We’re your source for information about all aspects of health promotion, wellness programs, population health management or any other related initiative. Our expert writers and consultants will lead you through every aspect of planning, launching, maintaining, evaluating and improving wellness programs. Some of the many things you’ll read about include: health risk assessment, biometric testing, health coaching, using wellness incentives, health challenges and contests and much more.
Research shows that wellness programs provide quantitative benefits for many people and groups. In fact, recent reports confirm the quantitative benefits for employers, employees, family members of employees and even society in general.
Some of the many wellness program benefits for employers include; fewer sick days, lower health insurance premiums, more productive employees, happier employees and better employee morale, and lower levels of employee turnover.
Some of the many benefits of wellness programs for employees include; feeling better and actually being healthier, lower insurance premiums, more energy, feeling higher job satisfaction and feeling valued by the employer. The improvements in health can lead to longer lifespans and a higher level of quality to life. They also foster camaraderie among employees and improve work-life balance.
The benefits of these types of initiatives are quantifiable. Research shows that most comprehensive population health management initiatives can have a dramatic return-on-investment. In fact most research shows an ROI of about $3 to $1. Meaning for every $1 invested in population health management programs you can expect to save $3 through decreased health care costs, lower rates of absenteeism and presenteeism.
A critical part of any population health management program is incentives. Without them organizations will not see much in the way of a positive ROI. Wellness incentives need to be big enough to motivate people to participate in the initiatives. Here’s why. More participation = a higher ROI. Incentives can be both positive and negative. In fact we have found that both approaches need to be used. Positive incentives (cash, time off, etc.) is very motivational to some people whereas negatives (higher premiums, lower benefits, etc.) are motivational to others. To get the most you need to employ both types of incentives.
Wellness companies are very, very common but not all of them are created equally. Part of the problem is that any company can call themselves a wellness company – though we don’t always agree that they should have that title. In general the industry is very fragmented with most companies being local or regional in nature. They also generally specialize in one component of population health management or another. For example, they may only offer health risk assessment or biometric testing. There are many national wellness companies, but services and the availability of their services varies greatly. Many of the larger organizations only work with employers with more than 500 employees.
Getting proposals and quotes for services can be a challenge. First you have to find the companies, contact each one and wait to hear back from them. The process can take days – if not weeks – to get through. Fortunately a couple companies have sprouted up that offer free proposal services. We recommend searching for “wellness proposals” and going through one of these services. You’ll save tons of time and probably get pricing from more and better companies than you’d likely find on your own.