InsuranceNewsNet
By
David Klasnick October 23, 2019
Employer
wellness programs are mainstream components of benefit packages for most major
companies. However, today’s programs have come a long way from their beginnings
nearly 40 years ago.
The Introduction Of
Workplace Wellness
In
1979, Control Data Corp. instituted programs for their workforce that would
become the blueprint for future workplace wellness programs. Control Data
Corp.’s Stay Well program included health awareness campaigns, health risk
assessments or HRAs, and biometric screening to collect information on each
person’s lifestyle behaviors and related physical measures.
The
primary focus of workplace health programs was to reduce work-related injuries,
thereby improving employee productivity and reducing costs. Employers and
researchers soon noted a correlation between an employee’s overall health and
job performance. Assessments were then followed up by offering employees
worksite-based education to help them adopt healthier behaviors — quit smoking,
exercise more, eat healthier, lose weight and manage stress. Both also
recognized the role of organizational culture in employee health to drive
better performance.
The Evolution Of
Wellness
By the
late 1980s, more major corporations began implementing workplace wellness,
although many focused on onsite fitness centers. This was also the time
when employers began to evaluate wellness program by capturing health care
costs and productivity-related measures such as reducing absenteeism. In 1987,
Milliman released the first large study linking lifestyle health risks with
medical costs. Employers had the first compelling data suggesting that improved
workplace wellness could impact rising health care costs.
Using
data to segment the population and tailoring interventions to individual needs,
employers began to understand the role of population health management.
Interventions would be targeted across the population from those at highest
risk to those at lowest risk, proactively managing risk across the population.
At the end of the 1980s, more than 80% of corporations offered programs
to improve employee health awareness, including 44% with fitness centers and
30% conducting annual HRAs, Nursing Economics reported. From
that point, employers used this framework to implement various versions of
workplace wellness programs – helping to create a $40 billion industry, the
Global Wellness Institute reported.
Today’s Employer
Wellness Programs
Today,
employer wellness programs have moved from providing health information,
counseling and fitness to include many preventive care elements to help keep
employees well. This includes services such as immunizations and screenings,
acute and chronic care, specialized services, and physical therapy.
Many of
the goals of today’s workplace wellness programs remain the same. Employers
want to reduce or control health care costs, as well as improve employee
engagement in the workplace. Sixty-six percent of employers say engagement,
increasing productivity, and reducing employee absences are primary wellness
goals. In addition, 98% of employers told a National Business Group on Health
survey improving physical health is an important wellness goal, followed by
emotional health (92%) and financial security (90%).
But
achieving these savings and driving engagement requires a large majority of
employees to participate in company-sponsored wellness programs. Frequently,
companies turn to incentives to help generate initial interest among employees
to take that first step. The National Business Group on Health survey revealed
86% of employers offer financial incentives in their wellness programs. This
can often take the shape as cash incentives, giveaways or insurance premium
savings.
What’s To Come –
Wellness To Well-Being
As
employers take an increasingly holistic approach to employee wellness, stress
management has become a higher priority to support employees’ emotional and
mental health. This includes allowing for more flexible work schedules,
encouraging open communication about employee assistance program benefits and
creating wellness rooms to allow employees to take a breather at work, creating
a shift from wellness to employee well-being.
Advancement
in consumer technology is also helping to create the future of well-being
programs. Artificial intelligence and virtual reality are helping to engage
employees in stress and weight management programs, individual and group
coaching, and routine health check-ups. Participants can use a digital platform
to track their participation, engage with other users in team health challenges
and access a VR application for mindful meditation. These applications can also
sync with wearable technology to help keep employees engaged in their health
when away from work.
Using
AI in well-being leverages data to deliver information that’s relevant and
timely to each employee, creating better user experiences for individuals’
personal wellness goals. As digital platforms continue to evolve, more
real-time user data will enable a more personalized wellness experience that
will be more engaging for employees.
The
workplace environment can also positively influence health and well-being,
employee satisfaction and performance. More employers are taking note of this
with additions of standing desks, collaborative spaces and healthier food
options.
With a
greater understanding of what drives participation, tailored components that
support lasting change, and the incorporation of technology elements that
empower employees to take action, well-being programs continue to evolve. The
need to reduce health care costs and improve productivity will always be a key
priority to employers. But as more studies show the value of employee
engagement, supportive company cultures and the role of holistic health,
well-being programs take on a bigger role in shaping the workplace of tomorrow.
David
Klasnick is senior vice president of client services at StayWell. StayWell
provides health management solutions, patient education, and health services
and support. David may be contacted at david.klasnick@innfeedback.com.
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