The Case For · Proactive engagement of select employee groups Robust employee communication...
Transcript of The Case For · Proactive engagement of select employee groups Robust employee communication...
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Brought to you by:
The Case For:
Employee Wellness
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About Me
Jeff Schober, CRC®, QPFC®, AIF®, Benefits ConsultantDPI Benefits: Single Source Employee Benefits Support
Established in 2004. Independent. Based in Manhattan, KS.
60+ employer groups, 5,000+ employees, 550+ benefit programs:◦ Group Health Insurance◦ Employee Wellness Programs◦ Group Retirement Plans◦ Group Life and Disability◦ Group Voluntary Benefits
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Our Discussion TodayWhat is Employee Wellness?
Why Employee Wellness?
Designing a Wellness Program
Common Difficulties
Keys to Remember
Wellness Ideas
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What is Employee Wellness?
Physical Health
Other Dimensions of Employee Wellness?
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Why Employee Wellness?
What is the most valuable asset of your company?
Your employees!
What is the best investment you can make in your company?
Your employees!
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Why Employee Wellness? Employees Want Wellness:◦ Most employees believe their employer should provide a wellness program
Employees Need Wellness:◦ Physical: 3 out of 5 employees are dealing with chronic health conditions◦ Mental: 1 in 5 adults will experience a diagnosable mental illness in a given year◦ Financial: 64% of Americans can’t cover a $1,000 emergency without borrowing money
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Why Employee Wellness? Employee wellness is good for your company
Better employee health = many benefits:◦ Lower healthcare costs◦ Happier employees◦ Increased creativity and productivity◦ Employee recruiting and retention◦ Less absenteeism◦ Less presenteeism
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Designing a Wellness Program
1. Establish a Team◦ Made up of employees at all levels of company◦ Oversee development and implementation◦ Serve as wellness ambassadors
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Designing a Wellness Program2. Set Goals◦ Know your initial numbers◦ Create measurable specific goals◦ Sample Goals:◦ Reducing healthcare costs◦ Increasing company production◦ Decreasing absenteeism◦ Increasing retirement plan contributions◦ Reducing employee debt◦ Supporting employees with mental health conditions
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Designing a Wellness Program
3. Assess Wellness◦ Survey Employees◦ Health Risk Assessments◦ Health Claims Information◦ Biometric Screenings◦ Financial Wellness Benchmarks◦ Mental Wellness Data
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Designing a Wellness Program
4. Create a Wellness Culture◦ Leaders must participate◦ Make workplace healthy◦ Make participation easy◦ Provide variety of options◦ Combine wellness and social/community activities
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Designing a Wellness Program5. Communicate Effectively
◦ Regular and ongoing communication◦ Posters◦ Newsletters◦ Emails◦ Personal invitations◦ Meetings◦ Seminars◦ Coaching Sessions◦ Share success stories
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Designing a Wellness Program
6. Offer Incentives◦ Offer rewards at regular intervals throughout the program◦ Tie rewards to activities◦ Keep incentives positive◦ Remember rewards can only go so far
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Designing a Wellness Program7. Celebrate Group Success◦ Spotlight group efforts◦ Track and share totals◦ Host group celebrations
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Designing a Wellness Program8. Measure Success◦ Evaluate progress toward goals◦ Gather employee feedback◦ Make adjustments◦ Recruit new wellness team members
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Common Difficulties
◦ No clear goal or mission◦ Lack of senior leadership support◦ Program doesn’t fit with company culture◦ Lack of time or resources devoted◦ Lack of communication
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Keys to Remember
• Wellness is a long‐term approach• Requires workplace culture change• Long‐term behavior change is the goal• Consider the cost of ignoring wellness• There is no one‐size‐fits‐all approach• Tracking benchmark and results is vital
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Wellness Ideas (Easy): Walking meetings Provide healthy office snacks Bring in a specialist: nutrition, mental health, financial expert, exercise, etc. Promote EAP program Hold a health fair Debt reduction counseling On‐site yoga Incentivize annual physicals for employees and family members Wellness Wednesdays Create an onsite fun zone or relaxation zone
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Physical Health – Population Health Management:◦ Health questionnaire and onsite professional to do biometric screening◦ Health professionals reach out to those with chronic health conditions◦ Pre‐made employee communications◦ Outcome reports to employer
Wellness Ideas (Intermediate):
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•Mental Health – EAP Program:• Access to licensed counselors for employees and family members• Manager trainings to know how to manage struggling employees
• Financial Health – Financial Wellness Campaigns:• Email based resources sent to employees• Talk with retirement plan consultant or plan provider for available resources
Wellness Ideas (Intermediate):
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Full‐Scope Wellness Programs:◦ Health Questionnaires◦ Onsite workshops and one‐on‐one consultations◦ Telephone consultations◦ Proactive engagement of select employee groups◦ Robust employee communication strategy◦ Online portal and/or mobile app with live coaches◦ Organized challenges, competitions, and leaderboards◦ Dedicated account manager◦ Employer outcome reports
Wellness Ideas (Comprehensive):
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Takeaways: Talk with your healthcare consultant or plan administrator about wellness resources.
Email me [email protected] for Complimentary Wellness Resources: Copy of this presentation 50+ simple wellness ideas to get started Sample employee wellness survey
Thank you for attending!