Making Wellness Successful and Profitable. Debra Wein, MS, RD, LDN, CWPD President and Founder

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1 + Making Wellness Successful and Profitable Debra Wein, MS, RD, LDN, CWPD President and Founder

2 + My History Began working in worksite wellness in the early 1990s in NYC. At WW, we have worked with companies including: Putnam Investments, MIT, Old Mutual Asset Management, Massachusetts Bankers Association, EMC, Brown University Rockland Trust, Clifford Chance, Northeastern University, MITRE, Bentley University and many more Present strategy, year-round programs, classes, seminars, weight management and disease risk programs, health screenings, branded internet sites, advanced technology solutions, newsletters and many other programs and communications

3 + That was then. This is now! now

4 + Quiz According to a joint Harvard Medical and Business School study, how much money does a company save for every dollar spent on worksite wellness? 1.$10 2.$5 3.$0 4.$3

5 + Quiz Correct Answer! According to a joint Harvard Medical and Business School study, how much money does a company save for every dollar spent on worksite wellness? 1. $10 2. $5 3. $0 4. $3 Between savings on health care costs and absenteeism costs, for every $1 spent, a company will save over $5.

6 + Quiz Heart Disease costs employers $ per employee per year. More than 1. $2, $5, $11, $18,500

7 + Quiz Correct Answer! Heart Disease costs employers $18,618 per employee per year. $18,618 = $5617 for group health $981 for worker s comp $6052 for sick leave $178 for long term disability $4845 for short term disability and $945 for unpaid leave

8 + Quiz Diabetes costs employers an additional $ per employee per year. More than 1. $2, $5, $11, $18,500

9 + Quiz Correct Answer! Diabetes costs employers an additional $11,744 per employee per year. On average, people who have diabetes expend 2.3 times more money on health care than people who do not have diabetes.

10 + Wellness at work- A great case! Employers, insurers, and health care organizations are looking for ways to increase the level of care while lowering costs Captive audience More than 60% of Americans get their health insurance through their employer Americans spend most of their waking hours at work Preventive worksite wellness programs have become a great tool o o Reduction in health care costs More productive workers Worksite wellness at large companies is becoming more popular o A 2012 MetLife Survey found that 77 percent of employers with more than 500 employees offer wellness programs 44 percent of all companies, regardless of size, offer wellness programs.

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13 + Wellness Programs Today

14 + Wellness Programs Today The Biggest Loser Challenge Many companies are turning to weight loss competitions modeled after NBC s The Biggest Loser to help promote healthier employees Only appeals to overweight people Smokers may be thin, too Public weigh-ins May prevent many from joining No educational approach Many may lose weight by unhealthy habits not helpful for long-term weight management No focus on other lifestyle habits Smoking, heart disease, diabetes other areas may be cost drivers as well No focus on proper ways to lose weight Wellness Challenge Long-term programs (8-week) focusing on lifestyle interventions and incentives Team-based, motivating and FUN Strategic, scientifically oriented programs Comprehensive focus o Participants earn points for healthy lifestyle activities, i.e. physical activity, fruit and vegetable consumption, smoking cessation, age appropriate screenings. Easy to administer o Web-based tracking and reporting system o Educational webinars, available 24x7 Everyone can learn and be successful! o o Earn points for maintaining a healthy weight OR losing at an appropriate rate of weight loss Earn points for not smoking OR joining a smoking cessation program

15 +Benefits of Successful Workplace Wellness Healthy Employees Cost Less Health Care Savings Greater Productivity Employee Morale Source: Harvard Business Review, Dec 2010

16 + Health Care Savings Johnson & Johnson established a Wellness Program in 1995, generating savings of $250 million on health care costs over the past decade. From 2002 to 2009 a return of $2.71 was seen for every dollar spent SAS Workplace Wellness program established a health care center saving $6.6 million in 2009 alone on health care costs. H-E-B internal analysis shows annual health care claims are $1,500 higher among non-participants than participants with high-risk health status Lowering high and medium-risk employees to low-risk status yields as estimated ROI of 6 to 1. Source: Harvard Business Review, Dec 2010

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18 + The truth hurts

19 + Current Challenges to Wellness Today Population Management Engagement On average less than 50% of employees will participate in worksite wellness programs. According to an East Carolina University study, some of the most common barriers to participation include: insufficient incentives inconvenient locations time limitations not interested not enough information unmotivated information is not personally relevant Return on Investment

20 Best Wellness Practices!

21 + Tips to meet Today s Wellness Challenges Effective Communication Employees have to be aware of a wellness program s existence, when it meets, and the benefits to the employee Brand your wellness program Company wide s Letter from CEO introducing program Postcard mailing home welcome family to wellness, announce a special program Marketing materials in the office elevators, kitchen, break room, etc. Meet with a key group of influencers to increase peer-topeer discussions about the program Branded newsletters Branded internet site

22 + Tips to meet Today s Wellness Challenge Commitment Employees have to know that their employer has made a commitment to this program, that it is important to the employer at top level management, and that it will become a permanent part of the company culture The more management gets involved in the program and leads by example, the greater the success of the program

23 + Tips to Meet Today s Wellness Challenges Personally Relevant Information Understand what health issues may be most common for your area and your employees Overcoming obesity Seeking to lose/maintain weight Information on cholesterol or hypertension, diabetes, or overall healthy living Dealing effectively with stress, work/life balance

24 + Tips to Meet Today s Wellness Challenges Finding the Right Balance Need to combine what your employees SHOULD focus on, with what they WANT to focus on Marry the HRA results (top risk factors for employee population) with the Needs and Interest Survey Strategic combination will ensure participation and cost avoidance

25 + Tips to meet Today s Wellness Challenges Convenience Understand the time demands on your employees to know when they will be available for a wellness program Lunch, early morning, in lieu of an hour of work Incentives and Motivation Beyond the desire for a healthier lifestyle, many employees will need another reason to participate in the program Lowered premiums for their health insurance Extra paid vacation Cash bonus Other perks

26 + Seven Elements for Success 1. Senior Level Support 2. Background Data 3. Operating Plan 4. Wellness Team 5. Targeted Interventions 6. Culture / The Environment 7. Evaluation Source: WELCOA

27 + You Get Out What You Put In Determine Goals Do something nice for your employees Increase employee retention Moderate health care costs

28 +Top Programs to Promote ROI 1.Seat Belts 2.Ergonomics 3.Flu Shots 4.Preventive 5.Medical Screenings Self-Care

29 + Incentives Drive Participation Trinkets / T-shirts 10-15% Merchandise 15-30% Cash 30-60% Tied to Premiums 80-90%

30 + Incentives Which do you want to reward? 1. Participation? 2. Behavior Change? 3. Health Outcomes?

31 + Incentives 1. Participation 1. Biometric screenings, Personal Health Assessment 2. Lectures, webinars, cooking demos

32 + Incentives 2. Behavior Change 1. Behavior Change programs: a. Wellness challenge, Veto Your Vice, Hypertension, Weight Management, Smoking Cessation 2. Behavior Modifications: a. Increase fruit and vegetable consumption, increase exercise and daily physical activity, sleep 7 hours or more, well visits with doctor, preventative visits, education

33 + Incentives 3. Health Outcomes 1. Improved BMI, body composition, weight loss, non-smoker status 2. Decreased risk of chronic diseases: a. Heart disease, obesity, diabetes, depression b. Improved blood pressure, LDL cholesterol, HDL cholesterol, triglyceride levels c. Off medication

34 + Wellness Program Value on Investment Growing trend to move away from complicated ROI calculations towards measurements based on VOI or value on investment. VOI allows companies to evaluate wellness programs based self-defined outcomes that are important to their organizations and take steps to fulfill them. Map out your objectives when you start planning your wellness program. What are your goals? Get a sedentary population moving? Engage a majority of employees in wellness initiatives? Reduce absenteeism? Increase productivity? Keep yearly insurance premiums from rising? Set goals and use simple methods to track data. Collect as much data as you can use it to demonstrate that your wellness program is achieving the objectives that you want to achieve.

35 + Population Health Risks High Risk* >5 risks Moderate Low Risk 2-4 risks 0-2 risks 36% 12% 52% High Risk Moderate Low Risk *High risk employees consume 60-80% of total health care costs.

36 + Population Strategies Motivate the entire employee population! Population Strategies LOW risk Keep healthy people healthy MODERATE risk Help people reduce risks HIGH risk Help people NOT get worse OR help them get better

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38 + Thank you! Visit us at: on twitter Like us on Facebook Drop your business card to receive our free wellness newsletter.

39 + Wellness Care Reform Offers to Boost Wellness Programs 1. Development of a national health promotion plan 2. Enhanced health promotion research 3. Technical assistance to enhance evaluation of workplace health promotion programs 4. Regular periodic surveys on workplace health program prevalence and components 5. Grants to pay a portion of the cost of comprehensive workplace health promotion programs for small employers 6. Allowing employers to offer employees a premium discount of up to 30%, for positive lifestyle practices or participation in health promotion programs

40 + Health Care Reforms Impact on Wellness Wellness incentives increase from 20 to 30 percent of the total premium. In 2014, employers can offer bigger incentives for employees positive lifestyle practices or participation in health promotion programs Millions of people will have better access to programs that can help them quit smoking, manage stress, lose weight, and improve fitness. Proving the ROI for worksite wellness programs will get a lot easier. Regular national surveys on best practices for worksite wellness programs Vending machines to dispense junk food AND calorie counts

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