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Frequently Asked Questions
How can I convince my company to do a wellness program?
Some key points to present are: wellness programs can reduce health care costs. Keeping employees healthy reduces doctor visits and less days in the hospital. Workers compensation may be reduced, especially back and alcohol-related claims. Wellness programs improve productivity by reducing absenteeism due to illness. They improve morale and corporate image. Organizations with successful wellness programs receive recognition within their communities and industry. For a detailed summary of research on the cost benefit/effectiveness of wellness programs, contact the American Journal of Health Promotion and obtain Dr. Kenneth R. Pelletier's "A Review and Analysis of the Health and Cost-Effective Outcomes Studies of Comprehensive Health Promotion and Disease Prevention Programs at the Worksite." Call (248) 682-0707 to obtain a copy.
What does it cost?
Research studies on successful programs indicate that an effective comprehensive worksite wellness program will cost between $100 to $275 per participant.
What works?
Programs that are comprehensive and provide a menu approach of services - individual counseling, guided self-help, small groups, classes - are periodically evaluated and designed with the commitment to be in place for the career of an employee. Programs with these characteristics have demonstrated the following: high participation rates, ability to reach high-risk employees, produce substantial risk reduction, health improvement, and health care cost savings. Effective programs also work at improving the health/wellness culture of the work environment.
How should I start?
A starting step should be to form a worksite wellness committee. You may want to target persons who practice healthy habits such as exercising or the nutrition conscious. Obtain representation from various departments and union representation if unionized. Do a survey to determine needs and interests. You may want to consider using a worksite health promotion consultant to help in your program design stage. Program planning should include short and long-term goals and objectives with your committee members. Your first formal activity should be a heart health screening program with counseling and follow-up. These kinds of programs usually get high participation and help to obtain a baseline composition of health risks within the employee population. Services can then be developed and implemented to address identified risks. This baseline assessment provides key information for management and underscores the need for the program and continued services.
What about Incentives?
Most worksite programs use some form of incentives. Incentives may be given for joining a program, making or sticking with a behavior change, maintaining or changing a specific health risk factor or health status. The most prevalent type of incentive awards are: money, recognition, time off, and material goods.
Do we need a fitness center?
Many organizations who begin thinking about implementing a worksite wellness program think they need a fitness center to do so. A fitness center is not required to implement a wellness program at a worksite. Most wellness programs in the country are non-facility based. Some medium and large corporations do get involved in providing on-site fitness facilities and even have their own medical clinics on-site. There are numerous outstanding non-facility worksite wellness programs in both small and big businesses throughout the country.
Cost sharing?
Many companies feel that if an employee shares in the cost of a program, the employee will have a vested interest and will attend and participate in activities. The amount of employee cost sharing is an important consideration, too much and people will not participate, too little and you may not get the commitment and attendance in your programs. This is a good survey question, "What amount would an employee be willing to pay?". Many companies choose to cover the entire cost of certain programs such as smoking cessation as long as the employee attends sessions. Some stipulate that if the participant has quit smoking upon graduation from the program, then
the company will fully reimburse the employee. Other programs such as aerobics and weight management have ranges which vary from 25% to 50% employee contribution. With screening programs such as heart health screening, it is recommended the
company cover the entire cost. This will maximize participation and enable a company to obtain a corporate health profile.
How long before a savings is seen?
To show a dollar savings from a program usually takes from three to five years. Doing cost savings studies may require outside experts and can become costly. Process and outcome evaluation can demonstrate tangible benefits much sooner. Changes in health practices, reduction in risk factors and health improvements can be seen in two to three months. Process evaluation obtains information on who is participating, what is attracting participants, the amount of participation, and employee satisfaction with the program. Outcome evaluation tracks reduction in health risk factors. This type of information is readily obtainable. Process and outcome evaluation should be standard operating procedure in all worksite programs and done on a periodic basis. By compiling this type of information you obtain information on what is and is not working, which enables you to program more effectively. By documenting reductions in risk and health improvements, you are developing a convincing argument to management that your program works and is having a significant impact on the well-being of the company.
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