Step 2: Identify what’s important to your people

To retain your people and attract new talent, you need to know what’s important to them. That information is invaluable when you’re building or improving a wellness program.

A survey is an efficient way to gather input. Some important topics to explore are:

• Overall health and well-being
• Mental health, including stress resilience
• Physical health and exercise
• Isolation/social connection
• Work-life balance, including childcare and eldercare support
• Work culture, including diversity, equity and inclusion
• Employee benefits

The survey responses will provide insights into current satisfaction levels as well as what new components to consider including in the wellness program.

We have a survey-based ranking methodology that quantifies the impact of preferences on overall views of total rewards. Unlike a traditional rating scale, which might imply that everything is important, this methodology forces participants to make choices between options and delivers results that show the relative importance of items being rated.

Step 4: Consider a phased-in approach to new program components

Whether your organization is designing a brand-new program, revamping your current program or simply making adjustments, following a phased-in approach is a manageable way to build a robust wellness program. Conducting feedback at each phase will also determine if you are on the right path and allows for adjustments that may be needed along the way. The table below outlines a phased-in approach.

Introducing or enhancing a wellness program through a digital platform can be a great way to promote it. Access to the platform can be from a smartphone, tablet, desktop and/or laptop. This can serve as the first point of entry for participants to learn about the program, the useful online tools as well as assessments and benefit links to their other healthcare vendors.

If participants are embracing the use of the digital platform, enhancing it by offering a more robust digital experience can improve participation. (To learn more about digital health solutions, read, “The Current and Future State of Digital Health.”)

Health coaching is terrific way to get employees engaged in the program. It also provides another option for individuals who prefer not to use the digital aspect of the program.

Health screenings are an opportunity for early identification of a health condition for which a wellness program can provide education and support. Screenings also promote engagement with a primary care physician.

Through data analysis, some organizations may find they have a particular healthcare need. (Segal can provide data-mining services through our proprietary warehouse, SHAPE.) This data analysis can identify utilization trends (and cost-drivers that are savings opportunities).

Adding any of the resources below will work in tandem with a wellness program and provide enhanced support for your employees.

Step 5: Define measurable outcomes

Once a new or expanded wellness program is implemented, it’s essential to define in detail the benchmarks that will be used to evaluate it, as well as to establish short- and long-term measures for each program component.

To ensure the outcome of the program is successful, it’s equally important to set realistic measures. Many organizations do not give wellness programs enough time to produce these measurable outcomes: reductions in health risk(s) and improvement in lifestyle behaviors.

Year 1: Evaluate and monitor the early acceptance and traction of the program

Essential questions to answer are:

• Is the program attracting employees?
• Which activities are being used the most?
• Is participant feedback positive or negative?
• What do participants think can be improved?
• Are there any barriers to participation that need to be addressed and, if so, what adjustments need to be made?

Year 2: Did the program accomplish the goals and objectives?

In year 2, focus on these questions:

• Have the adjustments from year 1 been successful?
• Has participation increased?
• Has engagement (i.e., active participation) improved?
• Are there any positive improvements in lifestyle change or a decline in health risks?

Year 3: Measure results

Look for a reduction in:

• Overall healthcare costs
• Absenteeism
• Turnover
• Disability-related costs
• Health risks (e.g., increasing the percent of diabetics with A1c results at the desired controlled levels)

You’ll likely also experience increased:

• Awareness of health risk (i.e., participants have clear understanding of health condition, screenings and medical adherence)
• Productivity
• Employee retention
• Morale

Developing a focused and strategic plan will ensure a successful wellness program and a happy, healthy population.

Wellness programs are a valuable part of your benefit offerings

When assessing the effectiveness of wellness programs, which are an important part of your total rewards, focus on the value of the investment, rather than the return on investment. The value goes beyond lowering healthcare costs. It encompasses the program’s long-term effectiveness.

Over time, a well-designed wellness program that’s tailored to your participants’ needs will have a positive impact in many areas. It will:

• Reduce modifiable health risk factors to slow the onset and progression of chronic disease.
• Improve employee job satisfaction and productivity.
• Reduce demand for healthcare services, which helps control both short-term and long-term costs.
• Keep healthy participants healthy.
• Promote positive behavior changes that help participants achieve a healthy lifestyle.