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Q6 incentives
Q6 incentives
Q6 incentives
Q6 incentives
Q6 incentives
Q6 incentives
Q6 incentives
Q6 incentives
Q6 incentives
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Q6 incentives


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  • The use of social incentives is harder to ascertain, few surveys have been done, and often social incentives are being used but fly under the radar or are not recognized to be a form of incentives (for example social recognition for wellness success, exercise buddies at the gym)
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    • 1. THE USE OF WELLNESS INCENTIVES BY EMPLOYERSCopyright © 2013 ShapeUp, Inc. All Rights Reserved. Proprietary & Confidential
    • 2. Wellness Incentives Are Popular & Varied 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) AverageSource: ShapeUp Employer 375 amountWellness Survey Average Annual Incentive = $375 2
    • 3. Incentives Work For Some Programs, Not Others Employee Participation by Program, 2011 50% 46% 45% 40 30 With Incentives 25% 20 19% 16% Without Incentives 14% 10 0 HRA Biometric Disease Participation Screening ManagementSource: 2011 Towers Watson/National Business Group on Health Staying@Work (n=335)ShapeUp Employer Wellness Survey 3
    • 4. Employers Focusing On Penalties & Outcomes Employers Using Penalties Employers Using Rewards or Penalties in Their Wellness Programs Based on Health Outcomes 100% 100% 80 80 60 60 No No 40 40 20 20 Yes Yes 0 0 2009 2011 2012E 2011 2012ESource: 2011 Towers Watson/National Business Group on Health Staying@Work (n=335)Source: ShapeUp Employer Wellness Survey 4
    • 5. Health Reform Is Expanding Use of Incentives• Section 2705 of the Patient Protection and Affordable Care Act (ACA) • Beginning in 2014, employers may use up to 30% of total health insurance premiums (50% at the discretion of the secretary of health and human services) to provide outcome-based wellness incentives. • Rewards can “be in the form of a discount or rebate of a premium or contribution, a waiver of all or part of a cost-sharing mechanism (such as deductibles, copayments, or coinsurance), the absence of a surcharge, or the value of a benefit that would otherwise not be provided under the plan.” 5
    • 6. Employers Also Employing Social Incentives• Teamwork (social support)• Competition (friendly)• Public recognition (social status)• Peer pressure (accountability)• Social norms (company culture)• Altruism (helping others) 6
    • 7. Employer Use of Social Incentives for Wellness Social Networking • 42 percent of high-performing companies plan to incorporate some element of social networking into their employee health initiatives by 2012 Wellness Competitions • “This year, for the first time, workplace competitions (individual or team competitions for weight loss, physical activity, or other goals) are among the top five program elements in several regions. This reflects the rapidly growing popularity of such activities, as employers seek new ways to motivate and challenge employees to improve their health, leveraging social psychology and peer motivation.”Sources: Towers Watson 2010 Healthcare Report, Buck Consultants 2010 Global Wellness Survey 7
    • 8. Recommendations for Wellness Incentives Lump-sum financial incentives produce outcomes but are not very sustainable. Smaller, real-time rewards can take advantage of behavioral economic principles to boost outcomes. Social incentives produce outcomes as well and offer longer-term sustainability. Financial and social incentives can be synergistic, more powerful together than alone. Every population is unique and requires a customized approach to behavior change. 8
    • 9. Prepared by: ShapeUp @shapeupdotcomCopyright © 2013 ShapeUp, Inc. All Rights Reserved. Proprietary & Confidential