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Managing Wellness Managing Your Business

Managing Wellness Managing Your Business. Rationale for Worksite Health Promotion Programs. Rationale For WHP Programs Why the Worksite?. Captive Audience Consistent Environment Social Support Organizational Support Employer’s Support. Why Wellness?. Health Spending in US

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Managing Wellness Managing Your Business

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  1. Managing Wellness Managing Your Business

  2. Rationale for Worksite Health Promotion Programs

  3. Rationale For WHP ProgramsWhy the Worksite? • Captive Audience • Consistent Environment • Social Support • Organizational Support • Employer’s Support

  4. Why Wellness? Health Spending in US Topped $1 trillion in 1996 ($1,035.1 billion) • Doubles every 10 years 1960 $26.9 billion 1970 $73.2 billion 1980 $247.3 billion (tripled) 1990 $699.1 billion 2000 $1.3 trillion • Forecast for 2010 is $3.07 trillion

  5. Rationale For WHP ProgramsWhy Wellness? • Increasing Costs • Health plans raising premiums • US Business share of health expenditures is 25% • Approximately 50% of a company’s profits are spent on healthcare benefits • Productivity costs estimated at twice direct costs

  6. Lifestyle Accounts for 50% of Deaths Source: CDC (1980) Rationale For WHP ProgramsWhy Wellness?

  7. Rationale For WHP ProgramsWhat’s the Goal? • It’s Good for Business • Employee Job Satisfaction • Recruitment & Retention • Enhance Competitiveness • Decrease Absenteeism • Decrease Workers Comp & Disability • Manage Healthcare Costs

  8. Published Research on WHPWhat the Research Says • 1. High Risk Employees Cost More • Higher Costs • Less Productive • 2. WHP Programs Have an Impact • Health Risks • Medical Claims • Absenteeism • Disability • 3. Comprehensive Programs Have Positive ROI

  9. Published Research: WHP Programs Have an Impact

  10. Published Research: Comprehensive Programs Have Positive ROI

  11. Comprehensive Programs Have Positive ROI Savings per Dollar Invested $8.22 $4.87 $3.35 Source: Aldana (1998)

  12. Bottom Line: “What the Research Tells Us”

  13. Bottom LinePrinciples of Effective Program Design • Behaviorally staged • Focus on maintenance and reinforcement • Program beyond risk or disease specific • Tailored to health and safety risk • Incentives for participation Source: Serxner (in press)

  14. Bottom LinePrinciples of Effective Program Design • Repeated contacts • Varied formats • Personalization • Low cost & portable • Easy to administer • Emphasis on health and productivity Source: Serxner (in press)

  15. Bottom LinePrinciples of Effective Program Design • Multiple distribution channels • Built in program evaluation • Long-term orientation • Integrated with Safety, Occupational Health, EAP, and Training • Visible management support Source: Serxner (in press)

  16. Bottom LineWellness is a Healthy Investment • Lower Health Care Costs • Lower Absenteeism • Additional Benefits • Higher Productivity • Lower Turnover • Improved Employee Satisfaction/Morale • Improved Employee Health/Quality of Life • Improved Recruitment • Improved Corporate Image

  17. Total Wellness Concepts: Comprehensive Programs • Health Risk Appraisals • Health Screenings • Program Design and Implementation • On-site Wellness Seminars/Programs • Incentive Programs/Awareness Campaigns • On-site Pharmacy • On-site Medical and Fitness Facilities • Program Evaluation and Outcomes

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