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Wellness at Work Developing, implementing, and evaluating your worksite wellness campaign

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By the end of this presentation you will be able to:

• Lists 3 reasons why a worksite wellness campaign can be beneficial to your company.

• Identify the 7 benchmarks essential to an effective worksite wellness campaign.

• Describe the basic steps in developing, implementing, and evaluating a worksite wellness campaign.

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What is Worksite Wellness?• Worksite Wellness Campaigns include the

education, activities, and policies communicated through a work environment designed to promote healthy lifestyles among employees and their families.

• Example Topics:

– Increased physical activity– healthy eating– tobacco cessation– stress management

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The Importance of the Worksite• Employees spend 36% of their total waking

hours at work.• Policy & environmental changes can be made• Provides a supportive environment • Accountability• Incentives

Source: Wisconsin Department of Health

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Why Worksite Wellness?• Major health risks are modifiable• Reduce healthcare costs• Reduce absenteeism• Address presenteeism• Reduce Injuries • Increase of productivity & morale• Create a desirable work environment

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Major Health Risks Are Modifiable• $495 million were spent in Minnesota

treating conditions that could be avoided adults were physically active.

• $13 billion per year is spent in treating obesity related diseases.

• 50-70% of diseases are associated with modifiable health risks.

Source: Ward. R. Health management as a serious business solution. MDH Work Weell ToolKit

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Reduce Healthcare Costs• 59% next year’s high-cost population comes

from this year’s low-cost population• For each employee who loses low-risk status,

healthcare costs go up $350 per year.• Every employee who regains low-risk status

saves $150 per year.• Average ROI for worksite wellness programs is $3-$6 saved for every $1 spent.

Source: Ward. R. Health management as a serious business solution. Wisconsin Worksite Wellness Toolkit

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Health Care Expenditures

Source: HERO-Risk-Cost Research. Gomez, et.al.

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The Rising Cost of Healthcare

* Heart disease, stroke, cancer, diabetes, and arthritis are the most costly & preventable diseases.

Sources: Executive Summary. Partnership to Fight Chronic Diseases (2009). Chronic Disease & Health Promotion. CDC (2011).

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Reduce Absenteeism

• Reduced productivity caused by employees who come to work but are not as effective due to stress, injury, or illness.

• Results in 5-10% reduction in workforce.

Address Presenteeism

• Healthy employees miss less work.• 25.3% decline in sick leave when a worksite

wellness program is in place. • 39 million workdays have been lost to

obesity-related illnesses.

Source: Ward. R. Health management as a serious business solution. FirstPath. The advantages of a healthy workplace.

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Reduce Injuries• Employees with fewer risk factors have a

lower risk of injury.• Those with low wellness scores have 1989%

higher Work Comp costs.• 25% reduction in sick leave, disability costs,

healthcare costs, and Work Comp.

Source: Ward. R. Heath management as a serious business solution. FirstPath. The advantages of a healthy workplace. MDH. Work Well Toolkit.

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Increase Productivity

• A company who cares about their employees’ health is seen as a better place to work.

• Reduces employee turnover• Improves employee morale • Enhances organization’s image.

Creates a Desirable Work Environment

• Addresses Presenteeism• Reduced Absenteeism• Improved employee morale

Sources: FirstPath. The advantages of a healthy workplace.Wisconsin Department of Health Toolkit.

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7 Steps to SuccessBenchmarks of results oriented worksite wellness campaigns.

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7 Benchmarks of Success

1. Obtain leadership support2. Create a wellness committee3. Collect data to drive your health

campaign4. Craft a health campaign plan5. Choose appropriate interventions6. Create a culture of wellness7. Evaluate outcomes

Source: WELCOA Seven Benchmarks

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Step 1: Obtain Leadership Support

A. The NeedB. How to Gain Support

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The Need

• Helps build a culture of wellness• Supports employee participation • Supports participation during the workday• Controls budget, communications, &

organizational agenda.

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Gaining Management Support

– Keep up to date on current & best health practices.

– Share recent research developments– Continually evaluate your programs &

share findings with management– Keep lines of communication open

– Encourage management to participate– Communicate goals & objectives of program– Consider setting annual meetings

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Step 2: Developing a Wellness CommitteeA. What is a wellness committeeB. Responsibilities

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What is a Wellness Committee?

• Made up of representatives from all levels of management and all departments

• Represents co-workers• Shares ideas and concerns about campaigns• Assists with planning & implementation

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Responsibilities of Wellness Committee

• Plan activities• Recruit employees• Promote Programs• Conduct evaluations• Designates a wellness coordinator

– Program Design– Implementation– Communication*Level of program success is linked to coordinator’s time

& ability.

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Step 3: Assessing the Need

A. DefinitionB. ImportanceC. Types of DataD. Collecting DataE. Interpreting Data

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What is a Needs Assessment?

• The process of identifying, analyzing, and prioritizing the needs of a targeted population.

• Examples:– Employee interest surveys– HRAs

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Why is this Important?

• Identify worksite strengths/weaknesses• Describes current health status of target

population• Helps develop campaign focus• Assesses effectiveness of campaigns• Allows for employee input

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Types of Data• Demographic Data• Absenteeism Rates• Employee behaviors/preferences• Healthcare Costs• Previous Wellness Initiatives• Current Wellness Environment & Culture

What are we Collecting?

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Collecting Data

• First step in planning process• Initial Assessment should include:

– Assessment of current worksite programming, policies & environment

– Employee interest survey– Health Risk Assessment (HRA)– Other existing data

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Interpreting Data

• Review data from your assessments and claims data• Answers the following:

– What is the most pressing need?– Are resources available to address this need?– Can this problem be solved through health

promotion?– Are effective intervention strategies available to

address this problem?– Can this problem be solved in a reasonable

amount of time?

Source: McKenzie, J. et,. al.

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Step 4: Developing a Health Campaign

A. Determining a Priority PopulationB. Levels of PreventionC. Levels of InfluenceD. Best Practices

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Determining Priority Population• Based on needs assessment:

-Decide which health issues is most beneficial to address-Decide which population is most crucial to target

• Once Population is Determined:-More you know about your employees the more effective your campaign will be-Find out what appeals to your employees -Find out what would be best delivery method -Gather opinions in formal & informal settings.

What needs to change?

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Determining the Level of Prevention

• Primary Prevention: Preventive measures before any signs of disease or illness.

– Healthy eating, physical activity, tobacco cessation

• Secondary Prevention: Preventive measures that lead to early diagnosis and treatment of disease or illness

– Management of high blood pressure, cholesterol.

• Tertiary Prevention: Preventive measures that target rehabilitation following significant health problem.

– Management after heart attack or major coronary event

What needs to change?

What level of prevention?

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Levels of Influence: Developing an Approach

participate in 6 week walking campaign

Individual Behavior

Environment Policymap distances & routes near worksite

Allows staff to take walking breaks during the workday

What needs to change?

What level of prevention?

What level(s) of influence?

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Individual vs. Group• Group: provides support and social identify-

acts as motivation for behavior change.– Club, support groups, team challenges

• Individual: motivate & change employee behavior by increasing knowledge, changing attitudes & beliefs. – 1 on 1 counseling, classes, payroll stuffers,

educational materials

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Promoting Healthy Lifestyle vs. Disease Management• Health Promotion:

– Primary level of prevention– Promotion of healthy lifestyle change before there is

a problem– Physical Activity, healthy eating, tobacco cessation

• Disease Management:– Secondary & Tertiary levels of prevention– Control health problem– Providing education & support of diseases– Diabetes management, Hypertension management

Solutions Insurance AgenciesBest Practices• What are the recommended

interventions for health issue?

• What types of strategies have been used before?

• Is this practice backed by scientific research?

• What previous interventions have been successful at your worksite before?

What needs to change?

What level of prevention?

What level(s) of influence?

What are the best practices?

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Step 5: Choosing an InterventionA. Choosing a StrategyB. Writing Mission & Vision StatementC. Defining Goals & ObjectiveD. Which Resources Are AvailableE. Appropriate for PopulationF. Creating a TimelineG. Final StepsH. Planned Intervention

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Choosing an Effective Strategy

• Ask the following questions:– How important is each item?– How much will it cost?– How much time is needed?– What is the potential reach?– How will the it match with employee interests?

What resources are

available?

Appropriate for priority

population?

What strategy will be used?

What level of prevention?

What level(s) of influence?

What are the best practices?

What needs to change?

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Defining a Strategy Purpose

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Developing Strategy Goals & Objectives

• Goals: a broad, general statement of intent– To provide service to communities and organizations

for preparedness, response, and recovery.– CDC Environmental Hazards & Health Effects

• Objectives: statements which describe specific, measurable outcomes which campaign is directed towards.

- Conduct surveillance of death, injuries, and illnesses related to disaster event.

-CDC Environmental Hazards & Health Effects

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Resources Availability

Types of Resources• Staff• Money (What funding is available?)• Time• Space• Equipment• Skills• Educational Materials

•Decide what resources are needed to be effective.•Decide what resources are available.

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Creating a Timeline

• Planning Phase: 3-4 months• Year 1: Awareness & Education• Year 2-4: Targeted behavior change, policy

and environmental changes• Year 3-4: Evaluation

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Final Steps• Prepare a budget:

– Staff time– Incentives– Resources/Equipment– Communication strategies– Space

• Consider Legality Issues:-Americans with Disabilities Act (ADA)- Equal Employment Opportunity Commission

(EEOC)- Health Insurance Portability and Accountability

Act (HIPAA)

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What needs to change?

What resources

are available?

Appropriate for priority population?

What strategy will be used?

Planned Intervention

What level of prevention?

What level(s) of influence?

What are the best practices?

Developing your Health Campaign

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Step 6: Creating a Culture of Wellness

A. Engaging EmployeesB. Communicating EffectivelyC. Environmental & PolicyD. Maintaining InterestE. Beyond the Worksite

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Communicating Effectively• Know your audience• Work in groups• Clear & Consistent message• Make program content valuable• Be an example• Properly Place

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Engaging your Employees• Communication is Key• Balance technology/emails with face-to-face• Communication & Marketing Channels:

-Newsletters-E-mail-Intranet-Bulletin Boards-Meetings-Lunch & Learns-1 on 1 health coaching meetings-CEOs & executives promoting program in daily conversation

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Maintaining InterestSTACK the odds in your favor

• Social Experience (teams, buddy-system)

• Time (time of day, length of activity) *6 weeks/ 6 months

• Access (onsite/nearby, breaks during workday/after work)

• Cost (low cost/no cost)

• Knowledge (answer the whys and how tos)

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Environmental & Policy • Environmental:

– Health y Vending– Access to areas for physical activity– Community involvement– Point of decision prompts

• Policy: workplace policy reinforces goals of campaign.

– Flexible work time– Health y Eating– Tobacco Free– Clubs/Classes– Incentives

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Engagement Beyond the Worksite

• Consider allowing family members to participate.

• Family involvement has been shown to improve a person’s success in adopting and maintaining good health habits.

• Extending campaign efforts beyond workplace will make it easier to maintain a high percentage of health

Source: Wisconsin Department of health Worksite Toolkit

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Step 7: EvaluationA. What do you need for an evaluation?B. Purpose of EvaluationC. Formative EvaluationD. Summative Evaluation

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Purpose

• Determine if objectives were met• Improve program implementation• Provide accountability• Increase community support• Provide further information about the program• Compare different types of interventions

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Evaluation• Include the following to ensure you can

measure the impact of your wellness campaign:

– Goals & Objectives– Population Data– Outlined budget & actual cost of

campaign– Communications plan

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Formative Evaluation• Draws conclusions on quality of program

content and program implementation.• Example

-Participation rates-Participant satisfaction rates-Policy/Environmental changes

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Summative Evaluations• Conclusions drawn from impact, outcome, and

benefits of program.• Focuses on long-term program measures • Examples:

-Employee health risk status-ROI-Healthcare costs-Absentee rates