Guest Contributor April Huttunen is the manager of corporate health initiatives for Spartanburg Regional Healthcare System. She is a member of LiveWell Greenville’s At Work Committee.
[break]
An employee wellness program can have an impact far beyond the workplace
With the current health status of America, the cost of health care to employers could potentially be the most significant detriment to profitability and viability over the next decade. Employers are placing more emphasis on health and wellness programs as a solution to change the overall bottom line for their organization.
High-performing companies understand the health and work behavior equation. According to Towers Watson (2010), 75 percent of high-performing companies regularly measure health status as a component of their overall risk management strategy.
Human capital is the heart of any successful organization. Associates drive every aspect of a company’s operations and can significantly impact costs. Employers are now embracing the idea that healthy associates are essential elements of the overall business strategy of the company. Associate health status directly influences associate work behaviors, attendance and on-the-job performance. Put simply, healthier associates will lead to a more productive workforce, resulting in a positive impact to the bottom line.
More than 80 percent of America’s businesses with 50 or more associates offer some form of employee wellness programming. In addition to becoming a key component of the business strategy, employer health and wellness programs have a broader impact than just the financial viability of the business. The following story illuminates the far-reaching influence of an employer wellness program.
Joe is a 43-year-old who has worked at his company for 15 years. Joe’s family includes his working wife and two children. He was an overweight smoker who frequently indulged in take-out food and didn’t exercise. During open enrollment, Joe’s employer implemented a wellness program that included health education, health risk assessment with biometric screenings, health coaching, and a supportive “healthy choice” environment. With a newly communicated wellness benefit design, Joe would receive an incentive to participate in the company wellness initiatives.
Joe felt that he was in good health, but he asked himself: Why not participate? He would receive an incentive and could potentially save money to take his family on camping trips. So Joe participated in an on-site company health risk assessment and biometric screening to earn his incentive. He received his results through a health coaching session, which concluded that he was extremely high-risk for multiple chronic conditions.
Joe worked with the health coach on setting his goals for successful behavior change. One important aspect of the wellness program at Joe’s company was a supportive work environment. The company implemented a safe walking trail on site, so he came in early every day to walk before his shift. His employer also offered healthy eating options in the cafeteria, on-site health education programs, and a tremendous amount of executive level support for wellness activities.
Joe is a real person. He changed his life through the help and support of his employer. After achieving one small goal at a time, he started feeling more energy and motivation about his lifestyle change. He eventually stopped smoking and lost 20 pounds by reducing calories and participating in regular exercise. His change was so positive that he implemented the healthy lifestyle choices with his wife and children.
Joe now plays an active role on the wellness committee at his company. He is also an advocate for health and wellness programs in his neighborhood and church and has assisted with several startup wellness initiatives. Joe’s story is a testament to many colleagues and friends as it relates to being accountable for his own health. Due to his positive health outcomes, he is a more productive associate with great vitality and enjoys life in a new way.
The trend for worksite wellness programs has shifted to a more holistic approach designed to promote the physical, mental, emotional, social and spiritual aspects of an associate’s health. One of the most effective wellness-based cost containment strategies is to be proactive and keep low-health-risk associates at low risk. In addition to the positive changes Joe made through his employer’s prevention strategy, he has also been instrumental with cascading healthy behaviors to his surrounding community. And while there are many examples of how a successful wellness program can impact a company’s bottom line, creating a culture of health can travel beyond the employer and into the community one person at a time.
[break]
LiveWell Greenville’s At Work Group helps Greenville businesses create and improve their workplace wellness initiatives. You’ll find more information and free resources at livewellgreenville.org.
