1 driving your company’s culture of health january 8, 2015 ken dickson director, health strategy...
TRANSCRIPT
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Driving Your Company’s Culture of Health
January 8, 2015
Ken DicksonDirector, Health Strategy and Consultation
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AGENDA
• Understand building blocks for a culture of well being and options for foundation structures for a worksite wellbeing program
• Understand through examples the role that human resources professionals can – and can’t – play in creating and maintaining this structure
• Learn factors that contribute to determination of measurement of the impact on your company
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Reasons for developing a healthy culture
• A culture will assist to help change behavior and risk. Costs follow risks!
• Healthy Culture happens by design! Find ways to make your culture healthier.
• Habits are influenced by environment.
• Align the building blocks of a healthy culture to your company’s overall wellness mission
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Year 1: We have a wellness program…
We want our employees to stop smoking so we moved the smoking area to a really windy spot and took away the benches.
We put in vending machines because overnight shift employees complained that there was no healthy food available.
We sent the employees who aren’t on the production line an email with a link to complete their online health assessment.
We had a health fair but we couldn’t let employees off the production line to attend unless it was their break.
We can’t measure the ROI on our program, and we really don’t know what we have invested in it.
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Culture
1.the quality in a person or society that arises from a concern for what is regarded as excellent
2.the behaviors and beliefs characteristic of a particular group
http://dictionary.reference.com/ Accessed 29 December 2014.
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Year 3: We’re driving a culture of wellbeing…Our owner shared his personal story about his struggle with his chronic condition.
The overnight shift challenged the first shift to a weight loss challenge.
Our wellness committee staffed two booths at the health fair for all three shifts.
Over 65% of our employees completed their wellness scorecard.
Our health risk decreased 3%.
Our health costs increased 2%.
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Fail to plan. Plan to fail.
We set up wellness for failure if we don’t work on improving the environment and culture before we work on individual behavior change.”
(Dee Eddington, Ph.D., The Art of Health Promotion, Sept/Oct 2012)
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Key Components To Engaging Employees in Health and Wellbeing Programs
“True success of a financial incentive strategy appear to be driven by cultural initiatives and communication, not just the incentive itself.”
(Seaverson, Am J of Health Promotion)
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Number of programs in place does not drive success
Culture drives success
CDC Worksite Health Scorecard. http://www.cdc.gov/dhdsp/pubs/docs/HSC_Manual.pdf Accessed 29 December 2014.
• 43 programs met CDC evidence based qualifications for impact on health outcomes and evidence supporting the claim of impact
• 93 employers were surveyed
• Only 20 of the programs were in place in any of the 93 employers
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Four Keys to World-Class Culture
• Trust
• Respect
• Effective Communication
• Meaningful Relationships
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Your foundation for a culture of health
1.It’s intimidating to try to create your own foundation of health – so don’t!
2.Proven models are available – choose one that fits your organization and start there
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CDC Worksite Health Scorecard Organizational Supports
• Organizational Supports: Pages 14 - 16• Eleven other sections on programming
topics • Available free of charge• Comparative benchmark data
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Welcoa: Seven Benchmarks
• Well known in industry• Used by thousands of employers• Welcoa membership is inexpensive and
valuable• Benchmarks and much supporting material
are publicly available without charge
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18 Organizational Supports
7 Benchmarks
Strategy & Planning Capturing CEO Support
Organizational Commitment
Creating Cohesive Wellness Teams
Marketing & Promotion Collecting Data to Drive Health Efforts
Resource Commitment Carefully Crafting an Operating Plan
Measurement Choosing Appropriate Interventions
Creating a Supportive Environment
Carefully Evaluating Outcomes
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Gallup: Five Elements of Wellbeing
15 Rath & Harter, Wellbeing: The Five Essential Elements. Gallup Press, 2010.
“An intense focus on one area can actually be detrimental to your overall wellbeing.”
“Wellbeing is about how these five elements interact.”
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Five Elements of Wellbeing
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Career Social
FinancialPhysical
Safety Pride in
Community Ideal housing Community
Involvement
Interesting and Meaningful Activities
Using Strengths Achieving Goals Leaders who motivate Engagement
• Network of Friends• Mentor to encourage
development• Closest relationship• Planned Activities
Enough money for basic needs
Making progress on standard of living
Short-term money management
Long-term financial security
Physical Freedom Daily Energy Health Habits Self-Image
Rath & Harter, Wellbeing: The Five Essential Elements. Gallup Press, 2010.
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Prioritizing action areas
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1. Assess where your organization is at1. Use tools provided in your chosen framework
1. Welcoa Well Workplace Checklist2. CDC Organizational Supports Assessment Tool
2. Prioritization:1. Has a priority already has been formalized?2. Improve a strength?3. Address a weakness?
3. Plan success in the appropriate area
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Which building blocks are the most valuable to create?
The pieces of your culture that are easiest for you to change are the most valuable immediate steps for your worksite.
Goal: Develop a culture where the desired choices are the acceptable and easiest choices!
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Strategy & Planning
• Appraisal of employee needs and interests
• Summarized employee health risk assessments
• Documented annual organizational objectives
• A written plan for how objectives will be accomplished
Adapted from CDC Worksite Health Scorecard. http://www.cdc.gov/dhdsp/pubs/docs/HSC_Manual.pdf Accessed 29 December 2014.
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Organizational
Commitment
• Support at all levels of management
• Senior leader visibility and participation
• Ownership at staff level
• Performance objectives for wellbeing
Adapted from CDC Worksite Health Scorecard. http://www.cdc.gov/dhdsp/pubs/docs/HSC_Manual.pdf Accessed 29 December 2014.
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Marketing & Promotion
• Competitions
• Modeling success stories
• Active health promotion committee
• Appropriateness for workforce
• Champions
Adapted from CDC Worksite Health Scorecard. http://www.cdc.gov/dhdsp/pubs/docs/HSC_Manual.pdf Accessed 29 December 2014.
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Marketing & Promoting = Participation
“I can’t tell you a thing about the value created by a program if people have not participated in the program.”
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Resource Commitmen
t
• Annual budget for wellbeing promotion
• Is it someone’s job?
• Financial incentives for employees
Adapted from CDC Worksite Health Scorecard. http://www.cdc.gov/dhdsp/pubs/docs/HSC_Manual.pdf Accessed 29 December 2014.
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• Resources aren’t given to those who don’t define how they will be used.
• ROI can’t be calculated if investment is not defined.
CDC Worksite Health Scorecard. http://www.cdc.gov/dhdsp/pubs/docs/HSC_Manual.pdf Accessed 29 December 2014. Page 67
Budget
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Incentives- driving participation
Incentive Participation
Benefit Plan Redesign - Premium reductions, tiered health insurance or contribution of HRA
90-100%
Cash 50%
Gift cards 40%
Trinkets & T-shirts 10-20%
No incentive 10%
Source: Welcoa
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Measurement
• What measurements are important in your worksite?
• What can you realistically measure?
• Return on investment
• Absences avoided
• Productivity
• Employee retention
• Health costs avoided
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CDC Worksite Health Scorecard Benchmark Data
How much of this work do engaged workplaces really accomplish?
How much should our workplace expect to accomplish?
CDC Worksite Health Scorecard. http://www.cdc.gov/dhdsp/pubs/docs/HSC_Manual.pdf Accessed 29 December 2014. Pages 35 - 38
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My Health Rewards Year 1Completion rates of activities
Personal Health Profile(22% overall completion)
8 Health Topics and Goals(15% overall completion)
Health & Wellness Coaching(11% overall completion)
Baseline Completion Rate
Baseline Completion Rate
2.5xhighe
r
4xhighe
r
2.5xhighe
r
4xhighe
r
6xhighe
r
Proprietary and confidential. Not to be copied or redistributed without written consent from Medica®.
3030
My Health Rewards Year 2Impact of promotion on completion rates
Personal Health Profile(22% overall completion)
8 Health Topics and Goals(15% overall completion)
Health & Wellness Coaching(11% overall completion)
No Promotion Promotion
2.5xhighe
r
4xhighe
r
2.5xhighe
r
4xhighe
r
6xhighe
r
15%highe
r
Proprietary and confidential. Not to be copied or redistributed without written consent from Medica®.
3131
My Health Rewards Year 3Impact of promotion and employee incentives on completion rates
2.5xhighe
r
4xhighe
r
2.5xhighe
r
4xhighe
r
6xhighe
r
Proprietary and confidential. Not to be copied or redistributed without written consent from Medica®.
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Year 1: planning, beginning
of promotion.
Year 2: scorecard
Health and Wellness Planning increases participation
% in
cre
ase in
part
icip
ati
on
12 month measurement period
Year 3: scorecard, member incentive
0%
100%
200%
300%
2010 2011 2012
% Increase in Health Assessment Participation% Increase in Tobacco Cessation Participation% Increase in Health & Wellness Coaching Participation
12-month measurement period
health assessment tobacco cessation health and wellness coaching
Proprietary and confidential. Not to be copied or redistributed without written consent from Medica®.
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Year 1: planning, beginning
of promotion.
Year 2: scorecard
Health and Wellness Participation drives decrease in population risk
AND PLAN PAID $PMPM FOLLOWS
Average Risk in population
decreased by 3%
% d
ecre
ase (
if b
elo
w
0%
) or
incre
ase (
if
ab
ove 0
%)
12 month measurement period
Year 3: scorecard, member incentive
$PMPM trend from
Year 1 is 3%
-10%
0%
10%
Year 1 Year 2 Year 3
Plan Paid $ PMPM Average Risk in PopulationProprietary and confidential. Not to be copied or redistributed without written consent from Medica®.
Plan paid $ PMPMAverage risk in population
Proprietary and confidential. Not to be copied or redistributed without written consent from Medica®.
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Worksite Culture through Leadership
• Share the Wellness Vision
• Serve as Role Models
• Align Cultural Touch Points
• Monitor progress and celebrate success