As discussed in our last post, wellness programs
have been around for at least two decades but there is a surprising lack of empirical evidence that they achieve their
stated goals. The reason according to
the experts is that they are rarely designed and implemented properly. This paper by Johns Hopkins provides sound advice on ways to
make a wellness program successful.
Following we have listed some of that advice.
Administering health
risk assessments only
Simply surveying employees for
risk and even providing the screenings and other health tests does not motivate
change. You must give your employees
tools like making wellness activities convenient and accessible and give them
the ability to track their behavior.
Give it time
Health change is a process that
needs to be sustained. It will take up
to five years to start to lower health care costs and decrease health care
use. You won’t change poor health habits
by just asking employees to fill out a questionnaire.
Long term financial incentive
programs are popular but not necessarily effective
Inducements to motivate change are based on
behavioral theory of consequences that drive behavior. Consequences must be positive, immediate and
certain to be effective. Financial
incentives are certainly positive, but very uncertain when dealing with health
change and never immediate. Large incentives that an tie as much as 20% of the
cost of health coverage to achieving a health goal are very rare.
Offering smart
incentives
There is strong evidence that
incentives to drive participation rates, preferably $ 50 to $100 will keep
employees engaged and motivated to begin efforts to achieve self-determined
health goals can be effective.
Short term
promotions ineffective
Short term or random acts (Biggest Loser, Pedometer
challenges etc.) may be good to add excitement at the beginning or your program
but not effective in the long term. You need to concentrate more on long term progress.
Effective
communications are essential
A healthy
company culture is built intentionally.
Use communications to build a total health model into every aspect of
business practice, from company policies to everyday work activities. Use
communications that’s supportive of career, emotional, financial, physical and
social well-being – not just an health fair.
Strategic communication will lead to lead to greater engagement
Leadership commitment
and support
It should go without saying, but
complete commitment from all executives and continued ongoing support at all
management levels is critical to a successful health promotion. They must also lead by example.
You can’t impose workplace
health
Workers must own the program, understand how they
benefit and the company benefit and are given a role in the ongoing operation
with regular surveys and focus groups.
There are a myriad of ideas and things that can be
done to build a culture of health in your organization. By searching those out and adhering to the
above practices you have the best chance of implementing a program that will
produce the long term results you are looking for.
For more information on
Ultimate Choice Inc.’s products or services or other white papers please
contact us at Ultimatechoiceinfo@cox.net
