in the average 7 minutes it takes emt to arrive...nearly 1 million heart attacks in the u.s.a...
TRANSCRIPT
Nearly 1 million heart attacks
in the U.S.A annually
About a quarter of a million
deaths from the attack per year
In the average 7 minutes it takes EMT to arrive – you’re dead
Welcome this webinar is sponsored by, but not about…
Wellness An Emerging 4 Billion Dollar Market
Joel D. Schaffer, MAS
The quality or state of being healthy in both body and mind, especially as a result of
a deliberate effort. It’s an active process and approach to employee
healthcare that emphasizes preventing illness and prolonging life, as opposed to
emphasizing treating diseases.
There is a need for our products and services in many applications.
There is a place for a wellness engagement consultant on a corporate wellness team.
This opportunity should not be approached without knowledge.
How to position yourself and your company for the buyer.
Today’s Takeaway
Corporate America
Spends Over $250 Billion annually on healthcare
Loses 1.1 trillion due to due to diabetes, depression, cardiovascular health and other illnesses .
Could save $254 billion by lowering the obesity and getting more
productivity.
America’s GDP can grow by $905 billion from even modest improvements
in prevention and treatment
Why Wellness Programs? – The Numbers Are Staggering
Source: 2007 Milken Institute report
General Motors, covers more than 1.1 million employees and former employees, and the company says it spends roughly $5 billion on healthcare expenses annually. GM says healthcare costs add between $1,500 and $2,000 to the sticker price of every automobile it makes.
$1,500 - $2,000
Sticker Shock
This fact, along with a desire to improve productivity, has caused (or forced)
more and more employers to turn to company wellness programs.
HOWEVER…
Employee Insurance Costs More Than Double In Ten Years
Client Problem – Client Need – Client Opportunity
Source: 2009 employee survey conducted by MasterCard and Harris Interactive
…despite their popularity, these programs aren’t living up to their potential. Participation rates are
disappointingly low,
46%
You Invest – It Returns
$613.00 Estimate annual savings is the ROI from wellness programs
National average
Why Wellness ?
Wellvolution – California Blue Cross Blue Shield
Watch It On You Tube
Source: Quest Diagnostics Study 2003 -2010
There Is A Problem
More than one out of three employees who took employer-sponsored
lab-based wellness tests were found to be at high risk for :
High Cholesterol -Kidney Disease -Diabetes
It was news to them.
The study covered 52,270 first-time participants in wellness tests at 15 companies.
Kidney Disease Diabetes Heart Issues
Average participation in biometric screenings
45% with incentives 25% without
Trending - Undergoing A Huge Change
Average participation in completing health risk
assessments
46% with incentives 19% without
Negative incentive use is forecasted to grow
Healthier is better but, for wellness program success, you need to give employees a reason to sign up and stick with it. The right kind of incentive will inspire this behavior, increasing participation and ROI.
The Key To Program
Wellness programs will fail without employee engagement.
Employee Engagement
Consultant
The Core Need – The Core Assignment ?
Employee Wellness Engagement Consultant
Not forms
Not embroidery
Not sales
Not marketing
Not printing
Not fund raising
Not apparel
Not branding
Not promotions
Not products
To change human behavior sustained engagement is required Most people do not modify behavior with one message. It takes multiple messages, multiple impressions in a multi-media approach.
Advertising & Promotion Meet Wellness
Client’s Objective: Change the behavior or their employees
Use a multi-phase approach Use multi-media communications campaign that provides bits of information at a time Use special events Use multiple “hits” to the target audience “effective reach” of 3+ or 5+ times
Awareness Interest Desire Action
Several laws and regulations govern wellness plans; the most important of which is the Health Insurance Portability and Accountability Act (HIPAA). HIPAA is a broad-reaching statute that touches employee health, privacy and benefits. Most notably when it comes to wellness, HIPAA deals with whether employees are discriminated against by the employer.
Source: Amy Gallagher, GoLocalProv
Consultants Must Know The Laws
Key element – Companies cannot rate discriminate
Participation-based : May reward employees for simply participating in activities such as health screening or a tobacco cessation programs, but may not be required to have a “normal” health screening result (i.e. 120/80 blood pressure) or quit smoking.
Consultants must Know The Methodology
Wellness Programs Fall Into Two Basic Categories
Standards-based programs: Aim to help employees meet behavior-changing milestones by providing incentives only if health goals are achieved. An example of a standards-based program is one that requires employees to show whether they smoke, either by completing an affidavit or having a tobacco
screening with a negative result.
• Incentive rewards must not exceed 20% of the cost of
employee-only coverage.
• Rewards can include premium credits, copay reductions… or
even gift cards.
• The program design must promote health or prevent disease.
• Employees must have the opportunity to qualify for the
incentive at least once a year.
•The program must be available to all similarly situated employees. This means that if an
employee comes to you and says there is a medical reason why he/she cannot meet the standard
health goals because it would be “unreasonably difficult,” you must provide a reasonable
alternative or waiver for any employee who presents this situation.
•The program must provide written materials describing the availability of an alternative standard.
•Employers must communicate details about the program, incentives, etc. to the employee.
Standards-based programs have greater HIPPA requirements
Low Middle High
Little company involvement;
employees must earn their
rewards outside of work on
their own time.
Company may host small
events for employees, such as
yearly flu shots; minimal
involvement with outside
vendors.
Adequate company
involvement; employee can
enjoy some onsite activities to
earn rewards, such as blood
drives, cholesterol readings, etc.
Company will establish one or
two outside vendor
relationships to help host
events.
Company invests significant time
into onsite events for
employees, such as Wellness
Days with various events.
Company will sponsor or reward
participation in outside events
(5K walks, CPR classes, etc.)
Company will establish several
significant relationships with
outside vendors to aid in
presenting events and
promoting healthy activities
(gym memberships, etc.)
Finding The Best Prospects
Target – 100 Or More Employees
Who is the person who sends you all the communication about health, wellness, watch your weight, stress, exercise…?
Finding The Wellness Buyer
Who Buys? Some strategic titles Manager, Organizational Performance Rewards and Recognition Manager System Director, Payroll Services & Corporate Taxation Recognition Programs Manager
Prospecting
Wellness is not just a sale, it’s an enterprise
Run Away – Run After You can’t convince a company to run a program. Run away from those who don’t have one, run after those who do.
Keep a running tab on those most likely to have one soon.
Who Is The Wellness Buyer?
Director of Employee Health and Wellness University of Texas Medical Branch - Galveston, Texas (Houston, Texas Area) Job Description The Director of Employee Health and Wellness serves as the administrator and manager of business and clinical affairs for the Employee Health & Wellness Division of Human Resources (Division includes Employee Health Clinic, Employee Wellness Health Promotion, Employee Assistance Program, Employee Injury Management Program and Institution ADA compliance).
Desired Skills & Experience Bachelor's degree in Nursing, Registered Nurse in Texas or a Compact State AND Master's degree in psychology, social work or related field, 7 years of progressive experience in Human Resources, Workers' Compensation, Employee Assistance Programs, Outpatient Clinics or related field (prefer outpatient operations and management preferred).
The majority of a workforce will sit at a desk for a full day. Combine that with sitting during their commute and while watching TV. The sum of sitting equals an average of 7.7 hours a day spent being sedentary.
.
Dr. David Laibson, Ph.D., a Harvard professor recommended that employers encourage working groups to have walking meetings to build more movement into the workday. Wellness & Prevention, Inc., a Johnson & Johnson company, states that as little as one to two minutes of physical activity every 30 minutes or so is enough to oxygenate the brain to improve employee function and productivity.
Would You Believe
Women 94%
More likely To Die
Men 48%
More likely To Die
If You Sit More Than Six Hours A Day
American Cancer Society Study Source: American Journal of Epidemiology
Job Stress
40% of workers surveyed indicated their job is “very or extremely stressful” 75% believe the worker has more on-the-job stress than a generation ago
Source: Northwestern National Life
29% of those surveyed were “quite a bit or extremely stressed at work . Source: Yale University
25% view their jobs as the number one stressor in their lives. All of this data was collected before the economic collapse of 2007.
Source: The Families and Work Institute
Problems at work are more strongly associated with health complaints than are any other life stressor — more so than even financial problems or family problems.
Source: Princeton Survey Research Associates
• WEIGHT MANAGEMENT • DIABETES SUPPORT • STRESS MANAGEMENT • CHRONIC CONDITIONS SUPPORT • PHYSICAL ACTIVITY • DEPRESSION SYMPTOMS SUPPORT
Primary Areas Of Wellness Concern
Three Faces Of Product Positioning
Create Awareness Incentive
Functional Tool
Primary Areas Of Wellness Concern
Weight
Tape Measure Calorie Guide Scale Health Food Lunch bag Jump Rope Pedometer
Diabetes
Pill bottle Carry Case Books Cooking Utensil
Depression Activity Chronic
Mouse pad Pillow
Stress
Music Books Yoga Mat Aroma Waterfall
Weight management Diabetes Support
Stress Management Chronic Conditions Support
Physical Activity Depression Symptoms Support
• Antibacterial Products • Apparel • Awards • Awareness Bracelets • Bags & Totes • Blood Pressure Guides • Calendars • Calorie Counters • Cancer Awareness • Caps & Hats • Computer accessories • Condom
Desk & Office • Drink ware • Emergency & Survival • Exercise & Fitness • First Aid Kits • Food & Candy • Fun & Games •
• Golf & Sports • Hand Sanitizer • Health & Beauty • Heart Healthy • Home and kitchen • Lip Balm • Music • Pedometers • Pill Boxes • Stop Smoking Kits • Stress Relievers & Balls • Sun Screen & Sun Block • Wellness Pocket Sliders • Wellness Snacks
Products In Your Wellness Solutions
There Is No Scientific Data That Squeezing A Toy Lowers
Hypertension - Stress
• Cover letter • Introduction and benefits [ARMER] • About your company/you • Employee engagement and case histories • Accreditation • Evaluation - consulting • Recommendations • Products • Services • Value proposition
Proposal for Corporate Wellness Programs
APPRECIATION – RECOGNTION – MOTIVATION– EDUCATION- REINFORCEMENT
Show Appreciation for participation, accomplishment, etc. Provide Recognition
•Accomplishment –weight loss, quit smoking, lower vital levels •Milestones
Provide Motivation for
•Participation •Results •Compliance
Educate the participant Reinforce a program
•Announcement •Awareness
Provide A.R.M.E.R. For Wellness Initiatives
Build Your Wellness Network
•Assemble a network of freelance consultants oDieticians oIndustrial psychologists oFitness coaches
•Network with facilities
oSpa oGym oDiet center
•Join HR groups •Join Linked In groups •Subscribe to on line journals and newsletters
Promotional products, when integrated into wellness programs, provide an invaluable assist in meeting program objectives in a tangible, dimensional way. Promotional products affect human behavior and help employees comply with a program and advice. Promotional products integrated into a program, can have measurable ROI and help improve overall health, productivity, wellness. Promotional products can help :
Engage employees Increase productivity Decrease absenteeism Improve morale Improve quality of life Extended life expectancy
Boldly Stating The Benefits You Deliver
Source: Northern California Center For Well Being
Return on Investment / Financial Benefits
"For every $1 the average company spends on its worksite wellness
program, it receives an average return on investment of $3.40 to
$7.88." – WELCOA 2010
The following company statistics show the reported return on investment (ROI) for every $1 invested in
worksite health promotion programs.
Du Pont Co: (ROI: $1.42)
Absences from illness unrelated to
the job among 45,000 blue-collar
workers dropped 14% at 41
industrial sites where the health
promotion program was offered,
compared with a 5.8% decline at
19 sites where it was not
Reynolds Electrical &
Engineering Company: (ROI:
$1.68) Their Stay Alive & Well
program cost $76.24 per
employee. Over half of the 1,600
employees participated;
participants significantly lowered
cholesterol levels, blood pressure,
and weight and experienced 21%
lower lifestyle-related claim costs
than non-participants. Resulting
savings: $127.89 per participant.
Bank of America: For $30 per
person, BofA conducted a health
promotion program for retirees
using a risk assessment
questionnaire, self-care books and
other mailed materials. Insurance
claims were reduced an average of
$164 per year in this group while
they increased $15 for the control
group. Since they were able to
document significant changes in
risk behavior, they anticipate
greater savings in future years.
Pacific Bell: FitWorks
participants claimed $300
less per case for a one-year
savings of $700,000.
Savings for conditions
related to a sedentary
lifestyle are $722 per case.
Johnson & Johnson Family of Companies (2006 to 2010)
The percentage of low risk employees increased from 78% to 87% The number of high risk employees was reduced from 1.4% to 0.9%.
Source; Wellness & Prevention Inc
Wellness Programs Work
The Sprint Get Fit Challenge 12 week program
Employees were encouraged to sign up in teams and the competition focused on three areas: weight loss, exercise minutes and pedometer steps. The challenge achieved the following results:
Wellness Programs Work
•Over 40,000 pounds of weight lost
•Nearly 22,000 exercise minutes completed
•Almost 4.8 billion steps taken
Of those who participated in the program, nearly 70%
were first-time wellness participants.
What's Good For The Worker Is Good For The Company Retailer L.L. Bean instituted daily, mini-exercise breaks 15 years ago throughout its assembly plant with great results, Yancey says. The breaks were five minutes each, three times a day. At the end of the shift, the company found a 30-minute return on productivity for an investment of 15 minutes of physical activity. "The number of bags and shoes that they do not produce in those 15 minutes," she says, "they actually get back and then some." Yancey is now involved in a study looking at how employees fare at more than 70 work sites instituting similar programs across Los Angeles County. She expects findings within three years.
Wellness Programs Work
A CASE HISTORY How effective are the programs? Respondents said :
74% report they are more engaged with life 69% report they are more engaged in taking care of their health 71% report successful management of their mental energy 68% report successful management of their physical energy 56% report they are more productive at work 51% report they are more resilient
These results are based on self-reported data provided by Performance Programs, Inc. who measured the responses of program participants from 2006 to 2008 (599 participants; 201 participants at six months follow-up). Statistics reflect percentage of survey respondents.
Wellness Programs Work
