Most companies have a diverse
employee population with myriad
unique needs. This can be a challenge when choosing a benefits plan for a
group of employees, since a 23-year-old
male in his first job out of college is going
to be looking for something much different
than a 42-year-old mother of two.
However, one aspect of a benefits plan
that can help all employees reach their personal optimal level of health is a comprehensive, innovative wellness program.
“Many employers are being proactive in
trying to improve the health of their
employees, to help both the employees
personally and their business,” says Bill
Berenson, vice president of sales and service for Aetna’s Small & Middle Market
Business in the North Central Region.
“Creating a wellness program that gives
employees the information and resources
to enhance their health and well-being is an
important part of this process.”
Smart Business spoke with Berenson,
who answered some basic questions about
wellness programs.
What are some typical features or services
offered in a wellness program?
A wide variety of services can be made
available through a wellness program. Some
of the most common include discounts on
memberships at fitness clubs or home exercise equipment; weight loss or weight management programs; smoking-cessation programs; and discounts on alternative health
care options such as herbal and natural
remedies, vitamins and nutritional supplements, as well as massage and acupuncture
therapy (these discounts are not considered
insurance on their own, but are added features to many insurance plans).
In addition to these services, delivering
the right information to employees is
another essential feature of a wellness program. This could include personal wellness
counseling from experienced health educators, such as registered nurses or dieticians, as well as Web sites with answers to
common health-related questions employees may have about themselves or their
families.
How should employees be informed about
these programs?
Aside from these general information
resources, it is important that employees
be aware of programs that could be helpful to their individual, personal needs.
This can be achieved by having employees complete an optional, secure health
risk assessment.
After completing this assessment,
employees can receive a personalized
action plan that points them toward programs that are specifically relevant to
them. This type of targeted outreach
improves the likelihood of employees taking advantage of the services that are available to them.
What are some ways to encourage employ-
ees to participate in these programs?
While improved health should be the primary motivation for participation in a well-
ness program, offering incentives to
employees is a common way of encouraging the use of these programs.
Incentives could include rewards (monetary or otherwise) for taking part in preventive screenings such as an annual well-
person exam or receiving a flu shot; meeting
general fitness thresholds as well as achieving specific goals set in a personal wellness
plan; and participating in disease management programs, if applicable. A company
that offers health savings accounts (HSAs)
that help employees pay for qualified medical expenses also can offer to have any
money earned through a wellness program
deposited in that account.
How does the employer benefit from these
programs?
By instituting and promoting these programs, employers can expect to have more
control over health care costs. According
to ‘Preventing Chronic Disease,’ a 2005
publication from the U.S. Center for
Disease Control, physical inactivity and
being overweight or obese are associated
with 23 percent of health plan charges and
27 percent of national health care charges.
Helping employees become healthier and
more active will likely help reduce costs on
health benefits claims, sick leave, disability
and worker’s compensation.
In addition to the direct financial impact,
employers should see improved productivity from employees that participate in
these programs. While poor health habits
(unhealthy diet, lack of exercise, high-stress, etc.) can lead to higher levels of
employee absenteeism and lower levels of
on-the-job productivity, in many cases,
when employees improve their health,
their overall performance improves as
well.
Finally, if employees feel that their
employer truly cares about their health and
well-being, there should be an increase in
both employee satisfaction and retention.
Between decreased health care costs,
superior productivity and improved
employee perception, a wellness program
can not only help keep employees healthy
— it can also improve the ‘health’ of an
entire business.
BILL BERENSON is vice president of sales and service for
Aetna’s Small & Middle Market Business in the North Central
Region. Reach him at (312) 928-3323 or [email protected].