Wellness Programs : Wellness Program Obstacles.
Almost two-thirds of organizations with health promotion programs offer employees incentives – financial or otherwise – to participate.
But only one firm in five has seen major improvement in employees’ health status (and lower costs) within two years of launching the incentive. Here are three keys to getting good results – and a red flag for failure.
Cancer screenings pay off big
Most wellness programs feature health-risk assessments for things like high cholesterol and diabetes. But many overlook the need for early detection of cancer, which may affect any staff member, regardless of his or her age or general health.
In many cases, you can line up certain screenings, like skin cancer detection (the most common type of cancer and, in its early stages, the most easily treated) for free or at a nominal cost.
These resources are often available through community agencies or the American Cancer Society. More involved and costly screenings – such as mammograms – are well worth the cost.
A single case of cancer identified early generally saves thousands of dollars in medical claims and disability costs – not to mention trauma for the staff member.
Smart employee wellness incentives
HIPAA has tricky non-discrimination rules for offering workforce a break on premiums or copays. You needn’t worry about health insurance portability and accountability act (HIPAA) when you –
1. Structure the wellness program as a cost-break for personnel who embrace wellness. on the flip side, imposing surcharges for uncooperative personnel can force you to jump through health insurance portability and accountability act (HIPAA) hoops.
2. Make the incentive available to all workforce. for example, if you offer a discount to non-smokers, an worker who recently quit use of tobacco must also be eligible.
3. Allow staff who fail to earn the incentive to have another shot at it next plan year.
Bottom line – Make the financial incentive a reward, not a punishment. Do the incentives work? When they’re done right, yes.
Firms offering monetary rewards for wellness normally save about $20 to $50 a month, as reported by some estimates.
Making wellness programs simple
Many firms require staff to work with an individual “health Coach” for earn premium discounts or other incentives. Usually, the staff member sets up appointments and reports to the health coach on a regular basis, either by phone or in individuals.
The good news – the early results are often stimulating.
The bad news – Once staff realize there’s ongoing effort involved, many lose interest. But many firms have found a simple alternative. Rather than having participants contact the health Coach, the health coach calls them.
In many cases, this minor health promotion program tweak keep folks on the right track and cuts dropout rates.
Wellness starts upstairs
No matter how much money your corporation spends on wellness, the odds of success depend largely on the example set by top management.
Example – If your CEO is a smoker, chances are few workforce will buy into a use of tobacco cessation program.
Likewise, it’s hard to sell workers on subsidized health club memberships if your business culture is sedentary. for wellness to work, the top brass must practice what the firm preaches.