Nearly two-thirds of companies with health promotion programs offer staff members 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 health promotion programs feature health-risk assessments for things like high cholesterol and diabetes. But many overlook the need for early detection of cancer, which can affect any worker, regardless of his or her age or general health.
In many cases, you can line up certain screenings, such as skin cancer detection (the most common kind 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 – like mammograms – are well worth the cost.
A single case of cancer identified early typically saves thousands of dollars in medical claims and disability costs – not to mention trauma for the employee.
Smart staff member wellness incentives
HIPAA has tricky non-discrimination rules for offering personnel a break on premiums or copays. You needn’t worry about HIPAA if you –
1. Structure the wellness program as a cost-break for staff members who embrace wellness. on the flip side, imposing surcharges for uncooperative staff members can force you to jump through HIPAA hoops.
2. Make the incentive available to all workforce. for instance, 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 ordinarily save about $20 to $50 a month, as reported by some estimates.
Making health promotion programs simple
Many firms require personnel to work with a personal “wellness Coach” to earn premium discounts or other incentives. Typically, the staff member sets up appointments and reports to the wellness 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 members 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.
Health Promotion starts upstairs
No matter how much money your business spends on wellness, the odds of success depend largely on the example set by top management.
Example – When your CEO is a smoker, chances are few employees will buy into a tobacco use cessation program.
In like manner, it’s hard to sell workforce on subsidized gym memberships if your organization culture is sedentary. for wellness to work, the top brass must practice what the firm preaches.
