Small businesses can help improve employee health through wellness programs. Research shows programs work best when they focus on both individual behaviors and social/physical environments. Larger employers tend to have more comprehensive programs with higher returns. While results depend on implementation, studies found savings of $3 for every $1 spent within 2-3 years. Best practices include health assessments, screenings, coaching, and incentives for healthy behaviors and environments. Tracking outcomes is challenging but important for evaluating programs. Holistic approaches addressing stress and engagement may boost productivity and retention in addition to health.
Workplace wellness programs aim to improve employee health and reduce healthcare costs. They coordinate comprehensive strategies including programs, policies, screening, and community links. Research shows modifiable health risks contribute significantly to spending, and wellness programs can help address conditions like obesity, high blood pressure, and depression. To succeed, programs need senior support, goals, and interventions tailored to employee needs. Common models include quality of life, traditional activity-based, and results-oriented population health management approaches. Measuring outcomes is important but results may vary depending on the goals and what is being measured.
The business case for how wellness & disease management are merging into a solitary prevention model. Using this concept, Attentive Health helps companies manage risk in their organization through cost-effective & customized employee health programs.
This document outlines Emera's mental health strategy to promote recovery in the workplace. Emera is an energy and services company headquartered in Nova Scotia with over 3,700 employees across Canada, the US and the Caribbean. A business case developed in 2012 showed rising costs from mental health-related long-term disability claims and drug benefits, as well as decreasing employee commitment and increasing EFAP usage. In response, Emera developed a multi-year mental health strategy starting in 2013 focused on awareness, stigma reduction, and supporting employees navigating healthcare services or staying at or returning to work. The strategy also measures participation and seeks feedback to promote coping skills, early detection, and self-assessment tools.
Stress in the workplace is a significant issue, impacting employee health, productivity, and costs for employers. According to statistics provided, 44% of Americans feel more stressed than 5 years ago, and stress-related issues cost $300 billion annually in medical bills and lost productivity. High levels of stress can negatively impact employee absenteeism, health, safety, engagement, and performance. Employers are addressing stress through employee assistance programs, wellness initiatives, leadership training, and flexible work policies. Effective stress management techniques for employees include cognitive behavioral therapy, mindfulness, relaxation, and cultivating gratitude and optimism.
The document discusses implementing workplace wellness programs to improve employee health and reduce costs. It recommends that successful programs have six pillars: engaged leadership, strategic alignment, broad scope and relevance, accessibility, partnerships, and communications. Employee wellness programs have been shown to lower healthcare costs and increase productivity and morale. The document provides guidance on making the business case, establishing a wellness team, creating a supportive environment, implementing interventions, and evaluating outcomes. It also shares the City of Mesa's experience in developing and measuring the impact of its wellness program.
Health, well-being and productivity improvement in the workplaceLimeade
This document provides an overview of strategies for improving workforce health, well-being, and productivity. It discusses understanding the drivers of health in the workplace and addressing them through an optimized environment, increased healthy behaviors, minimized acute care, optimized chronic care, and reduced excess surgery. Specific strategies are outlined, such as incentivized health management programs, coaching for lifestyle changes and chronic conditions, and the role of emerging technologies. The goal is to engage employees in their health and wellness through a whole person approach.
The document discusses wellness and promoting a healthy lifestyle and culture at work. It describes wellness as involving 7 dimensions of wellness: emotional, environmental, intellectual, social, physical, spiritual, and occupational. It outlines benefits to employees and the organization of promoting wellness, including improved health, productivity and morale. It encourages making healthy choices by focusing on diet, exercise and avoiding smoking. Finally, it provides suggestions for integrating wellness at work, such as healthy meetings and events, physical activity breaks, and stress management resources.
Workplace wellness programs aim to improve employee health and reduce healthcare costs. They coordinate comprehensive strategies including programs, policies, screening, and community links. Research shows modifiable health risks contribute significantly to spending, and wellness programs can help address conditions like obesity, high blood pressure, and depression. To succeed, programs need senior support, goals, and interventions tailored to employee needs. Common models include quality of life, traditional activity-based, and results-oriented population health management approaches. Measuring outcomes is important but results may vary depending on the goals and what is being measured.
The business case for how wellness & disease management are merging into a solitary prevention model. Using this concept, Attentive Health helps companies manage risk in their organization through cost-effective & customized employee health programs.
This document outlines Emera's mental health strategy to promote recovery in the workplace. Emera is an energy and services company headquartered in Nova Scotia with over 3,700 employees across Canada, the US and the Caribbean. A business case developed in 2012 showed rising costs from mental health-related long-term disability claims and drug benefits, as well as decreasing employee commitment and increasing EFAP usage. In response, Emera developed a multi-year mental health strategy starting in 2013 focused on awareness, stigma reduction, and supporting employees navigating healthcare services or staying at or returning to work. The strategy also measures participation and seeks feedback to promote coping skills, early detection, and self-assessment tools.
Stress in the workplace is a significant issue, impacting employee health, productivity, and costs for employers. According to statistics provided, 44% of Americans feel more stressed than 5 years ago, and stress-related issues cost $300 billion annually in medical bills and lost productivity. High levels of stress can negatively impact employee absenteeism, health, safety, engagement, and performance. Employers are addressing stress through employee assistance programs, wellness initiatives, leadership training, and flexible work policies. Effective stress management techniques for employees include cognitive behavioral therapy, mindfulness, relaxation, and cultivating gratitude and optimism.
The document discusses implementing workplace wellness programs to improve employee health and reduce costs. It recommends that successful programs have six pillars: engaged leadership, strategic alignment, broad scope and relevance, accessibility, partnerships, and communications. Employee wellness programs have been shown to lower healthcare costs and increase productivity and morale. The document provides guidance on making the business case, establishing a wellness team, creating a supportive environment, implementing interventions, and evaluating outcomes. It also shares the City of Mesa's experience in developing and measuring the impact of its wellness program.
Health, well-being and productivity improvement in the workplaceLimeade
This document provides an overview of strategies for improving workforce health, well-being, and productivity. It discusses understanding the drivers of health in the workplace and addressing them through an optimized environment, increased healthy behaviors, minimized acute care, optimized chronic care, and reduced excess surgery. Specific strategies are outlined, such as incentivized health management programs, coaching for lifestyle changes and chronic conditions, and the role of emerging technologies. The goal is to engage employees in their health and wellness through a whole person approach.
The document discusses wellness and promoting a healthy lifestyle and culture at work. It describes wellness as involving 7 dimensions of wellness: emotional, environmental, intellectual, social, physical, spiritual, and occupational. It outlines benefits to employees and the organization of promoting wellness, including improved health, productivity and morale. It encourages making healthy choices by focusing on diet, exercise and avoiding smoking. Finally, it provides suggestions for integrating wellness at work, such as healthy meetings and events, physical activity breaks, and stress management resources.
A presentation geared towards HR professionals, business owners, executives, and employees who are interested in creating a Workplace Wellness program into their Corporate Culture. Learn the benefits of corporate wellness programs and see some statistical evidence proving how they benefit the bottom line, just as much as employee moral. This presentation was created by Kara-Lee Burke, Corporate Wellness Consultant & Yoga Enthusiast. Contact Kara-Lee Burke to assist your Corporate Culture increase Happiness, Health, and Productivity
The Economic Value of Employee WellbeingCBIZ, Inc.
Employers are increasingly focusing on employee wellbeing programs to improve health, reduce costs, and boost productivity. Research shows that wellbeing programs can be effective when implemented successfully. Even employers with insured health plans benefit from improved employee engagement and performance. To address rising costs and lagging productivity, employers must prioritize wellbeing. Effective programs focus on education, healthy lifestyles, and reducing health risks. Leaders should designate wellbeing teams, create strategic plans, and use data to drive initiatives that engage all employees. Prioritizing wellbeing can boost engagement and the overall performance of the workforce.
MaineGeneral Health's mission is to enhance the health of the local community. Their workplace wellness program aims to make health a priority and part of the business strategy to reduce costs from claims, health plan costs, absences and lost productivity. The program focuses on becoming role models, demonstrating results, and partnering with customers. Over time they have expanded programming, engaged stakeholders, and shown outcomes like no health insurance premium increases in three years and millions saved. Their goals are to continuously communicate commitment, make health part of the culture, and encourage staff participation to support a healthier, happier, and more engaged workforce.
This document discusses applying public health skills across local government to achieve better outcomes for communities and workforces. It addresses several challenges, including workforce challenges related to leadership, the market, person-organization fit, and redesigning roles and jobs. A key idea is that population health is everyone's business, and public health skills can help address issues like chronic disease, absenteeism, and productivity losses in workforces. Applying public health approaches to areas like housing, leisure, social care, and workforces could help tackle avoidable illnesses and improve health, resilience and happiness.
This document provides an overview and analysis of health, safety, and environment remuneration in Australia from 2017-2018. It summarizes salary and employment data from 219 companies and over 1,300 individuals. Key findings include that entry-level HSE officer salaries jumped 30-35% year-over-year, while HSE advisor/coordinator salaries declined slightly. HSE manager salaries remained stable while national HSE manager salaries decreased 1-2%. The mining and construction industry expects the strongest employment growth of 16 percentage points year-over-year. Overall salaries were flat compared to last year except for increases at entry levels.
The Strategic Imperative for InnovationJane Chiang
This document discusses health care reform in the United States and the challenges of changing the existing system. It provides three key points:
1) The US health care system spends more than other countries but does not achieve better outcomes, focusing more on acute treatment rather than prevention and chronic disease management. Major reforms through the PPACA and HCERA are attempting to transition the system to a new model.
2) There are significant barriers to changing the existing system, which is expensive, overbuilt, underperforming, and rooted in outdated paradigms. Professionals have resisted changes that impact their established roles, autonomy, and business models.
3) For the system to truly reform, it needs new practice
This document provides an overview of corporate wellness programs. It discusses the purpose of such programs in promoting employee health and productivity. Common types of programs include education, biometric screening, and fitness/nutrition components. Obesity is addressed as an epidemic costing businesses billions in healthcare claims and lost productivity. Studies show corporate wellness programs can generate returns of $3-6 for every dollar spent by improving employee health and reducing absenteeism. The Affordable Care Act increases incentives for participation in wellness programs. Both rewards and penalties are used to motivate employees to participate and meet health targets.
Strategies to enhance employee well-being and engagementMindy Pierce
Three strategies are suggested to enhance employee well-being and engagement: 1) Craft a company culture that values employees through recognition, career development opportunities, and consistent management actions; 2) Gain leadership commitment by communicating care for employee health and listening to employee feedback; 3) Integrate employee assistance programs and wellness initiatives to emphasize both emotional and physical well-being.
Corporate wellness: Past, present and futureLimeade
Our webinar slides take you through the history and evolution of corporate wellness as well as two fundamental shifts changing the way we understand wellness. Watch the webinar on demand and check out our infographic on our blog: http://www.limeade.com/2016/03/watch-webinar-corporate-wellness. And if you want to get in touch, reach out to us at marketingteam@limeade.com.
The Science of Stress: Finding The Sweet Spot For Your CompanyLimeade
83 percent of Americans report workplace stress. It’s a real issue. Stressed out workers report higher medical expenses and are at risk for leaving your company.
But what if we shared some evidence-based insights that stress actually drives productivity up?
This presentation by Stacy Shaw Welch, PhD and Henry Albrecht, CEO of Limeade explores:
- The science behind stress and anxiety in the workplace
- The sweet spot — optimal stress levels for individuals and workforces
- How to foster a culture and environment that builds productive stress
How A Leading Beverage Company Used Limeade and Retrofit to Achieve Wellness ...Limeade
The webinar discussed integrating wellness programs to drive health outcomes. Dr Pepper Snapple outlined their goals of understanding health risks in 2015, addressing risks in 2016, and improving outcomes in 2017. Their focus is on preventing metabolic syndrome. The webinar promoters described meaningful integration across six touchpoints: program design, platform/technology, data, engagement/communication, points/rewards, and customer care. Key learnings included defining your strategy, understanding your culture, and ensuring the design supports long-term goals.
HXR 2016: Behavior Change Design -Dr. Sherry Pagoto, University of Massachuse...HxRefactored
This document discusses using social media for health behavior change and weight loss interventions. It summarizes several studies on this topic. Key findings include: 1) Obesity and health habits spread through social networks, so online social networks may help support weight loss; 2) People find peer support and information from others' health experiences online helpful; 3) Early pilot studies found online social networks with coaching can support weight loss and engagement; 4) "Superusers", or participants incentivized to post frequently, helped increase engagement in a Facebook weight loss group compared to a standard online group without superusers. More research is still needed to optimize online social network interventions for health behavior change.
PRESENTATION - Employee Assistant Programme (EAP)Marcelline Smith
The Employee Assistance Programme (EAP) is designed to help public officers experiencing personal or professional problems by providing counseling and workshops. EAP services include counseling for issues like stress, family problems, substance abuse, and medical issues. Trained practitioners will provide confidential counseling up to six sessions per client. The EAP aims to improve worker productivity and morale by reducing absenteeism, sick leave, and turnover. Ministries will evaluate the EAP's success through customer satisfaction surveys and manager feedback. The EAP benefits the public service by enhancing professionalism and dealing with challenges before they affect work performance.
This document provides an overview of employee assistance programs (EAPs) for professionals seeking to become EAP affiliates or learn more about EAP services. It defines EAPs and their core functions, including consultation, promotion of services, assessment, referral, and evaluation. The presentation reviews the history and evolution of EAPs, outlines key topics covered in EAP training and consulting, and discusses benefits to becoming an EAP professional, such as new referral sources and broadening skill sets. The overall document serves to educate attendees on the role and value of EAPs.
Shifting landscapes: Establishing and maintaining brand identity in an era of...Modern Healthcare
As the healthcare system continues its unprecedented trend of consolidation, driven by factors such as the rapid move to value-based care, many hospitals and health systems wonder how a merger or acquisition might affect their hard-earned brand identity and reputation. This session will explore that question in depth as speakers from Baylor Scott & White Health, the largest not-for-profit health system in Texas formed in 2013 after an $8.3 billion merger of two well-known healthcare organizations, share lessons learned and offer practical marketing and branding strategies.
Employee Assistance Program EAP tools and resources catalog. EAP Training is difficult to find, but for over 20 years, EAPtools.com (now WorkExcel.com) has offered a growing list of Employee Assistance Program topics that you find above to help your EAP train employees, supervisors, and family members, and do so with brandable and editable materials that will help you protect your program while also reducing risk to the host organizations you serve. The valuable feature with WorkExcel.com's EAP training is your ability to brand the product with your logo for a more professional and original look. All training for EAP topics come in PowerPoint with sound, DVD, Web course for uploading to your web site, and Video in any format. If you are outside the USA and you direct employee assistance programme training, then you will find these topics perfectly suited for your purposes. We now about 60 topics but your long term goal is 500 topics. Your EAP program for employees will also be more financially valuable to purchasers with these topics in place because they prove that your services are "value-added" products that reduce risk. Frankly, it has been our opinion that a discount for property-causalty insurance should be requested for training employees in these EAP topics. Every employee counseling program can benefit from both supervisor training and employee training. You want to stay engaged with employees and workers. If you do not, your EAP utilization rate will suffer. When this happens, management starts thinking about contracting out the EAP for cheap. Don't let this happen to you. An (EAP) Employee Assistance program is only as good as its reach, utilization, and ability to gain supervisor referrals of the most difficult employees. Employees assistance program education supports the visibility of an organization's primary helping resource for stress management and resolving personal problems of employees. All employee assistance program services need outreach programs on a large variety of topics, and they need to trust this outreach technique and not expect any referrals as a result of training, but instead an increase in the number of employees referred to for personable problems as visibility become more top of mind among those in the workforce. Work-life assistance program will also benefit from the EAP training offered by WorkExcel.com.
This document discusses employee assistance programs (EAPs), which are benefit programs intended to help employees deal with personal problems affecting their work. EAPs typically include assessment, short-term counseling, and referral services. They can help with issues like substance abuse, emotional distress, family/personal relationships, work/relationship issues, and concerns about aging parents. EAPs can cut costs by reducing turnover and ensuring DOT compliance. The cost of an EAP depends on the number of employees and level of utilization, ranging from $10-100 per employee annually.
This document discusses workplace mental health and its impact. It notes that mental illness will become the second leading cause of disability worldwide by 2020. Approximately 27% of Europeans experience mental health issues. Mental health problems account for 30-40% of sick leave and over 1 billion euros in costs in Ireland alone. The document outlines how mental health issues affect job performance and productivity. It also details the quantitative and qualitative costs of mental illness in the workplace in areas like absenteeism and presenteeism. Promoting mental wellness can provide benefits to businesses in areas such as recruitment, retention, engagement, efficiency, and innovation. The research findings call for organizations to take a proactive rather than reactive approach to mental health and for initiatives to be
Implementing Workplace Wellness Programs that get Results
This document discusses implementing effective workplace wellness programs. It covers why workplace wellness is important due to rising healthcare costs and issues like obesity. It provides tips for a successful program, including getting leadership support, forming a wellness team, using data to drive initiatives, and evaluating outcomes. Common resources for workplace wellness like vendors, apps, and innovations are also reviewed. The document emphasizes customizing wellness programs to individual employee needs and motivations to achieve results.
Employee Wellness: Kadalyst Health Partnersvelandt
The document discusses strategies for implementing an effective employee wellness program. It outlines the business case for wellness programs, noting they can reduce costs from chronic diseases linked to lifestyle. Wellness programs have been shown to improve health and produce cost savings. The document provides details on assessing employee needs, setting goals, choosing initiatives, action planning, communication, and evaluation. It emphasizes creating a culture of health through leadership support, environmental changes, and incentives to boost participation and health outcomes. The goal is to embed wellness into the company culture to sustain healthy behaviors long-term.
A presentation geared towards HR professionals, business owners, executives, and employees who are interested in creating a Workplace Wellness program into their Corporate Culture. Learn the benefits of corporate wellness programs and see some statistical evidence proving how they benefit the bottom line, just as much as employee moral. This presentation was created by Kara-Lee Burke, Corporate Wellness Consultant & Yoga Enthusiast. Contact Kara-Lee Burke to assist your Corporate Culture increase Happiness, Health, and Productivity
The Economic Value of Employee WellbeingCBIZ, Inc.
Employers are increasingly focusing on employee wellbeing programs to improve health, reduce costs, and boost productivity. Research shows that wellbeing programs can be effective when implemented successfully. Even employers with insured health plans benefit from improved employee engagement and performance. To address rising costs and lagging productivity, employers must prioritize wellbeing. Effective programs focus on education, healthy lifestyles, and reducing health risks. Leaders should designate wellbeing teams, create strategic plans, and use data to drive initiatives that engage all employees. Prioritizing wellbeing can boost engagement and the overall performance of the workforce.
MaineGeneral Health's mission is to enhance the health of the local community. Their workplace wellness program aims to make health a priority and part of the business strategy to reduce costs from claims, health plan costs, absences and lost productivity. The program focuses on becoming role models, demonstrating results, and partnering with customers. Over time they have expanded programming, engaged stakeholders, and shown outcomes like no health insurance premium increases in three years and millions saved. Their goals are to continuously communicate commitment, make health part of the culture, and encourage staff participation to support a healthier, happier, and more engaged workforce.
This document discusses applying public health skills across local government to achieve better outcomes for communities and workforces. It addresses several challenges, including workforce challenges related to leadership, the market, person-organization fit, and redesigning roles and jobs. A key idea is that population health is everyone's business, and public health skills can help address issues like chronic disease, absenteeism, and productivity losses in workforces. Applying public health approaches to areas like housing, leisure, social care, and workforces could help tackle avoidable illnesses and improve health, resilience and happiness.
This document provides an overview and analysis of health, safety, and environment remuneration in Australia from 2017-2018. It summarizes salary and employment data from 219 companies and over 1,300 individuals. Key findings include that entry-level HSE officer salaries jumped 30-35% year-over-year, while HSE advisor/coordinator salaries declined slightly. HSE manager salaries remained stable while national HSE manager salaries decreased 1-2%. The mining and construction industry expects the strongest employment growth of 16 percentage points year-over-year. Overall salaries were flat compared to last year except for increases at entry levels.
The Strategic Imperative for InnovationJane Chiang
This document discusses health care reform in the United States and the challenges of changing the existing system. It provides three key points:
1) The US health care system spends more than other countries but does not achieve better outcomes, focusing more on acute treatment rather than prevention and chronic disease management. Major reforms through the PPACA and HCERA are attempting to transition the system to a new model.
2) There are significant barriers to changing the existing system, which is expensive, overbuilt, underperforming, and rooted in outdated paradigms. Professionals have resisted changes that impact their established roles, autonomy, and business models.
3) For the system to truly reform, it needs new practice
This document provides an overview of corporate wellness programs. It discusses the purpose of such programs in promoting employee health and productivity. Common types of programs include education, biometric screening, and fitness/nutrition components. Obesity is addressed as an epidemic costing businesses billions in healthcare claims and lost productivity. Studies show corporate wellness programs can generate returns of $3-6 for every dollar spent by improving employee health and reducing absenteeism. The Affordable Care Act increases incentives for participation in wellness programs. Both rewards and penalties are used to motivate employees to participate and meet health targets.
Strategies to enhance employee well-being and engagementMindy Pierce
Three strategies are suggested to enhance employee well-being and engagement: 1) Craft a company culture that values employees through recognition, career development opportunities, and consistent management actions; 2) Gain leadership commitment by communicating care for employee health and listening to employee feedback; 3) Integrate employee assistance programs and wellness initiatives to emphasize both emotional and physical well-being.
Corporate wellness: Past, present and futureLimeade
Our webinar slides take you through the history and evolution of corporate wellness as well as two fundamental shifts changing the way we understand wellness. Watch the webinar on demand and check out our infographic on our blog: http://www.limeade.com/2016/03/watch-webinar-corporate-wellness. And if you want to get in touch, reach out to us at marketingteam@limeade.com.
The Science of Stress: Finding The Sweet Spot For Your CompanyLimeade
83 percent of Americans report workplace stress. It’s a real issue. Stressed out workers report higher medical expenses and are at risk for leaving your company.
But what if we shared some evidence-based insights that stress actually drives productivity up?
This presentation by Stacy Shaw Welch, PhD and Henry Albrecht, CEO of Limeade explores:
- The science behind stress and anxiety in the workplace
- The sweet spot — optimal stress levels for individuals and workforces
- How to foster a culture and environment that builds productive stress
How A Leading Beverage Company Used Limeade and Retrofit to Achieve Wellness ...Limeade
The webinar discussed integrating wellness programs to drive health outcomes. Dr Pepper Snapple outlined their goals of understanding health risks in 2015, addressing risks in 2016, and improving outcomes in 2017. Their focus is on preventing metabolic syndrome. The webinar promoters described meaningful integration across six touchpoints: program design, platform/technology, data, engagement/communication, points/rewards, and customer care. Key learnings included defining your strategy, understanding your culture, and ensuring the design supports long-term goals.
HXR 2016: Behavior Change Design -Dr. Sherry Pagoto, University of Massachuse...HxRefactored
This document discusses using social media for health behavior change and weight loss interventions. It summarizes several studies on this topic. Key findings include: 1) Obesity and health habits spread through social networks, so online social networks may help support weight loss; 2) People find peer support and information from others' health experiences online helpful; 3) Early pilot studies found online social networks with coaching can support weight loss and engagement; 4) "Superusers", or participants incentivized to post frequently, helped increase engagement in a Facebook weight loss group compared to a standard online group without superusers. More research is still needed to optimize online social network interventions for health behavior change.
PRESENTATION - Employee Assistant Programme (EAP)Marcelline Smith
The Employee Assistance Programme (EAP) is designed to help public officers experiencing personal or professional problems by providing counseling and workshops. EAP services include counseling for issues like stress, family problems, substance abuse, and medical issues. Trained practitioners will provide confidential counseling up to six sessions per client. The EAP aims to improve worker productivity and morale by reducing absenteeism, sick leave, and turnover. Ministries will evaluate the EAP's success through customer satisfaction surveys and manager feedback. The EAP benefits the public service by enhancing professionalism and dealing with challenges before they affect work performance.
This document provides an overview of employee assistance programs (EAPs) for professionals seeking to become EAP affiliates or learn more about EAP services. It defines EAPs and their core functions, including consultation, promotion of services, assessment, referral, and evaluation. The presentation reviews the history and evolution of EAPs, outlines key topics covered in EAP training and consulting, and discusses benefits to becoming an EAP professional, such as new referral sources and broadening skill sets. The overall document serves to educate attendees on the role and value of EAPs.
Shifting landscapes: Establishing and maintaining brand identity in an era of...Modern Healthcare
As the healthcare system continues its unprecedented trend of consolidation, driven by factors such as the rapid move to value-based care, many hospitals and health systems wonder how a merger or acquisition might affect their hard-earned brand identity and reputation. This session will explore that question in depth as speakers from Baylor Scott & White Health, the largest not-for-profit health system in Texas formed in 2013 after an $8.3 billion merger of two well-known healthcare organizations, share lessons learned and offer practical marketing and branding strategies.
Employee Assistance Program EAP tools and resources catalog. EAP Training is difficult to find, but for over 20 years, EAPtools.com (now WorkExcel.com) has offered a growing list of Employee Assistance Program topics that you find above to help your EAP train employees, supervisors, and family members, and do so with brandable and editable materials that will help you protect your program while also reducing risk to the host organizations you serve. The valuable feature with WorkExcel.com's EAP training is your ability to brand the product with your logo for a more professional and original look. All training for EAP topics come in PowerPoint with sound, DVD, Web course for uploading to your web site, and Video in any format. If you are outside the USA and you direct employee assistance programme training, then you will find these topics perfectly suited for your purposes. We now about 60 topics but your long term goal is 500 topics. Your EAP program for employees will also be more financially valuable to purchasers with these topics in place because they prove that your services are "value-added" products that reduce risk. Frankly, it has been our opinion that a discount for property-causalty insurance should be requested for training employees in these EAP topics. Every employee counseling program can benefit from both supervisor training and employee training. You want to stay engaged with employees and workers. If you do not, your EAP utilization rate will suffer. When this happens, management starts thinking about contracting out the EAP for cheap. Don't let this happen to you. An (EAP) Employee Assistance program is only as good as its reach, utilization, and ability to gain supervisor referrals of the most difficult employees. Employees assistance program education supports the visibility of an organization's primary helping resource for stress management and resolving personal problems of employees. All employee assistance program services need outreach programs on a large variety of topics, and they need to trust this outreach technique and not expect any referrals as a result of training, but instead an increase in the number of employees referred to for personable problems as visibility become more top of mind among those in the workforce. Work-life assistance program will also benefit from the EAP training offered by WorkExcel.com.
This document discusses employee assistance programs (EAPs), which are benefit programs intended to help employees deal with personal problems affecting their work. EAPs typically include assessment, short-term counseling, and referral services. They can help with issues like substance abuse, emotional distress, family/personal relationships, work/relationship issues, and concerns about aging parents. EAPs can cut costs by reducing turnover and ensuring DOT compliance. The cost of an EAP depends on the number of employees and level of utilization, ranging from $10-100 per employee annually.
This document discusses workplace mental health and its impact. It notes that mental illness will become the second leading cause of disability worldwide by 2020. Approximately 27% of Europeans experience mental health issues. Mental health problems account for 30-40% of sick leave and over 1 billion euros in costs in Ireland alone. The document outlines how mental health issues affect job performance and productivity. It also details the quantitative and qualitative costs of mental illness in the workplace in areas like absenteeism and presenteeism. Promoting mental wellness can provide benefits to businesses in areas such as recruitment, retention, engagement, efficiency, and innovation. The research findings call for organizations to take a proactive rather than reactive approach to mental health and for initiatives to be
Implementing Workplace Wellness Programs that get Results
This document discusses implementing effective workplace wellness programs. It covers why workplace wellness is important due to rising healthcare costs and issues like obesity. It provides tips for a successful program, including getting leadership support, forming a wellness team, using data to drive initiatives, and evaluating outcomes. Common resources for workplace wellness like vendors, apps, and innovations are also reviewed. The document emphasizes customizing wellness programs to individual employee needs and motivations to achieve results.
Employee Wellness: Kadalyst Health Partnersvelandt
The document discusses strategies for implementing an effective employee wellness program. It outlines the business case for wellness programs, noting they can reduce costs from chronic diseases linked to lifestyle. Wellness programs have been shown to improve health and produce cost savings. The document provides details on assessing employee needs, setting goals, choosing initiatives, action planning, communication, and evaluation. It emphasizes creating a culture of health through leadership support, environmental changes, and incentives to boost participation and health outcomes. The goal is to embed wellness into the company culture to sustain healthy behaviors long-term.
The document discusses the benefits of corporate wellness programs. It notes that today's workforce is increasingly sedentary, stressed, and working longer hours which has led to issues like obesity and lifestyle diseases. It then outlines some of the impacts of employee ill health like higher medical costs and absenteeism which affect the bottom line. The document advocates for companies to shift from reactive to proactive wellness systems and provides examples of effective corporate wellness programs that have led to reduced healthcare costs and increased productivity and savings.
1) Johnson & Johnson has made employee health and wellness a core value since the 1880s, believing that healthy employees contribute to business success.
2) The company's programs are comprehensive and integrated, including health assessments, coaching, mental health support, and incentives.
3) Data shows that Johnson & Johnson employees have better health outcomes than peers and healthcare costs grow more slowly, indicating that the programs provide a strong return on investment.
This document discusses the WorkWell Kansas initiative, which aims to promote worksite wellness programs across the state. It provides an overview of the initiative's goals, which include engaging business and community leaders in supporting comprehensive worksite wellness programs. The initiative will provide resources and technical assistance to worksites over three years to help them develop and implement wellness plans. The intent is to create a culture where the healthy choice is the easy choice for employees.
Workforce Wellbeing | Powering Your Business Strategies Forward |Gene Raymondi
This document summarizes a presentation on workforce wellbeing and powering business strategies forward. It discusses budgeting for wellbeing programs, tailoring motivation programs, and the intersection between engagement and wellness initiatives. The presentation argues that holistic engagement solutions can impact employee wellness, better workforce health, and ultimately drive retention. It also provides an industry case study and discusses measuring the effectiveness of wellbeing programs.
The document discusses the importance of worksite wellness programs for promoting employee health and reducing healthcare costs. It outlines the goals and perspectives of various stakeholders. Effective programs can result in reduced absenteeism, health costs, and claims costs while improving productivity. The document provides an overview of participation-based and results-based programs and considerations for developing a successful worksite wellness initiative through assessing needs, gaining support, choosing appropriate activities, and evaluating outcomes.
The C.M. Smith Health Coaching program aims to educate and empower individuals to adopt healthy behaviors that improve their quality of life through individualized health coaching. Research shows health coaching programs yield superior health and financial outcomes compared to traditional wellness programs. C.M. Smith Health Coaches provide on-site coaching sessions and tools to help employees set goals, make healthier choices, better manage conditions, and create work-life balance, leading to improved health risks and lower healthcare costs over time. Testimonials from employees highlight how the coaching program helped them quit smoking, develop a family-friendly health plan, and find hope and support for managing daily stress.
Workplace Health: The Pillars of Employee Wellness - Hosted by Lori CasselmanLeague Inc.
Establishing a culture of health within your organization begins with simple steps each day. In order to reap more significant returns, these efforts need to be diverse and comprehensive.
The document provides 10 tips for starting a workplace wellness program to promote heart health. It recommends establishing leadership support, assessing employee health risks, and planning educational programming and incentives to encourage healthy behaviors. Evaluation of outcomes is important to measure the program's impact on health, productivity and costs. Regular assessment allows for continuous improvement of the wellness program over time.
This document discusses strategies for effectively managing mental health claims and return to work. It notes that mental health claims now represent a large cost for employers due to rising rates of conditions like depression and anxiety. Early recognition of issues, ensuring the right diagnosis and treatment, and having an effective return to work plan that focuses on abilities are emphasized as important strategies. Providing workplace support for mental health, differentiating issues from disabilities, and understanding accommodation obligations are also discussed as ways to improve outcomes.
The document outlines 6 key steps for implementing a successful workplace wellness program:
1. Assess employee health risks through a health screening and questionnaire.
2. Provide individual health reports to identify risks and goals.
3. Offer educational programs and resources to help employees improve health.
4. Use incentives and tracking to motivate participation.
5. Develop a company culture that promotes health.
6. Evaluate outcomes annually through repeated screenings and surveys.
Implementing these steps can lower healthcare costs, increase productivity, and improve employee well-being.
http://www.wellsource.com/home.html | By actively providing wellness activities and developing a culture of health at your organization, you are investing in the greatest asset in your company – the health and well-being of your staff. It will pay rich dividends in goodwill, increased productivity, and ultimately lower healthcare costs.
This document outlines a proposal for improving wellness programs at Dartmouth College. It begins with an overview of Dartmouth College as an employer, noting that 50% of self-insured employees are aged 40 or older and that the largest drivers of healthcare spending are conditions like gastroenterology, endocrinology, behavioral health, cancer, cardiology, and orthopedics. The document then presents an implementation model for a wellness program involving commitment and establishment, design and execution, and tracking and modification. It also provides case studies of successful wellness programs at other large employers and identifies immediate opportunities at Dartmouth College, such as improving online health and wellness resources and reducing costs to access the fitness center. The document concludes by
There are many benefits to establishing a Workplace Wellness Program for your business. A properly developed and well-established program can assist in employee retention, decrease absenteeism and presenteeism, improve worker well-being, create a better work environment, increase health awareness and eventually make a socioeconomic difference.
Please join us in this 30-minute session where Kathleen Collins, Health and Safety Manager at Drake International, will share her insights to establishing your own Workplace Wellness Program.
During the session you will learn:
- The business case for Workplace Wellness Programs
- How they increase productivity
- How to create a healthier workforce
- The positive impact on Benefits and Retention programs
- Employee health and wellness programs can help lower healthcare costs and improve productivity for businesses. Presenters from MaineGeneral Health reviewed key health trends, the impact of chronic conditions on lost productivity, and the full costs of employee poor health beyond just medical claims.
- MaineGeneral implemented a comprehensive workplace wellness program that included leadership support, health coaching, focus on company culture, and rewards for participation and healthy behaviors. This helped lower their employees' health risks and medical spending without raising benefits costs for three years.
- Critical factors for an effective wellness program include visible leadership support, making healthy choices easy, offering health coaching, focusing on developing a healthy culture, emphasizing employee engagement, and recognizing success. MaineGeneral's program
This document discusses corporate health and wellness programs. It notes that the health of a company's workforce is important for business success. However, many Indian workers face growing health issues like obesity, stress, and lifestyle diseases. This poses challenges for companies in terms of lost productivity and rising healthcare costs. The document then introduces Medico Media, a company that provides customized wellness programs and training to address these issues. Their programs focus on lifestyle education, stress management, and creating a culture of health and wellness in the workplace. The benefits are highlighted as increased productivity, employee satisfaction, and reduced healthcare spending, providing an overall positive return on investment.
This document discusses the benefits of worksite wellness programs and provides guidance on developing a strategic wellness program. It notes that the majority of adults spend most of their day at work, so work is a good setting to promote healthy behaviors. An effective wellness program includes health screenings, education, and initiatives to support a healthy environment and lifestyle changes. Research shows worksite wellness programs can reduce absenteeism and healthcare costs while providing a good return on investment. The document provides tools like the CDC Worksite Health ScoreCard for workplaces to assess needs and outlines a strategic process for developing a successful worksite wellness initiative.
How to Manage Your Lost Opportunities in Odoo 17 CRMCeline George
Odoo 17 CRM allows us to track why we lose sales opportunities with "Lost Reasons." This helps analyze our sales process and identify areas for improvement. Here's how to configure lost reasons in Odoo 17 CRM
Macroeconomics- Movie Location
This will be used as part of your Personal Professional Portfolio once graded.
Objective:
Prepare a presentation or a paper using research, basic comparative analysis, data organization and application of economic information. You will make an informed assessment of an economic climate outside of the United States to accomplish an entertainment industry objective.
Introduction to AI for Nonprofits with Tapp NetworkTechSoup
Dive into the world of AI! Experts Jon Hill and Tareq Monaur will guide you through AI's role in enhancing nonprofit websites and basic marketing strategies, making it easy to understand and apply.
Strategies for Effective Upskilling is a presentation by Chinwendu Peace in a Your Skill Boost Masterclass organisation by the Excellence Foundation for South Sudan on 08th and 09th June 2024 from 1 PM to 3 PM on each day.
This slide is special for master students (MIBS & MIFB) in UUM. Also useful for readers who are interested in the topic of contemporary Islamic banking.
How to Fix the Import Error in the Odoo 17Celine George
An import error occurs when a program fails to import a module or library, disrupting its execution. In languages like Python, this issue arises when the specified module cannot be found or accessed, hindering the program's functionality. Resolving import errors is crucial for maintaining smooth software operation and uninterrupted development processes.
বাংলাদেশের অর্থনৈতিক সমীক্ষা ২০২৪ [Bangladesh Economic Review 2024 Bangla.pdf] কম্পিউটার , ট্যাব ও স্মার্ট ফোন ভার্সন সহ সম্পূর্ণ বাংলা ই-বুক বা pdf বই " সুচিপত্র ...বুকমার্ক মেনু 🔖 ও হাইপার লিংক মেনু 📝👆 যুক্ত ..
আমাদের সবার জন্য খুব খুব গুরুত্বপূর্ণ একটি বই ..বিসিএস, ব্যাংক, ইউনিভার্সিটি ভর্তি ও যে কোন প্রতিযোগিতা মূলক পরীক্ষার জন্য এর খুব ইম্পরট্যান্ট একটি বিষয় ...তাছাড়া বাংলাদেশের সাম্প্রতিক যে কোন ডাটা বা তথ্য এই বইতে পাবেন ...
তাই একজন নাগরিক হিসাবে এই তথ্য গুলো আপনার জানা প্রয়োজন ...।
বিসিএস ও ব্যাংক এর লিখিত পরীক্ষা ...+এছাড়া মাধ্যমিক ও উচ্চমাধ্যমিকের স্টুডেন্টদের জন্য অনেক কাজে আসবে ...
This presentation was provided by Steph Pollock of The American Psychological Association’s Journals Program, and Damita Snow, of The American Society of Civil Engineers (ASCE), for the initial session of NISO's 2024 Training Series "DEIA in the Scholarly Landscape." Session One: 'Setting Expectations: a DEIA Primer,' was held June 6, 2024.
This presentation includes basic of PCOS their pathology and treatment and also Ayurveda correlation of PCOS and Ayurvedic line of treatment mentioned in classics.
1. WHAT CAN BUSINESSES DO TO HELP EMPLOYEES
MAINTAIN AND IMPROVE THEIR HEALTH?
December 10, 2014
Leadership Duluth
Kim Nichols Dauner, MPH, PhD
UMD Health Care Management Program
Asst. Professor, Dept. of Economics
kdauner@d.umn.edu; 218-726-7279
3. What Are Employers Doing?
Number of Employees Percent with a Wellness Program
+200 99
+50 50
• Average expense is $500 per employee
• Larger employers have more comprehensive
programs
• More comprehensive programs tend to have larger
return on investment (ROI)
4. Do Programs Work?
• The research is mixed…
• Methods not always rigorous
• Outcomes studied over a short time
• Program is not comprehensive
• Results depend on implementation and
commitment
• Better research sheds some light on the topic
5. PepsiCo’s Healthy Living Program
• Participation associated with lower health care costs,
• But only after 3 years of implementation
• And, savings came from the disease management
components
6. ROI Studies
• $3 ROI for every $1 spent (Goetzel)
• When an employer spends $100-$150 per
employee
• Takes 2-3 year to realize savings
• Among 9 randomized controlled trials of
traditional workplace wellness programs, the
mean ROI was 1.79 to 1.00 (Baxter)
9. Best Practice Programs
• Focus on individual AND social determinants of health
• Wellness Assessments
• Screenings
• Disease management
• Health Coaching
• Stair use prompts
• Healthy vending options
• Gym memberships/onsite exercise
• Catering policies
• Flex time
• Leadership support
Individual/behavioral
Social/physical
environment
10. Insurance Incentives
• Participation-based?
• Goal based?
• Penalty for not completing?
• Does this shift the cost of care to those who are unhealthiest?
• What are the rights of the employee vs. the employer?
11. ACA
• New incentives to promote employer wellness programs.
• Effective for plan years starting on or after Jan. 1., 2014
• Offer guidelines for participatory and health-contingent
wellness programs
• Program design
• Notification of employees
• Increase maximum reward
• Grant programs for small businesses
• Evaluation assistance
12. How Do Employers Track
Outcomes?
• Most companies want to expand their worksite wellness
programs, but most don’t keep good metrics
• Society for Human Resources Management Study found
• 85% employers plan to expand wellness offerings
• 42% track ROI
• Deterred by low participation rates and costs to track
• Some employees have privacy concerns
13. Holistic Approaches
• Engagement and productivity
• Stress is a risk factor
• ~60% UMD employees taking the wellness assessment had moderate
to high risk from stress (roughly equal to those at risk from being
overweight)
• Employees wants (anecdotal) work-life balance, turning off the
ability to always be connected, jobs where you are the only one who
does it.
• Low engagement reported in US – 30%
• Companies with employees citing higher engagement
• Lower absenteeism
• Lower turnover
• Increased productivity
• Increased profitability
14. Holistic Approaches
• Wellness Council of America (WELCOA)
• Increase engagement
• Boost productivity
• Employee retention
16. Worksites with <50 Employees
• National Small Business Association Study found:
• 93% of small businesses studied reported that health was
important to their bottom line
• High confidence in ability to help their employees
• Stress level was most cited employee concern
• Culture may already be more family-like, easier to
shape.
• Studied even less
• Often don't self-insure but also have smaller budget to
work with
• Sensitive to one adverse health event
• Privacy concerns
• Many small environmental changes can help
Editor's Notes
Introduction
Background in evaluating policy, community level, and worksite interventions that are aimed at improving health and healthy behaviors
When I first moved to Duluth worked consulting employers of all sizes on creating healthy worksites. I’ve also worked with St. Luke’s Hospital on a worksite wellness intervention and am currently working with UMD’s HR to assess participation in campus wellness programs and productivity.
Society of Human Resources Management data. Overview of what companies are doing. Investment dependent on size.
Even though ROI tends to be higher for doing more, the research in general is mixed. Many studies occur at just one worksite, don’t employ rigorous research methods such as comparison groups, tend to focus on health savings over the short term (whereas we know that early prevention and exercise may prevent health costs many years down the road). Or, there are issues with the program itself being minimal or the research does not talk about the people (some call them the health champions) that make the program happen.
At the same time, we have some better studies that shed some light on the topic.
One if from PepsiCo’s Healthy Living Program. Study done by John Caloyeras and colleagues and reported on in the January 2014 journal Health Affairs. They evaluated the cost impact of the lifestyle and disease management components of PepsiCo’s wellness program, Healthy Living. They found that seven years of continuous participation in one or both components was associated with an average reduction of $30 in health care cost per member per month. And when they looked at each component individually, found that the disease management component was associated with lower costs and that the lifestyle management component was not. We estimate disease management to reduce health care costs by $136 per member per month, driven by a 29 percent reduction in hospital admissions. Workplace wellness programs may reduce health risks, delay or avoid the onset of chronic diseases, and lower health care costs for employees with manifest chronic disease. And even 7 years could be a small time horizon. Also suggests a need to focus on people with chronic conditions to reduce more immediate risk. Also, and I will discuss this in a minute, what about more intermediary results like employee productivity and engagement.
These results echoed by a recent observational study by the Univ of Pittsburgh Medical Center. Disease management was key.
Study by Ron Goetzel who works with the Centers for Disease Control and Prevention estimates a $3 ROI for every $1 spent by the employer, when an employer makes at $100-$150 per employee investment (generally suggesting a bit more than just educational programming).
More recent analysis of many other studies (Baxter in a 2014 Am. J Health Promotion) found more modest cost-savings.
Caveats with how savings and costs measured. More cost savings with programs that do beyond “the superficial” passing along of knowledge or education. Which brings me to the next point of – what should a wellness program look like?
First, let’s talk about what determines health? It’s a combination of individual, behavioral, community, social, economic, cultural, and environmental factors. Included in here, and often discussed separately, is access to health care. However, when we break it down to which factors actually contribute THE MOST to health, the answers are often surprising.
It’s really the health behaviors and social/economic forces that have the most influence on our health. Worksite included in here. Meaning from here is that it’s imperative that we take these forces into account.
Here’s what it looks like in terms of WW program components. Michael O’Donnell in a recent Health Affairs blog post uses language I like. The best programs include core components of programs that engage employees, improve health and save money are 1) improve awareness, 2) enhance motivation, 3) build skills, and 4) create opportunities that make the healthiest choice the easiest choice.
Other aspects of WW programs are under hot debate. First one is the use of incentives. Different companies structure these differently. Some center around participation. This is how UMD has done it. Employee or employee/spouse – you complete a certain number of points in year one and in year two, your annual premiums will be reduced by $300 (individual) $400 family. Others take the approach of giving an incentive if certain health goals are met.
Interestingly, Kaiser Health News published an article last week entitled: EEOC Takes Aim At Wellness Programs Increasingly Offered By Employers. Cited At Honeywell, employees are subject to stiff penalties for refusing health screenings. Some saw this as “policing” employees. Others argue that we already “police” health behavior by not allowing smoking at worksites. Going to be an interesting debate.
The Affordable Care Act creates new incentives and builds on existing wellness program policies to promote employer wellness programs and encourage opportunities to support healthier workplaces. The Departments of Health and Human Services (HHS), Labor and the Treasury are jointly releasing proposed rules on wellness programs to reflect the changes to existing wellness provisions made by the Affordable Care Act and to encourage appropriately designed, consumer-protective wellness programs in group health coverage. These proposed rules would be effective for plan years starting on or after January 1, 2014.
The proposed rules continue to support workplace wellness programs, including "participatory wellness programs" which generally are available without regard to an individual's health status. These include, for example, programs that reimburse for the cost of membership in a fitness center; that provide a reward to employees for attending a monthly, no-cost health education seminar; or that provides a reward to employees who complete a health risk assessment without requiring them to take further action.
The rules also outline amended standards for nondiscriminatory "health-contingent wellness programs," which generally require individuals to meet a specific standard related to their health to obtain a reward. Examples of health-contingent wellness programs include programs that provide a reward to those who do not use, or decrease their use of, tobacco, or programs that provide a reward to those who achieve a specified cholesterol level or weight as well as to those who fail to meet that biometric target but take certain additional required actions.
Protecting Consumers
In order to protect consumers from unfair practices, the proposed regulations would require health-contingent wellness programs to follow certain rules, including:
Programs must be reasonably designed to promote health or prevent disease. To be considered reasonably designed to promote health or prevent disease, a program would have to offer a different, reasonable means of qualifying for the reward to any individual who does not meet the standard based on the measurement, test or screening. Programs must have a reasonable chance of improving health or preventing disease and not be overly burdensome for individuals.
Programs must be reasonably designed to be available to all similarly situated individuals. Reasonable alternative means of qualifying for the reward would have to be offered to individuals whose medical conditions make it unreasonably difficult, or for whom it is medically inadvisable, to meet the specified health-related standard.
Individuals must be given notice of the opportunity to qualify for the same reward through other means. These proposed rules provide new sample language intended to be simpler for individuals to understand and to increase the likelihood that those who qualify for a different means of obtaining a reward will contact the plan or issuer to request it.
Ensuring Flexibility for Employers
The proposed rules also implement changes in the Affordable Care Act that increase the maximum permissible reward under a health-contingent wellness program from 20 percent to 30 percent of the cost of health coverage, and that further increase the maximum reward to as much as 50 percent for programs designed to prevent or reduce tobacco use.
Evidence shows that workplace health programs have the potential to promote healthy behaviors; improve employees' health knowledge and skills; help employees get necessary health screenings, immunizations, and follow-up care; and reduce workplace exposure to substances and hazards that can cause diseases and injury. The proposed rules would not specify the types of wellness programs employers can offer, and invite comments on additional standards for wellness programs to protect consumers.
See Dept. of Labor for more information. Some state grants too – Susan will discuss.
SHRM data indicate. Buck HR consultants recently reported up to 35% increase in those wanting metrics tracked. Employers are going to need to implement programs that work (based on health determinants), track own metrics on costs, productivity, behaviors. More creativity.
Quiz – what to US companies cite? Costs. For most outside the US employers engagement and productivity are #1.
Stress a huge risk factor. UMD example.
We also tend to report low engagement. Research suggests improving engagement can reduce absenteeism and turnover and increase productivity and even profitability.
Brett sent me an article about how the addition of face-to-face coaching increased participation and engagement. Getting people off the phone and into the clinic was helpful.
WELCOA also on board with this.
General things about smaller employers pursuing wellness programs. Latter from my experiences working with small businesses in Duluth and NE MN.