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Do you agree with these statements ?

Employees are our most important asset
Health is wealth
Healthy employees = healthy bottom lines
Why do employee wellness
      programs fail ?

              DR MALPANI, MD
                 FOUNDER
HELP – HEALTH EDUCATION LIBRARY FOR PEOPLE
         WWW.HEALTHLIBRARY.COM
Why programs fail

Not enough money
Not enough management support
Employees do not understand the importance of
 health and wellness
Employees are not interested
Often, it’s the managers themselves who create the
 unhealthy behaviour by stressing the employees !
Why don’t employees participate ?

WITFM ? HR department is implementing the
 program for the company , not for me.
Lack of trust ! What is being done with my personal
 health information ?
Programs are not tailored to my needs
I am required to use personal time to participate
Boring !
Engaging employees is key to success

Be realistic. Employees will not change lifestyles
 simply because you tell them to do so . It’s hard to
 get people to change their behaviour !
Company DNA needs to change.
Design a comprehensive program to apply to all
 employees, from CEO to peon
Provide incentives
The ideal program

Offers several options since one method will not
 work for the entire employee population
Encourages behavior change
Provides quantifiable, sustainable results
Contributes to a quality work environment
Helps you to be an employer of choice
Creates Buzz !
Best practices

1. Obtain Executive Support.
2. Fund It Appropriately.
3. Staff It. Need a team of wellness champions
4. Design an Effective Marketing and
   Communications Program. You need to
   sell it !
Lead by example !

Papa, Don’t Preach !
Will not work if executives do not participate
 themselves. Does your CEO take the stairs ?
What do you do ?
Strategies for a successful program

# 1 : Health screening
# 2 : Health education. Information, & self help tools
# 3 : Organized activities
# 4 : Individual follow up & treatment
# 5 : Incentives and rewards
# 6 : Supportive workplace environment
Blended model – different strokes for
             different folks !
1. Online
2. Real world
3. Coaching
Online. Digital backbone

Available 24/7
Inexpensive.
Real world

Talks
Health fairs.
Gym memberships.
Health Risk Assessments
Wellness library in
 the canteen
Coaching

Direct support from a health coach. The employee
 builds a relationship with the coach who
 acts as an advocate.
Online coaching is cost
 effective !
Proving ROI

1. Programs should be customized. One size does
 not fit all.
2. Phase in the programs according to your budget.
3. Something (done well) is better than nothing.
4. Do not be afraid of measurement. Collect
 data !
VOI ( value on investment) vs ROI
 ( return on investment)
It takes at least 18 months from the launch of a
 Company Wellness program to see any impact.
Measuring ROI

Participation: The easiest to measure.
Satisfaction: Another easily measured variable.
Behavior changes: Better lifestyle choices.
Biometrics: Blood pressure, BMI, body weight and
 cholesterol are great targets
Productivity: Absenteeism measures
Medical claims: 25 to 40 percent of all medical
 insurance claims are avoidable through prevention,
 early detection and the reduction of modifiable
 health risk factors.
It’s all connected.

Wellness is no longer a “nice to have”; it’s a business
 strategy.
Healthy employees have higher levels of engagement
 and productivity. Healthy companies outperform
 their competition.
Low employee engagement and high work-related
 stress leads to unhealthy employees.
Unhealthy employees
 lead to higher costs and
 lower productivity.
Chief Wellness Officer

People must live healthier lifestyles, but they need
 help. They spend most of their time at work, so HR
 has a great opportunity to help them. What’s more
 “human” than helping people get healthy?
Wellness is a valuable growth strategy.
Why do so many employee wellness
              programs fail ?
Typical employee wellness programs are too focused
 on health and not enough on happiness. Need to
 engage employees first, and then make them healthy.
A wellness program that isn’t being used has zero
 chance of success. The Carrot Is Tastier Than The
 Stick
Small changes in behavior lead
 to huge results.
Doctors are part of the problem

The Indian healthcare system has become sick.
 Doctors are illness experts – and not healthcare
 experts.
Your employees are the true experts on their health.
Give them the tools –
  and learn from them !
Make it fun !
The Buck Stops Here !

Take ownership of the problem
Positive Deviance
Challenging task = Great opportunity !

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Investing in the wellness of your employees

  • 1. Do you agree with these statements ? Employees are our most important asset Health is wealth Healthy employees = healthy bottom lines
  • 2. Why do employee wellness programs fail ? DR MALPANI, MD FOUNDER HELP – HEALTH EDUCATION LIBRARY FOR PEOPLE WWW.HEALTHLIBRARY.COM
  • 3. Why programs fail Not enough money Not enough management support Employees do not understand the importance of health and wellness Employees are not interested Often, it’s the managers themselves who create the unhealthy behaviour by stressing the employees !
  • 4. Why don’t employees participate ? WITFM ? HR department is implementing the program for the company , not for me. Lack of trust ! What is being done with my personal health information ? Programs are not tailored to my needs I am required to use personal time to participate Boring !
  • 5. Engaging employees is key to success Be realistic. Employees will not change lifestyles simply because you tell them to do so . It’s hard to get people to change their behaviour ! Company DNA needs to change. Design a comprehensive program to apply to all employees, from CEO to peon Provide incentives
  • 6. The ideal program Offers several options since one method will not work for the entire employee population Encourages behavior change Provides quantifiable, sustainable results Contributes to a quality work environment Helps you to be an employer of choice Creates Buzz !
  • 7. Best practices 1. Obtain Executive Support. 2. Fund It Appropriately. 3. Staff It. Need a team of wellness champions 4. Design an Effective Marketing and Communications Program. You need to sell it !
  • 8. Lead by example ! Papa, Don’t Preach ! Will not work if executives do not participate themselves. Does your CEO take the stairs ? What do you do ?
  • 9. Strategies for a successful program # 1 : Health screening # 2 : Health education. Information, & self help tools # 3 : Organized activities # 4 : Individual follow up & treatment # 5 : Incentives and rewards # 6 : Supportive workplace environment
  • 10. Blended model – different strokes for different folks ! 1. Online 2. Real world 3. Coaching
  • 12. Real world Talks Health fairs. Gym memberships. Health Risk Assessments Wellness library in the canteen
  • 13. Coaching Direct support from a health coach. The employee builds a relationship with the coach who acts as an advocate. Online coaching is cost effective !
  • 14. Proving ROI 1. Programs should be customized. One size does not fit all. 2. Phase in the programs according to your budget. 3. Something (done well) is better than nothing. 4. Do not be afraid of measurement. Collect data ! VOI ( value on investment) vs ROI ( return on investment) It takes at least 18 months from the launch of a Company Wellness program to see any impact.
  • 15. Measuring ROI Participation: The easiest to measure. Satisfaction: Another easily measured variable. Behavior changes: Better lifestyle choices. Biometrics: Blood pressure, BMI, body weight and cholesterol are great targets Productivity: Absenteeism measures Medical claims: 25 to 40 percent of all medical insurance claims are avoidable through prevention, early detection and the reduction of modifiable health risk factors.
  • 16. It’s all connected. Wellness is no longer a “nice to have”; it’s a business strategy. Healthy employees have higher levels of engagement and productivity. Healthy companies outperform their competition. Low employee engagement and high work-related stress leads to unhealthy employees. Unhealthy employees lead to higher costs and lower productivity.
  • 17. Chief Wellness Officer People must live healthier lifestyles, but they need help. They spend most of their time at work, so HR has a great opportunity to help them. What’s more “human” than helping people get healthy? Wellness is a valuable growth strategy.
  • 18. Why do so many employee wellness programs fail ? Typical employee wellness programs are too focused on health and not enough on happiness. Need to engage employees first, and then make them healthy. A wellness program that isn’t being used has zero chance of success. The Carrot Is Tastier Than The Stick Small changes in behavior lead to huge results.
  • 19. Doctors are part of the problem The Indian healthcare system has become sick. Doctors are illness experts – and not healthcare experts. Your employees are the true experts on their health. Give them the tools – and learn from them ! Make it fun !
  • 20. The Buck Stops Here ! Take ownership of the problem Positive Deviance Challenging task = Great opportunity !