Spring into Wellness – 
Is your Wellness Program in shape?
Patti Dunham, MBA, MA, SPHR
Strategic Human Resources, Inc.

The numbers are astounding.  The US Department of Health and Human Services estimates that up to 75% of all health care dollars are spent on chronic conditions such as diabetes, obesity, and cardiovascular disease – most of which are preventable or at least manageable.

As human resource professionals, it is obvious that we have taken this information and are making attempts through wellness initiatives to improve these distributing statistics.  Today, wellness and preventative care programs continue to grow in popularity to help contain the costs associated with manageable illnesses.  A study by Hewitt Associates in 2005 reported that the number of companies using wellness and disease management programs increased from 75% in 2004 to 83% in 2005.  Over 80% of us have recognized the value of wellness activities and have incorporated them into our organizations, but are they working?

Spring is a time to review, renew, and revive as we ‘get into shape’ for what is to come.  Our wellness initiatives typically encourage employees to ‘shape up’ but who is ensuring that our wellness programs are in shape?  How are they performing?  Are they able to withstand the upcoming heat?  As we dream of afternoons at the pool this summer, let’s review of our own wellness programs by reviewing the essential elements and revive them for Spring.

·         Senior or top level support.  Renew your top level support.  Create a communication piece or an ‘event’ where senior level staff takes the lead.  Such an event will help to (once again) build enthusiasm in the program from the top down communicating the importance and commitment throughout the organization.

·         Wellness “advocate” and a committee or team.  Remember, you can’t do it alone!  Are there members of your team who are disengaged?  Re-assess their interest and either revive or replace.

·         Employee interest survey.  You probably did a survey when you first began your wellness initiatives, but it is also important to assess where you have been and where you are going.  Ask if the programs have been effective and what additional programs they would like to see.  If a survey appears daunting, create a quick “checklist” of programs that are doable for your organization and ask employees to rate their interest.  Remember the old adage, 20% of your employees are going to consume 80% of your healthcare costs?  Don’t let that 20% not be actively involved in wellness.  Find out what it is that will get them involved by asking.  Are they still not interested?  Consider linking health promotion to healthcare costs.  Sometimes, money may be the motivator.

·         Goals and objectives.  Did you create realistic and measurable goals for your wellness programs?  Have you met some of those goals?  Communicate your successes and potentially change those goals or objectives that may not be attainable due to changing external circumstances.  One word of caution….don’t get discouraged.  Keep in mind that on average, it takes two to three years to see measurable positive impacts of wellness programs (Hewitt Associates).  Review your goals and be sure that they still remain realistic and/or update them and regularly communicate them.

·         Variety of program offerings.  Breathe new life into your wellness initiatives by offering news types of programs and new communication tools.  Programs can include assessment tools (computerized risk assessment, health fairs), education and communication programs (newsletters, paycheck stuffers), self help programs (individual programs to encourage techniques to modify behaviors), or lifestyle change programs (group programs in a supportive environment).  Are you able to offer a variety of those programs to meet the needs of your workforce?  Have you tried a variety of communication tools to get the information about the programs to employees?  Sometimes just a new presentation of an old idea is enough to generate renewed interest.

·         Wellness budget.  Are you lucky enough to not have to work under the constraints of a wellness budget?  Probably not.  As such, we are challenged with offering a variety of programs (above) while staying within budget.  Doable?  Of course!  We may not be able to do everything we would like but there are wellness programs available for EVERY budget.  Many free resources are available so take advantage of those when you can.

·         Incentives for participation.  Look at the incentives you have tied to the programs.  Are they encouraging the appropriate behavior?  According to SHRM, Nebraska-based Lincoln Plating includes wellness objectives as part of overall employee performance and merit pay increases.  How far is your organization willing to go to gain commitment and incent participation?  Small or large, incentives can encourage behavior.  From money to trinkets to reductions in health premiums, there are a variety of incentives at your disposal.  However, whatever is used, remember to ensure that the rewards have value to the employee while not creating any legal violation.  The US Department of Labor, the Internal Revenue Service, and the US Department of Health and Human Services jointly issued proposed regulations to implement and clarify the term “bona fide wellness program” to avoid discrimination and violation issues with ERISA, HIPAA, and the Americans with Disabilities Act.  Although the regulations are not finalized, you should continue to watch these proposed regulations in regard to wellness programs and the incentives tied to them to ensure legal compliance. 

·         Measuring Results.  Are you measuring your results?  In a 2005 International Society of Certified Employee Benefit Specialists wellness study, it was reported that only 13% of companies participating in wellness programs were able to identify the return on investment for the programs.  Don’t forget this important piece to ensure continued funding for your wellness initiatives.  Returns can be measured by such things as:  improved attendance, lower healthcare costs, lower workers’ compensation costs, increased productivity, and reduced turnover.   According to Dr. Ron Goetzel, the average ROI for wellness programs is $3.14.  That is, for every $1.00 invested in wellness programs, employers see a return (on average) of $3.14.  Showing the value of this investment (not expense) will be critical for continued funding.

Remember, getting in shape doesn’t happen overnight, it is a journey.  Effective wellness programs are evolutionary and require changes along the way.  Review your wellness programs and update them regularly creating the opportunity for a benefit program that could potentially pay the organization back threefold!

Patti Dunham is a Sr. Human Resources Consultant with Strategic Human Resources , Inc. (http://www.StrategicHRinc.com).  If you have any questions or would like to share your ‘success stories’, contact her at: Patti@StrategicHRInc.com.