds of success depend largely on the example set by top management.
Example – If your Chief Executive Officer (CEO) is a smoker, chances are few staff members will purchase into a tobacco use cessation program.
In like manner, it’s hard to sell employees on subsidized fitness center memberships if your organization culture is sedentary. for wellness to work, the top brass must practice what the firm preaches.