Wellness Resolutions for Employers

For those companies who have yet to embrace wellness, the New Year is the perfect time. That’s because now is when many employees make resolutions to eat better, quit smoking and exercise more. And willing workers make receptive participants, boosting your chances of a successful program. 

Program Design: Mix it Up

Wellness isn’t just about health fairs and screenings. A successful program targets employees with specific activities designed to address their unique health risks.  

So you appeal to all workers, be sure to offer something for everyone, in every way.

For example, if you decide to offer an exercise program, give employees plenty of options to take part: an on-site walking club, enrolling in a statewide campaign like Shape Up RI, or self-directed activities at home or a private fitness facility that allow workers to report on their efforts in an affidavit. 

And, to ensure everyone’s included, make sure you offer a mix of activities geared toward more specific behaviors, like smoking, as well as broader programs primarily focused on lifestyle changes.

Rewards: Incent Participation

Studies consistently show that wellness participation more than doubles when employers offer rewards for taking part. But the key is to find the incentive that will motivate your particular workforce. 

Is that premium discounts? Cash or gifts? Or time off? Assess your employees, ask for their feedback or gauge participation to determine the right offers to demonstrate your commitment, and theirs.  

Budget: Start Small

If you’re just launching wellness initiatives, make sure you think big, but start small. A program that delivers sizable results doesn’t necessarily require a large financial investment – just one in time.  

While you may be eager to get going, slow down and make sure you put the necessary foundation in place first. Take the time to garner management support, build your infrastructure, plan the program and communicate it effectively.  

As you monitor reaction and participation over time, you’ll see how to adjust the program to best meet workers’ interest and needs. And as participation and outcomes improve, so will funding.  

ROI: Quantify Changes

In today’s economy, it’s tough to justify new expenses if there’s no guarantee they’ll have an impact on the bottom line. That’s where wellness program evaluation comes in. 

Be sure to establish a formal process for measuring results before, during and after the program activities. Capture such information as participation, utilization, behavior changes, reduction in health risk levels, productivity and absenteeism. And don’t forget to look at your claims picture: are hospital admissions down? What about physician visits? While it may take one to three years to see changes in data, now’s the time to capture a baseline. 

Plan your wellness program properly and don’t just ring in the New Year; celebrate results.

Amy Gallagher has over 19 years of healthcare industry experience.  As Vice President at Cornerstone Group, she advises large employers on long-term cost-containment strategies, consumer-driven solutions and results-driven wellness programs. Amy speaks regularly on a variety of healthcare-related topics, is a member of local organizations like the Rhode Island Business Group on Health, HRM-RI, SHRM, WELCOA, and the Rhode Island Business Healthcare Advisory Council, and participates in the Lieutenant Governor’s Health Benefits Exchange work group of the Health Care Reform Commission.

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