New survey information from Corporate Wellness 365 illustrating employees' increased engagement in a wellness program when they are offered a broader definition of "wellness activities" and allowed to choose their own path

1. February 4th, 2015
“TO EACH HIS OWN” —
NEW RESEARCH ON
REWARDS, INCENTIVES
AND MOTIVATORS

2. Overview:
• Wellness Program Objectives
• Rewards and Incentives
• Wellness Behaviors Study
• Conclusion

3. PART 1:
Wellness Programs’ Aim and Reach

4. Wellness Program Goals
62% of employers offer
wellness programs not to
control costs, but to improve
workplace productivity
62%
HERO survey of 500+ business leaders

5. Participation and
Engagement
• Average participation rates
10% - 30%
• Some great programs
achieving around 45%
• Studies in the International
Journal of Nutrition and
Physical Activity show 23%
and 33% participation

6. Participation and Engagement
46%
* 1/3 of employers
reporting less than 20%
participation and only
8% reporting 100%
Percentage of employees that complete a HRA or Biometric Exam*
2013 Rand Employee Surveys

7. Participation and Engagement
* Half of employers show less
than 10% participation
Participation in
lifestyle management
Participation in
fitness programs*
Participation in
smoking cessation
Participation in intervention is even lower
21% 14%7%
2013 Rand Employee Surveys

8. Surprising Spoilers
Highly engaged and vocal participants -
inspiring the masses or crowding them out?
Technology tools – support or substitute?

9. PART 2:
Rewards and Incentives:
The Good, the Bad, and the Litigated

10. Rewards and Incentives-
Final Rules
• DOL, Treasury, HHS Final Rules:
− Rules on incentives apply when an employer ties wellness
incentives or rewards to a group health plan
− Usually in the form of a reduced insurance premium,
but may involve other components (copays, HSA
contributions, discounts, rebates, or a waiver of all
or part of a cost-sharing mechanism.)

11. Financial Incentives
in the News
• EEOC v. Flambeau Inc.
• EEOC v. Honeywell International Inc.
• EEOC v. Orion Energy Systems.

12. Long Term Change, or Short Term Action?
“Increasing participation in a particular activity
can be done with incentives, but
you can’t buy commitment to health,”
says Alexander Domaszewicz, a principal and
senior consultant with Mercer.
– Benefitnews.com, Dec. 15, 2014

13. Non-Health-Funding Incentives
• Competitions, challenges, social networking
• Gift cards, raffles, other forms of cash
− taxable
− less likely to incite litigation
− not necessarily health-oriented

14. PART 3:
Spafinder Wellness, Inc.
Consumer Insights 2014

15. Methodology
• Randomized subset of our 7MM customers
• 1,080 respondents
− 99,115 surveys sent
− 1.1% response rate with no incentives
• Conducted June 16 – June 30, 2014

16. Objective
• Identify greatest obstacles to productivity
• Determine employee perspective on wellness
− impact on life, health, mood
− “gifted” or “employer funded” wellness
• Assess the impact of “variety” on subsequent behavior
• Understand how wellness treatments are currently used for
common conditions

17. Survey Questions
• Business travel
• Wellness travel
• Obstacles to productivity
• Wellness activities
• Consistency, curiosity, overall goals

18. FINDINGS
Spafinder Wellness, Inc.
Consumer Insights, 2014

19. Key Findings
• Stress and fatigue are greatest obstacles
• Wellness treatments are commonly used
• New begets new
• Variety inspires
• Cost is an obstacle to long term behavior

20. Obstacles to productivity
55%
52%
47%
45%
36%
29%
23%
21%
0 0.1 0.2 0.3 0.4 0.5 0.6
Management does not understand
their workload and/or stress levels
Family stress/anxiety
Whereas nearly one-third indicate:
financial concerns
Poor sleep/not enough sleep
Not enough time in the day to
accomplish their work
Job stress/anxiety
Fatigue/tiredness
Recurring aches pains,
or medical ailments

21. Positive Impact
95%
76%
75%
69%
35%
34%
16%
0 0.2 0.4 0.6 0.8 1
Respondents who travel for wellness or healthy activities
Helped individuals begin
a healthier lifestyle
Lost weight or became more fit
Felt more rested
Reduced stress/anxiety
More positive mood,
motivations, etc.
Felt it impacted their life
in a positive way
Reduced aches/pains

22. Inspiration
93% trying new wellness or fitness activities inspires them to
try other new and different activities
70% of those who did not continue cited financial reasons
94% trying new fitness and wellness activities helps them to reach their
overall health goals

23. Inspiration
Percent after a paid fitness, spa or wellness activity or class
28%
64%
Repeated the activityContinued on a regular basis
70% of those who did not continue cited financial reasons

24. How we handle stress
• Meditation/Mindfulness (92%)
• Massage/Spa (91%)
• Cardio (90%)
• Yoga (90%)
• Boxing/Kickboxing (87%)
• Cross-training (85%)
• Pilates (83%)
Spafinder Wellness 365 Consumer Insight Survey, June 2014

25. How we treat HBP
• Cardio (33%)
• Yoga (31%)
• Meditation/mindfulness (33%)
• Cross Training (29%)
• Pilates (27%)
• Massage/spa (24%)
Spafinder Wellness 365 Consumer Insight Survey, June 2014

26. How we treat illness
• Chronic or Ongoing Illnesses
(Diabetes, Circulatory Disorders,
Cancer, Stomach/Intestinal Distress: )
− Yoga (25%)
− Mindfulness/Meditation (24%)
− Massage/Spa (23%)
− Pilates (21%)
− Cardio (17%)
− Cross training (16%)
Spafinder Wellness 365 Consumer Insight Survey, June 2014

27. WellnessEvidence.com
• Evidence-based medical databases
• 1,000s of peer reviewed studies evaluating efficacy
• 25 of the most common wellness approaches
• Easy to search

28. • Employer objective: PRODUCTIVITY
• Employee concern: STRESS/FATIGUE
• Participation rates need improvement
• Financial incentives have risks, half-life
• Wellbeing activities treat stress,
engage employees
• Variety engages and motivates
Conclusion

29. THANK YOU
Claudia Rimerman
Senior Vice President
Corporate & Group Wellness
Spafinder Wellness, Inc.
257 Park Ave. South, Floor 10
New York, NY 10010
T: 212-716-1203
C: 203-213-7115
Claudia.Rimerman@spafinder.com
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Inspiring Wellness
365 Days of the Year