1 Build It and They Will Come: Employee Wellness Programming that Works Kristi Bracewell, BSc Certified Worksite Wellness Manager Owner, Totasola, LLC
2 Fundamentals Understand the importance of developing a purpose and strategy to support an employee wellness program. Marketing How to effectively market wellness programs to your workforce. Incentives Improve participation without the use of high cost incentives.
3 Why a healthy workforce? reduce their health and injury risks; improve their health consumer skills, and; enhance their individual productivity and well-being.
4 How do you do this? By helping change the pattern of lifestyle and behavioral choices of individuals in the group.
5 Wellness? An intentional choice of a lifestyle characterized by personal responsibility, moderation, and maximum personal enhancement of physical, mental, emotional and spiritual health.
6 Worksite Wellness Program An organized program in the worksite that is intended to assist employees and their family members (and/or retirees) in making voluntary behavior changes.
8 Fundamentals Strategic Initiatives Communication Measure Impact Creative and engaging Impact productivity Define purpose and build strategy around this Market program to maximize engagement Demonstrate program efficacy
9 Building the Foundation
10 What do your employees want? Invite employees to participate in a Needs and Interest Survey
11 Where are you spending your money? Review your healthcare claims data (medical/ pharmacy)
12 What s the health status and culture of health within your organization? Conduct health risk assessments for employees Company-wide Health Culture Audit
13 Who is going to steer the ship? What are you willing to invest? Risk Management Human Resources Wellness Coordinator Insurance Carrier Wellness Consultant
14 Developing Leadership
15 Wellness Coordinator Committee (Wellness Leadership Team) Representation and influence from all areas of the organization Site Communication Coordinators
16 Develop a Strategic Plan Creative Meeting(s) Program Name Logo/Tagline Vision/ Mission Planning and Logistical Meeting(s)
17 Goals and objectives Evaluation processes - strategic indicators to measure wellness program efficacy Interventions that help target at-risk behaviors aligned with program goals and objectives Develop action steps and timeline for each program Research and recommend top-in-class vendors to provide professional services that fall within budget criteria Identify local wellness partners and leverage these resources
18 Results-Oriented Programming
19 Design programs around the following in mind: Will this program help create long-lasting healthy behaviors (maintain and/or improve them)?
20 Most common lifestyle risk factors Weight Sedentary Lifestyle Stress Management Tobacco Use
21 Best advice EVER!! Implement activities/programs to get healthy rather than simply learning about how to get healthy. - School District employee
22 Do (Site Based) Screening + Coaching (with Physician Follow Up) Employee Flu Shots Weight Management Programs On-Site Exercise Classes Employee Fitness Center Challenges Individual and Team Wellness Coaching Tobacco Cessation Classes EAP Services Preventative Wellness Appointments Education Wellness Seminars: Expert Speakers Special Wellness Events (Men s Health; Women s Retreat) Health Educational Article + Quiz Monthly Campaigns Newsletter Self-Discovery Utilize resources from local healthcare providers Health Insurance Carrier Gym Memberships Understand benefits plan and utilize services (savvy healthcare consumer) Participate in local walks/ 5K s, etc Recreational Wellness
23 Measuring Uh...did it work? Before you begin, know what you set out to do. So then ask did we do it?
24 Outcomes-based Biometric data Healthcare claims Reduction in Risk Index Care gaps closing Absenteeism data Workers Compensation Work productivity Presenteeism Participant Self-reporting Use of surveys before and after programs Subjectivity, but for the most part an honest evaluation of the behavior change Intangible Testimonial; anecdotal Can t measure it but can be most moving
25 Report Outcomes to Leadership Annual Report: Demonstrate Cost Containment Summary of Successes and Share Vision for future of program
28 Strategic Communication Marketing Experience Preferred Needed!
29 Marketing Is it just a fancy word? Bing Dictionary defines marketing as: Selling of products or services: The business activity of presenting products or services in such a way as to make them desirable. As wellness professionals, we need to market employee wellness programs effectively in order to influence people to engage in programs and ultimately make positive behavior changes.
30 Branding is your promise to your customer. What is branding? To give a product a distinctive identity by means of characteristic design, packaging, etc. Why use branding? Program identity; easily recognized Consistency Sense of Inclusion Clout and credibility program is here to stay
31 How and when to use branding Insert logo on all communication pieces: Flyers, posters, newsletters, s, website, web portals, etc.
32 Effective Communication Tools Website; or Intranet (housed in company s website) Collateral Pieces (flyers, posters, newsletters, monthly calendars) + Wellness Announcement Boards s Video Messaging Social Media (Facebook, Social Networking-based Challenges)
33 Make your brand part of your language and your look Personal Voic Thank you for calling HealthVantage Use of Promotional Apparel: Employees and Contractors (i.e. Fitness Instructors) Guest Speakers (Thank you gift/ Card) Volunteers at 2012 Women s Retreat Uniform for all public events
34 Know your audience and message accordingly Teachers/ Paraprofessionals Front Office Personnel Principals/ Assistant Principals Cafeteria Staff Custodial Staff Nurses Transportation (Bus Drivers) Maintenance and Operations Construction Services Support Site Staff Administration/ School Board Security Officers
35 Website Web presence is the one-stop-shop for all employee wellness information Must keep current Link all information back to your site Drive attention to your site
36 Primitive Marketing Still Works! People need to read something while in the bathroom stalls
37 On-Site Marketing MOST EFFECTIVE Deliver your flyer and your message in person Your passion will come across in your message You are in a position to influence and encourage Deliver the essentials of the program/ service and make time for employee s questions
38 Why Use Incentives? Incentives are emerging as an extremely important way of getting employees engaged in workplace wellness efforts. They can significantly increase participation and improve the likelihood that employees will embrace, and ultimately adopt, healthier behaviors.
39 Message to Employees Incentives are not a methodology for manipulating employees into doing something they would otherwise not do. It s important to communicate to the employees that this wellness program is something we want to do with and for them, not something we do to them. How to communicate to employees: 1. We care about you. 2. We re offering you a great opportunity. 3. If you participate, you will receive an incentive. 4. Your participation is voluntary. 5. Concerns or questions, please contact us.
40 Number one motivator (incentive) is.
41 What is the risk with paying people for healthy behavior?
44 What are some simple incentives that can be used to reward employees for their: Commitment Participation Effort
45 QUALITY promotional products
46 Visible reminder Continuously promotes your brand (use your wellness program logo) Functional used again, again and again Badge of honor for employee
48 Public Recognition; Board meetings Team Competition/ Interim Awards; weekly standings End of the event/ year party (organizational goal) Wall of Wellness Other: Wellness Day Off Reward that keeps them well
49 SUCCESS STORIES
50 The Power of Inspiration: Your Program Ambassadors
51 Our job as wellness professionals inspire and influence employees to experience the benefits of healthy behaviors: feel better improved energy greater productivity less absenteeism due to illness potentially fewer physician visits lower, eliminate, or avert prescription medication better mental clarity and improved focus while at work higher social engagement (emotional wellness) Improved perspective of life as they rediscover a love for physical activity and appreciation for eating healthier
54 An employee wellness program that is: comprehensive in its strategy; tailored to meet the needs of the organization; and, Uses appropriate rewards and timely recognition will dramatically impact the health and wellness of the employees, their families, and the community at-large.
55 What s the most important asset your company/ organization has?
56 Thank you for your time today. Kristi Bracewell Certified Worksite Wellness Manager Owner, Totasola, LLC
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