Spiraling health care costs and the poor health of people are forcing companies to seriously explore new ways to decrease health care costs. Thus, there is much speculation about whether or not workplace wellness programs can really provide a solution to the spiraling cost of health care. The World Health Organization (World Health Statistics 2008 – annual report) stated that noncommunicable diseases are surpassing communicable diseases as the cause of most deaths – globally. They also stated that 80% of premature deaths can be prevented through a healthy diet, regular physical activity and avoiding the use of tobacco. Workplace wellness programs target these risk factors and in doing so can change the face of health care – if employers will make the healthy choice to provide employees with the tools to assist them with improving their health.
The Buck Consultants Survey (31.10.1008) revealed the main objectives for wellness programs around the world. In the U.S. health care cost reduction is the top goal. Canadian employers cite improving productivity as the primary objective. Europe’s top goal is to improve workforce morale. Asia and Africa’s concerns are to reduce employee absence. Workplace wellness programs can achieve all of these goals and more.
There are many questions regarding these programs: first, exactly what is a workplace wellness program; then, do they really decrease health care costs; if so, how?: what are the choices in workplace wellness, which programs can achieve goals, how long does it take get results and how to provide this benefit in the workplace, etc. This article will be the first in a series that will address these questions. The articles are written by Sandra Breeding, Founder and Owner of an eighteen year old company that has developed a corporate wellness program model for employers that successfully achieves employer goals. If the reader is interested in learning about how a wellness program can pay for itself, and save lives and money; this series will provide very helpful information and will assist employers with providing this invaluable benefit. Wellness programs are a win-win situation for employers, employees and the economy.
This first article focuses on a definition of workplace wellness. Exactly what is a workplace wellness program? Workplace wellness programs are designed to target the health risk factors in the employee population in an effort to improve individual health and decrease health care costs. The ultimate goal is to enable people to take personal responsibility for their health, improve their health and to maintain their best health through education, prevention and awareness. Successful wellness programs provide a handle on healthcare costs by increasing the length and quality of lives of people and companies.
How? Companies who achieve the goals of a significant decrease in healthcare costs and improved employee health have well designed, comprehensive wellness programs at the work site. The most important part of program implementation is the first step – planning ahead before jumping into a program. The budget and time lines for program implementation are the first considerations when planning the program.
The initial plan must include a wellness committee comprised of employees and the health care staff. This committee’s first responsibility is to give their initial attention to the budget for a program. If there is no budget, then, the decision is how to implement a program at a very minimal cost if at any cost. The next step is to develop the time line for program implementation. The most important part of the process is to meet with the employees to clearly define this new benefit that will be improving the health of each participant as well as the fiscal health of the company. The success of the program depends on employee participation. The first people to join the program should be company management; employees will then follow their example.
In the planning stages of the program, the company must decide if they are going to hire health care professionals to implement the program or if they will hire an outside vendor. A wellness consultant is a good resource at this juncture. The wellness committee will need to determine the qualifications of staff if they decide to hire an onsite staff. If they decide to use an offsite vendor, then, it is important to carefully research vendor choices, their qualifications, and client references.
Wellness programs can dramatically decrease health care costs. More importantly, wellness programs save lives. It has been proven as cited by the 2007 SHPS Report that onsite, well designed comprehensive wellness programs can save as much as 18% on health care costs. Companies who depend only on web based wellness programs or coaching programs will spend as much as 17% more on health care costs. The companies who have worked with Lotusea Wellness Group report a savings of $450.00 per participant per year. Lotusea’s most comprehensive program costs approximately $200 per participant per year.
For companies experiencing overwhelming health care costs, wellness programs are not a luxury––they are a necessity.
The next article will discuss the wellness program budget and the wellness program costs.
Article written by Sandra Breeding, Founder/Owner of Lotusea Wellness Group, Inc.
What is Workplace Wellness © 2009
