Workplace Wellness : Where to Start with Wellness. | Workplace ...
Ten Steps Toward Strategic Health Promotion Programs
The Health Promotion Program management world is evolving rapidly. Each month, there are new research findings that support the premise that Health Promotion Programs and disease management have a long-term impact on healthcare costs.
A lot of large businesses that began Wellness Programs three to five years ago are showing savings in health, disability, and staff members compensation costs. Small to mid-size businesses are watching all this and wondering where to begin with wellness.
Getting senior management support and budget approval is among the challenges at the starting of a Health Promotion Program. This is the case because Health Promotion Programs can be expensive, averaging $150-300 per worker a year in large companies.
Most of the savings are not realized for a number of years. This long-term investing is hard for organizations on the move.
The key to success for Wellness Programs is to take a strategic approach. Here are ten steps to consider when starting a Wellness Program.
1. Begin with executive management. Without executive management support, a wellness strategy can fall flat. Begin with the health of your executive team and discover your wellness champions at the top of the corporation.
2. Analyze the problem. Look at your health care claims and analyze the trends. Which conditions are driving your medical, disability, and workers’ compensation claims and which are modifiable? What is worked and what hasn’t accordingly far? What is the long-term impact of doing nothing?
3. Hold an initial wellness meeting. Invite your key stakeholders both inside and outside the organization. Ask your broker to facilitate the meeting and invite key health providers including health, disability, Employee Assistance Program (EAP), fitness, and occupational nursing.
Review claims and utilization data and identify key areas of concern. Look at current offerings and see how they can be tailored to the needs of the population.
4. Consider both healthy and unhealthy workers. Since 85 percent of claims are generally attributed to 15 percent of claimants, it’s essential to reach those with the most costly conditions while also reaching individuals who are at risk for developing preventable illnesses in the future.
Voluntary health promotion programs like lunchtime wellness seminars miss many of the individuals who need them most. Consider health promotion programs that are population-wide or target intact workgroups. Wellness incentives help but don’t motivate everybody.
5. Make certain to set short-term goals for the wellness programs. Make certain to set some realistic short-term goals based on your key areas of concern. Are there any plan design changes that could’ve an immediate impact on spending? Are there some programmatic actions that could’ve immediate results?
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