{"id":4504,"date":"2019-05-22T09:00:21","date_gmt":"2019-05-22T13:00:21","guid":{"rendered":"https:\/\/www.healthadvocate.com\/site\/?p=4504"},"modified":"2020-01-14T17:01:15","modified_gmt":"2020-01-14T22:01:15","slug":"wellness-programs-really-do-work","status":"publish","type":"post","link":"https:\/\/www.healthadvocate.com\/site\/article\/wellness-programs-really-do-work","title":{"rendered":"Wellness Programs Really Do Work"},"content":{"rendered":"\n<p><strong>Dr. Abbie Leibowitz | <em>HR Daily Advisor<\/em><\/strong><\/p>\n\n\n\n<p>A&nbsp;<a href=\"https:\/\/jamanetwork.com\/journals\/jama\/article-abstract\/2730614\" target=\"_blank\" rel=\"noreferrer noopener\">study<\/a>&nbsp;published\nrecently in the&nbsp;<em>Journal\nof the American Medical Association&nbsp;<\/em>(<em>JAMA<\/em>) has raised questions\nabout the value of workplace wellness programs.<\/p>\n\n\n\n<p>While\nthe findings confirmed that employees who participate in wellness programs make\npositive behavior changes, the results of this study indicated that these\nchanges did not influence health outcomes or costs.<\/p>\n\n\n\n<p>For\nyears, research has generated mixed reviews of workplace wellness initiatives.\nHowever, it is important to note that many of these studies, including the most\nrecent in the&nbsp;<em>JAMA<\/em>,\nare limited in scope and do not account for the best practices successful\norganizations utilize to maximize their wellness programs and drive engagement,\nimprove health outcomes, and lower costs.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">A Narrow View Doesn\u2019t Show the Full\nPicture<\/h3>\n\n\n\n<p>The\nstudy published in the&nbsp;<em>JAMA&nbsp;<\/em>analyzed\nresults among employees participating in an 18-month-long, stand-alone wellness\nprogram. While this narrow focus may be necessary for a scientific study, it\ndoes not necessarily consider other factors at play in most organizations\u2019\nwellness programs. For example, participation rates were relatively low, at\nabout 35%, which may have skewed the results. As the study authors acknowledge,\nemployees participating in the program tended to be in good health already.<\/p>\n\n\n\n<p>There\nare obviously benefits to having healthy workers engaged in a wellness program,\nbut there is more potential impact to be made among the segment of the\npopulation in less-than-ideal health. This study did not examine some of the\nstrategies organizations use to drive participation among this group.<\/p>\n\n\n\n<p>Providing\nincentives is one way to achieve this participation. In the study, program\nparticipants received an incentive of about $250. While this is&nbsp;<a href=\"https:\/\/www.kff.org\/report-section\/2018-employer-health-benefits-survey-summary-of-findings\/\" target=\"_blank\" rel=\"noreferrer noopener\">about average among most employers<\/a>,\nhigher incentives are more effective at motivating participation, which, in\nturn, can generate better results.<\/p>\n\n\n\n<p>Additionally,\nthe study did not mention what other population health initiatives the\norganization had in place. Enthusiastic support from management is important to\nthe success of any program. A wellness program integrated into an overall\nculture of health is more likely to be more successful. This may include\noffering biometric screenings to help identify employees at risk or a chronic\ncondition management program to further support their health goals.<\/p>\n\n\n\n<p>Providing\naccess to expert support from wellness coaches and others can also make a\npositive impact versus an online program alone. Wellness in a silo is not as\neffective as an integrated program, which could skew the results when compared\nwith the broader, more holistic approach many organizations are now\nimplementing.<\/p>\n\n\n\n<p>Finally,\nlooking for short-term \u201csavings\u201d from a wellness program is a mistake. Behavior\nchange takes time, and it is premature to anticipate sweeping shifts in cost\ntrends and outcomes in such a short window. The 3-year results the study\nauthors plan to revisit may be more telling, but true return and value on\ninvestment in a wellness program are long-term realities that are not accounted\nfor in this particular study.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Strategies for Optimal Wellness\nPrograms<\/h3>\n\n\n\n<p>In\norder to widen the focus of workplace wellness beyond a narrow, siloed\napproach, there are a number of best practices proven to drive engagement and\nachieve successful outcomes.<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li><strong>Utilize data to inform the design of a meaningful program.<\/strong>&nbsp;Data,      such as health risk assessments, claims data, and biometric screening      results, can provide a more detailed picture of the specific needs of a      population and enable the employer to tailor the program accordingly.<\/li><li><strong>Address the full spectrum of population health needs.<\/strong> Providing multiple touch points to meet people where they are based on their health status, risk level, and readiness to change can ensure that employees will be able to access the right support at the right time to reach their personal health and well-being goals.<\/li><li><strong>Energize participation, and make it fun!<\/strong>&nbsp;Weave the organization\u2019s      culture into the program with unique activities, incentives, success      stories, and challenges.<\/li><li><strong>Demonstrate internal support.<\/strong> Build a culture of  wellness, incorporating both employee input and executive participation.<\/li><li><strong>Create visibility.<\/strong> Work with a wellness expert to create an effective and impactful communications strategy so employees are aware of the benefits and resources available to them.<\/li><li><strong>Make the program easy to access via technology and personal support. <\/strong>This includes taking advantage of telephonic support,      health coaching, an easy-to-use website and mobile app, and personalized e-mails and notifications to drive awareness and utilization.<\/li><li><strong>Integrate health and well-being programs for greater impact and engagement. <\/strong>Provide a streamlined, simplified, all-inclusive      program to reduce confusion and maximize participation.<\/li><\/ul>\n\n\n\n<p>Implementing\none or more of these strategies into workplace wellness programs can have a\nmajor impact on both employee participation and results.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">The Value of a Holistic Approach to\nWellness<\/h3>\n\n\n\n<p>Integrating\nwellness with other related health and benefits programs is one of the most\neffective ways to generate measurable results. For example, biometric\nscreenings can establish a strong starting point for employees\u2019 wellness\njourneys. Oftentimes, employees learn about a potential condition like\nhypertension or hyperlipidemia during a screening, prompting them to seek\ntreatment from their physician and support from a wellness program.\nFurthermore, a better understanding of the health of an organization\u2019s\nemployees can help the employer customize the wellness program to meet their\nneeds, increasing the odds of participation and success.<\/p>\n\n\n\n<p>A\nrecent analysis of a cohort of nine companies utilizing Health Advocate\u2019s\nwellness program demonstrates that best practices like this make a difference.\nEach of the participating groups offered wellness coaching and strong\nincentives of $300 or greater, access to online workshops, and wellness information,\nas well as integrated biometric screenings. The research assessed changes in\nhigh-risk participants over 3 years. Of the 16,741 employees who participated\nin biometric screenings, 9,689 participated all 3 years. Among this group,\n1,674 members (17%) reduced their risk level from high risk to normal or\nborderline risk within 3 years for the following conditions:<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Hypertension<\/h3>\n\n\n\n<ul class=\"wp-block-list\"><li>1,497 people identified as high risk for hypertension<\/li><li>76% reduced to normal or borderline within 3 years = 1,138 people<\/li><li>Potential savings of up to $1,378 pp.\/y x 1,138 = $1,568,164<\/li><\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">Diabetes<\/h3>\n\n\n\n<ul class=\"wp-block-list\"><li>425 people identified as high risk for diabetes<\/li><li>49% reduced to normal or borderline within 3 years = 208 people<\/li><li>Potential savings of up to $1,653 pp.\/y x 208 = $343,824<\/li><\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">Obesity<\/h3>\n\n\n\n<ul class=\"wp-block-list\"><li>3,775 people identified as obese<\/li><li>9% were no longer obese and improved their health within 3 years = 340 people<\/li><li>Potential savings of up to $1,090 pp.\/y x 340 = $370,600<\/li><\/ul>\n\n\n\n<p>The savings estimates are based on data looking at the cost of medical care needed by people with these conditions. As these results show, when compared with a stand-alone program, utilizing best practices, including integrating a wellness program with on-site health screenings, will amplify the effects. By incorporating best practices into workplace wellness, it is possible to realize both improved health outcomes and cost savings, as well as maximize the impact of the overall program.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>By incorporating best practices into workplace wellness, it is possible to realize both improved health outcomes and cost savings, as well as maximize the impact of the overall program.<\/p>\n","protected":false},"author":11,"featured_media":626,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_monsterinsights_skip_tracking":false,"_monsterinsights_sitenote_active":false,"_monsterinsights_sitenote_note":"","_monsterinsights_sitenote_category":0,"footnotes":""},"categories":[5],"tags":[83,46,129,69,47],"class_list":["post-4504","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-article","tag-abbie-leibowitz","tag-health-advocate","tag-well-being","tag-wellness","tag-wellness-program"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v26.9 (Yoast SEO v26.9) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\r\n<title>Wellness Programs Really Do Work | Health Advocate<\/title>\r\n<meta name=\"description\" content=\"By incorporating best practices into workplace wellness, it is possible to 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