Three Factors Determine Wellness Program Success

Worksite wellness programs can reap strong ROI and have positive financial benefits on employers’ health care costs. According to recent research, the economic success of these programs is dependent on three factors:

• Establishing clear goals or expectations for the program over a defined period of time
• The primary focus of the program (disease management vs. lifestyle programs)
• Using best practices to enhance overall program success

Goals
An employers' goals can focus on concrete measures such as reduced health care utilization, which can be measured; or softer measures, such as greater productivity, increased presenteeism or higher morale, which are harder to quantify.

Program Focus
Wellness initiatives generally focus on two areas, as mentioned previously: disease management and lifestyle programs. Both play important roles in employee well-being; however, with regard to ROI, current research from the RAND Corporation suggests that disease management programs have demonstrated significant savings, while lifestyle programs show a lower level of direct return.

Looking at the ratio of reductions in health care costs to program cost, RAND determined that the overall ROI for worksite wellness programs is $1.50, whereas returns for the individual components differ dramatically. The ROI for disease management programs is $3.80 but drops to $0.50 for lifestyle management initiatives.

While RAND researchers do not think lifestyle management programs are worth the investment, other highly regarded professionals such as Leonard Berry, who wrote “What’s the Hard Return on Employee Wellness Programs?” for the Harvard Business Review, disagree. Berry notes: "Although some health risk factors, such as heredity, cannot be modified, focused education and personal discipline can change others, such as smoking, physical inactivity, weight gain, and alcohol use — and, by extension, hypertension, high cholesterol, and even depression. The results are worth the effort." Other researchers have found that the ROI from lifestyle interventions accrues over time and needs to be measured in the long term, noting that employers need to get ahead of illnesses to control and manage employee healthcare costs.

Best Practices
Most researchers agree that ultimately the success of a wellness program lies in adoption of best practices including: the development of a wellness culture supported by all levels of management through visible participation, effective and creative communications with employees that are continually refined and delivered through diverse media, offering a variety of accessible activities and pursuits, and ongoing programmatic assessment with methods for employee input.

Source

Visit Wellness Workdays for more information about our worksite wellness programs

Losing Sleep Over Your Sleep-Deprived Workforce?

Sleep is the most overlooked element to a healthy body and mind. About 60-million Americans suffer from sleep disorders and insomnia. While many employers offer diet and exercise plans to improve well-being, sleep is now viewed as another critical component in employer-based health and wellness programs.

Wellness programs that include a sleep education component will be a priority for approximately 20 percent of all companies that offer health and wellness programs. Employers are in a unique position to influence sleep and the health while recouping some of the $63 billion annually lost due to a fatigued workforce. Insomnia and lack of adequate sleep affects safety, decision-making, absenteeism, presenteeism (attending work while ill or tired), work site injuries and driving accidents, and can result in expensive mistakes. Sleep-related healthcare claims continue to rise and include payments for doctors’ visits, hospital stays, prescriptions and over-the-counter drugs. Prolonged sleep deprivation contributes to chronic disease, obesity, depression, cancer, diabetes and mortality.

According to a University of California-San Francisco study, only three percent of the adult population performs well after a minimal amount of sleep. The body has a delicate system that regulates the drive to be awake and to sleep. Ignoring these urges and resisting the temptation to close our eyes can lead to sleep deprivation and common sleep disorders. While a portion of employees may have conditions that interfere with sleep such as sleep apnea, restless leg syndrome or prescribed medications, sleep techniques can be used by employees to aid in proper rest.

The National Sleep Foundation has a variety of tips and suggestions for employers when incorporating sleep improvement education in wellness programs. To start, employees should take a sleep self-assessment using sleep diaries to track and measure sleep patterns while noting sleep environment, daily activities, foods eaten and bedtime routines. Then, small modifications can be used to improve rest and sleep wellness. Employers can encourage employees to power down, set aside electronics and allow bodies and minds to restore.

Employers can introduce employees to solutions for sleep troubles including cognitive behavioral therapy, room environment modification, low blue-light exposure controls, pre-bedtime activities that promote proper sleep, appropriate food and drink, stress and anxiety management, and relaxation tools and techniques. Once employees have information and methods to modify sleeping habits, they can experience life-changing results within a matter of days and weeks.  

Wellness Workdays offers sleep education sessions as part of its comprehensive wellness programs. Contact us to find out what we have done for employers across the country and how we can help you create a well-rested and productive workforce.

Source

Visit Wellness Workdays for more information about our worksite wellness programs.