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ShapeUp Employer Wellness Survey
 

ShapeUp Employer Wellness Survey

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Companies across America have implemented employee wellness programs to control rising health care costs and address major health issues like obesity, diabetes, heart disease, and cancer. But ...

Companies across America have implemented employee wellness programs to control rising health care costs and address major health issues like obesity, diabetes, heart disease, and cancer. But employers with robust programs view wellness not just as a way to save money but as an essential element of a strong and vibrant company culture. These employers are increasing their financial commitment to employee wellness, but they see room for improvement in their programs and are struggling with strategy, leadership support, and results measurement. This annual report illuminates how businesses approach and deploy wellness programs to meet their corporate objectives and explores how they can do better.

Findings from ShapeUp's Employer Wellness Survey include:

* Unique survey results from HR and wellness decision–makers at some of the world's largest companies, reporting on what works and what doesn't in their wellness programs
* Surprising answers about where these employers are focusing the majority of their time and effort
* Candid views on how traditional programs like telephonic coaching, HRAs, and biometric screening are performing
* Diverse opinions about the role of financial incentives in employee health management
* Insights into how employers approach and measure their return-on-investment

Download the full Employer Wellness Survey from ShapeUp at http://www.shapeup.com/survey

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    ShapeUp Employer Wellness Survey ShapeUp Employer Wellness Survey Presentation Transcript

    • Debating theResults ofOur EmployerWellness SurveyCopyright © 2012 ShapeUp, Inc. The content in this document is property of ShapeUp and may not be reproduced without permission.
    • Today’s Webinar Team Rajiv Kumar, M.D. Founder & Chief Medical Officer rkumar@shapeup.com Shawn LaVana Vice President of Marketing slavana@shapeup.com Elise Meyer Marketing Associate emeyer@shapeup.com Copyright © 2012 ShapeUp, Inc. This document may not be reproduced without permission. 2
    • Join The Conversation On Twitter @shapeupdotcom #shapeupsurvey Copyright © 2012 ShapeUp, Inc. This document may not be reproduced without permission. 3
    • Our Mission Creating a healthier world by using social influence to engage people in healthy activities Copyright © 2012 ShapeUp, Inc. This document may not be reproduced without permission. 4
    • Today’s Agenda• Who Took The Survey• Why This Survey Matters• Key Findings & Debate Questions 1. Engagement 2. Incentives 3. Traditional Programs 4. Outcomes• Final Thoughts Copyright © 2012 ShapeUp, Inc. This document may not be reproduced without permission. 5
    • Who Took The Survey Copyright © 2012 ShapeUp, Inc. This document may not be reproduced without permission. 6
    • Survey Overview•How do large employers approach employee wellness?•Interviews with 25 large employers in October & November 2011•Employer sizes range from 3,000 to 300,000 employees•Titles of the individuals include Corporate Medical Director, VP of Global Benefits, Director of Employee Benefits, Benefits Manager, and Wellness Director. Copyright © 2012 ShapeUp, Inc. This document may not be reproduced without permission. 7
    • Survey ParticipantsBechtel Hewlett-PackardBlue Shield of California JardenBrown University KBRCanadian Pacific KeyBankChildren’s Hospital of Philadelphia Kimberly-ClarkCIBC Lahey ClinicFlextronics ManpowerFM Global MonsantoGeneral Dynamics PNC Financial ServicesGoodrich RaytheonGTECH SafewayHenry Ford Health System SunTrust Banks Copyright © 2012 ShapeUp, Inc. This document may not be reproduced without permission. 8
    • Why This Survey Matters Copyright © 2012 ShapeUp, Inc. This document may not be reproduced without permission. 9
    • Employers = 1/3 of all health care spending U.S. Healthcare Expenditures, 1960-2020 $0.1T $0.1T $0.3T $0.7T $1.4T $2.5T $4.5T 100% Out-of- Pocket Out-of- Pocket Other Private 80 Private Health Insurance Total Private 60 Other Public 40 Medicare Total Public 20 Medcaid/ SCHIP 0 1960 1970 1980 1990 2000 2010 2020 YearNote: “Other Public” includes TRICARE, VA and all public health initiatives. Source: CMS; CBO; KFF/HRET Health Employer Health Benefits Survey, 2011; US Census Bureau Copyright © 2012 ShapeUp, Inc. This document may not be reproduced without permission. 10
    • Large employers almost all self-funded Percent of Covered Workers in Partially or Completely Self-Funded Plans By Firm Size, 1999-2011 CAGR (99-11) 100% 5K+ 4% 80 1K-5K 2% 60 200 to 0% 999 40 20 3 to 0% 199 0 1999 2000 2001 2002 2003 2004 2005 2006 2007 2008 2009 2010Source: Kaiser Family Foundation; US Census Bureau 2011 Copyright © 2012 ShapeUp, Inc. This document may not be reproduced without permission. 11
    • Lifestyle conditions are driving costs Cost of Healthcare, # of People Afflicted, and Nutrition Index by Condition Manageable with Lactose diet & exercise Celiac Intolerant Disease Metabolic Syndrome Osteoporosis Obesity/ Overweight Hyper- High Diabetes tension Cholesterol Inflammatory Bowel Disease Irritable Bowel Syndrome Heart Disease Cancer Heartburn $60B Alzheimers/ Healthcare Sleep Cost Dementia 0 Not manageable 0 25 50 75 100 125 150Mwith diet & exercise Number of People Afflicted Source: Center for Disease Control; National Institutes of Health; Department of Health and Human Services; Illinois Department of Public Health; National Commission on Sleep Disorders Research; American Heart Association; American Diabetes Association; Alzheimer’s Association; Epilepsy Foundation; Heart Rhythm Foundation; Celiac Sprue Association; International Osteoporosis Foundation; American College of Gastroenterology; MedicineNet; Pharmacy Times; Sleep Disorders Guide; Physician’s Postgraduate Press Copyright © 2012 ShapeUp, Inc. This document may not be reproduced without permission. 12
    • Almost all large employers offer wellness % of Firms with 5K+ Employees Offering a Particular Wellness Program 100% 91% 81% 80 71% 70% 64% 63% 60 57% 40 20 0 Web-based Smoking Gym Weight Personal Classes Wellness resources Cessation Membership/ Loss Health in Newsletter for Healthy Program On-Site Program Coach Nutrition/ Living Exercise Healthy Facilities LivingSource: KFF/HRET Health Employer Health Benefits Survey, 2011 Copyright © 2012 ShapeUp, Inc. This document may not be reproduced without permission. 13
    • Engagement Copyright © 2012 ShapeUp, Inc. This document may not be reproduced without permission. 14
    • Employers care most about participationQ: When designing your overall wellness offering, what is your top priority? Copyright © 2012 ShapeUp, Inc. This document may not be reproduced without permission. 15
    • Companies see varied participation rates Average Participation Rates for Select Wellness Programming 100% Min. / Max. Avg. participation 80 66% 60 52% 40 23% 21% 20 0 HRA Biometric Exercise Lifestyle Screening Program Coaching Copyright © 2012 ShapeUp, Inc. This document may not be reproduced without permission. 16
    • Question #1What does engagement mean toyou, and what do you consider asuccessful engagement rate?If you’d like to respond, please type the question number and yourorganization name into the question box on the GoToWebinar control panel. Copyright © 2012 ShapeUp, Inc. This document may not be reproduced without permission. 17
    • Certain populations are hard to engageMen • “We are 70%+ male and an engineering organization – a tough population to get engaged with wellness.”Offline, Remote • “We have a vast majority of employees that don’t have a computer but do need to lose weight.” • “It is always a challenge for us to reach everybody. We have a diverse workforce with many field sites or manufacturing sites.”Global • “We have a tough time because of the diversification of multiple cultures. Different cultures are harder to engage.” Copyright © 2012 ShapeUp, Inc. This document may not be reproduced without permission. 18
    • Question #2How do you engage male, offline,or global employees? What worksand what doesn’t when trying toreach them?If you’d like to respond, please type the question number and yourorganization name into the question box on the GoToWebinar control panel. Copyright © 2012 ShapeUp, Inc. This document may not be reproduced without permission. 19
    • Financial Incentives Copyright © 2012 ShapeUp, Inc. This document may not be reproduced without permission. 20
    • Incentives are popular, but formats differ n=22 n=16 n=13 n=12 100% $1,000+ Results HSA No contribution 80 $500-$700 Prizes $300-$500 60 Discount Participation 40 on Yes premiums $100-$200 20 Cash $1-$100 0 Offer incentives Basis of Average Format of incentive amount incentive (per yr) Average 375 amount Copyright © 2012 ShapeUp, Inc. This document may not be reproduced without permission. 21
    • Question #3How much do you spend onincentives, and how are the dollarsallocated? Do you rewardparticipation or outcomes, andwhy?If you’d like to respond, please type the question number and yourorganization name into the question box on the GoToWebinar control panel. Copyright © 2012 ShapeUp, Inc. This document may not be reproduced without permission. 22
    • Traditional Programs Copyright © 2012 ShapeUp, Inc. This document may not be reproduced without permission. 23
    • Mixed views on health assessments n=16 100% 80 Do not believe in HRA 60 40 HRA is core 20 0 Copyright © 2012 ShapeUp, Inc. This document may not be reproduced without permission. 24
    • Biometric screening: important for someQuality • “We’ve found the quality of the staff is very important for biometric screenings. You can’t just contract it out because if the experience isn’t good the first time, people won’t come back.”Essential but • “Biometric screening is a prerequisite for anyhard to program. I think self-reported is pointless, but it’simplement been hard to set up on-site screenings, especially in the field.”Waste of time • “Biometric screening is a waste of time. HRA is enough for us.” Copyright © 2012 ShapeUp, Inc. This document may not be reproduced without permission. 25
    • Question #4Do you see value in healthassessments and/or biometricscreening, and why?If you’d like to respond, please type the question number and yourorganization name into the question box on the GoToWebinar control panel. Copyright © 2012 ShapeUp, Inc. This document may not be reproduced without permission. 26
    • Telephonic coaching: high cost, low reachFor some, it • “We’ve seen a savings of $869 per person per yearcan be for the 530 people who have been enrolled for 2effective years. Telephonic coaching is difficult, although for people who are struggling with a certain issue, this type of support can lead them to the next level.”Some are • “How effective is coaching itself? Given the smallunclear if it is number of participants, we pay a lot for it.”usefulOthers are • “We pulled the plug on telephonic healthsure that it is coaching—only a small percent respond. It’s not anot very motivating model.” Copyright © 2012 ShapeUp, Inc. This document may not be reproduced without permission. 27
    • Question #5Should employers stick withtelephonic coaching or ditch it?If you’d like to respond, please type the question number and yourorganization name into the question box on the GoToWebinar control panel. Copyright © 2012 ShapeUp, Inc. This document may not be reproduced without permission. 28
    • OutcomesCopyright © 2012 ShapeUp, Inc. This document may not be reproduced without permission. 29
    • Employers have varied wellness goals Q: What are your company’s biggest goals for your wellness program? 8 7 6 6 6 5 4 Mentions 3 3 2 2 2 1 1 0 Improve Engagement Health Reduce Health Weight / Smoking Drive Stress Nutrition employee screening costs promotion, Obesity cessation behavioral reduction health & & reducing education management change wellbeing preventable & diseases awareness Copyright © 2012 ShapeUp, Inc. This document may not be reproduced without permission. 30
    • What would make you a hero?High • “It’s about engagement – how to light a fire underengagement people and get them energized.”Increase • “Make the population half the size. We’re havingexercise and remarkable success with smoking but weight loss isweight loss treading water.” • “Get everybody exercising and get people off the couch.”Reduce • “Our medical costs go up like clockwork every year. Ifcosts I could keep it from going up or going up as much, it would be huge.” Copyright © 2012 ShapeUp, Inc. This document may not be reproduced without permission. 31
    • Question #6What outcomes are you looking forfrom your employee wellnessprogram, and why?If you’d like to respond, please type the question number and yourorganization name into the question box on the GoToWebinar control panel. Copyright © 2012 ShapeUp, Inc. This document may not be reproduced without permission. 32
    • Final Thoughts Copyright © 2012 ShapeUp, Inc. This document may not be reproduced without permission. 33
    • Key Insights & Takeaways• Engagement is key to success.• Traditional wellness programs suffer from low engagement and high costs.• Incentives are on the rise, but employers are seeking guidance on how to structure them.• Reducing obesity would result in hero status. Copyright © 2012 ShapeUp, Inc. This document may not be reproduced without permission. 34
    • About ShapeUp ShapeUp is the first employee wellness company focused on leveraging the power of trusted social networks to promote healthy living. Founded in 2006 by two medical doctors, we’ve pioneered an innovative approach to behavior change that uses social influence to reduce health care costs and improve health through peer motivation, support, and accountability. Our evidence-based social engagement platform covers over two million people and is used by 200 employers and health plans around the world. How to Contact Us To learn more, visit www.shapeup.com, email Dr. Rajiv Kumar at rkumar@shapeup.com, or call our office at (401) 274-1577.Copyright © 2012 ShapeUp, Inc. The content in this document is property of ShapeUp and may not be reproduced without permission.