Everyone knows it feels better to feel good. Still, many of us aren't exactly in a hurry to take on the lifestyle changes we need to get there.
But now, with healthcare and insurance costs on the rise, companies who pay their employees' premiums are starting to worry about our health for us. And among other things, they're turning to an idea called "results-based incentive programs" to promote better health and control costs.
In fact, an article from Benz Communications says that many companies are now linking up to 20 percent of the health insurance premiums they pay to the results of health screenings. This means employees may have bear an extra 20percent of their premium costs if they have less-than-ideal weight, blood pressure or cholesterol levels, for example.
Of course, this seems like a great chance for a company to save money. What better way to motivate employees to be healthier than making being unhealthy cost more?
You might think that's the case. Unless you happen to be one of those employees. And if you're one of those employees with a chronic condition, you could be pretty unhappy.
That's why it's so important to approach a results-based wellness plan with a lot of thought. And a lot of good communication.
When they're handled wrong, results-based programs can be seen as attacks – demoralizing, and even a little scary. But if companies keep the focus on employees, their families, and better health for both, the same programs can be a huge win.
What are results-based wellness programs?
Quite simply, they're programs that offer rewards for employees to get healthier.
So what are some good rules of thumb for your own successful program?
Here's a list from Henry Albrecht, the CEO of Limeade, a company that helps companies launch, maintain, and succeed at results-based wellness programs.
The first and most important thing, he says, is to get employees engaged. Make sure your plan makes sense to your employees. Make sure it's relevant – meaningful – to their lives and concerns. Here's how:
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What's in it for employees? Tell them.
Self-interest drives behavior. In other words, people react to what's important to them. If you want employees to engage in any type of wellness (or well-being) program, "hit 'em where they live." That is, connect with the things they care about.
The programs that work best speak to all of the interests of employees ("I want to feel/look better, have more energy, meet new people, have fun"). They're clearly in line with company goals ("We at your company want you to be healthier so you cost less to insure, and we want to build a strong culture to lower employee turnover"). And they're linked to rewards that are personally or financially meaningful to employees. Good examples include cash bonuses, savings on healthcare premiums, extra days off, points programs toward gifts, and help with costs for health club memberships.
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Make it a group effort.
"I like to do the things my friends, family, and co-workers are doing." Human beings are social, so it makes sense to make your program one that involves everybody. Besides, who wants to be singled out for behavior change? Imagine getting a note from your boss that reads "You're 20 pounds overweight and we want you to do something about it. Now." Chances are, you'd hardly feel good about your future. Some plans have actually tried such things. You're probably not surprised that they don't have a good track record.
Some research shows how things like obesity, alcohol problems, and smoking travel through social networks. So why can't good health do the same? According to social learning theory, peers — those we like and respect –- promote behavior change by demonstrating it, and supporting it.
Successful programs take a "we're-all-in-this-together" approach with relevant health-enhancing activities (challenges) in a social setting. Another benefit: Social programs can extend beyond work to family and friends.
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Keep it positive.
Social movements that work are almost always hopeful and positive. Programs that aim for positive well-being and improvement encourage rather than threaten, reward rather than punish.
A hard look at our strengths and weaknesses can be a life-altering experience. It can also help us change our thinking. We can begin to move further away from seeing only what's wrong and more toward what's possible. When people feel good about themselves and what they're doing right, they have the strength to tackle what isn't working. And a positive outlook can be catching!
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Vendor integration is a must.
You name it, there's a vendor for it. Many employers contract with different vendors to provide a range of wellness, training, ergonomics, Employee Assistance Programs, disease management, screening, vaccinations, and other services. Some of these plans are buried in the bottom drawer of your employees' file drawers — paid for, but not being used. If you want your plan to work, you'll need to help employees sort out the various offerings. The only way to do this is to insist that the vendors who offer your company these programs integrate. They just have to work together; it's that simple. As a result, you may need to use only vendors who are open, partner-friendly, integration-optimized, and dedicated to making what can be a complex user experience simple for your people.
Another option is to hire an "all-inclusive" wellness-incentive plan vendor who offers most or all of your services under one umbrella.
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Make sure you're playing fair (and that everyone knows it).
The new era of wellness –- including results-based wellness -– is uncharted ground for most companies. It can feel risky to everyone involved. And there's some real risk, too. A few tips:
- Make sure you've covered all your bases for data integrity, safety, security, and regulatory compliance. Your incentive program needs a clear set of rules that is reasonable and fair.
- Getting these details right will inspire your employees' confidence, earn their respect, and win their engagement.
- Clear communication at every point about what you're trying to do reassures people. Privacy and money are sensitive issues. People can panic if they feel things aren't being handled right.
Making wellness work for your company.
There are lots of plans, programs, and ideas for lowering your healthcare costs by helping your employees be healthier. At the end of the day, you might want to put several plans together. But never forget the need to be clear, honest, and protective of your employees' rights. The best way to make something like wellness incentives work for your company is to make wellness incentives work for the people who work for your company.
