Why focus on family health instead of only the health of each employee?
EHM’s Health and Wellness Programs have been created to filter back into the employees’ home environment, and are designed to reduce overall family health claims. An ancillary saving here is that healthier dependents result in fewer employee absences used to care for family members.
For a relatively small investment per program attendee, our outcomes-based solutions are designed to create both short and long-term financial relief for our client companies. Establishing healthier lifestyles for employee and dependents then results in ongoing savings, year after year, beginning a significant ROI now being seen by many employers, and is evidenced in numerous published studies.
Phase 1: We begin with a 75-minute educational workshop focused on employee and family health.
Phase 2: We work to ensure this new knowledge from our workshops is implemented correctly. This is done with careful attention to attendee compliance in order to realize better outcomes. We establish a continuum with each employee participant using several methods:
• Optional, regular, and individualized support face-to-face and by telephone
• Program updates with outcomes-based wellness information and action items
• Valuable content for a Wellness Corner section of existing company newsletters
• Interdepartmental competitions with prize awards celebrations
• Quantifiable progress and outcomes tracking for each client
Successful, forward thinking companies are already on board and are now enjoying the following outcomes that have produced handsome returns on investment:
Improving job presence and alertness
Increasing productivity of a robust workforce
Positioning the company as the Employer of Choice
Redirecting new savings into profit-generating actions
Safeway, a supermarket chain, found its health care costs rising 10% annually. In response, their former CEO, Steve Burd, wrote, “…70% of health care costs are driven by people’s behaviors…if we could influence the behavior of our workforce, we could have a material effect on health care costs.”
Thus, Safeway offered incentives for employees to lose weight and control their blood pressure and cholesterol levels. This established a baseline health insurance premium with behavior-based discounts such that, according to Burd,“If you are a confirmed non-smoker, we give you a discount. If you have cholesterol under control, a discount. Blood pressure under control, a discount. And so, behavior becomes a form of currency for people to accomplish their lifestyle changes. And it was a huge success. You allow and encourage your employees to become healthier, they become more productive, your company becomes more competitive. I can’t think of a single negative in doing this.”
In Huffington’s plenary session at the World Economic Forum held annually in Davos, Switzerland, she reported, “Studies show that U.S. employers spend 200 to 300 percent more on the indirect costs of health care, in the form of absenteeism, sick days, and lower productivity, than they do on actual health care payments…Harvard Business School professor, Michael Porter, recommends that companies “‘mount an aggressive approach to wellness, prevention, screening and active management of chronic conditions.’”
Jeffrey Pfeffer, a professor at Stanford University’s Graduate School of Business, recognized the impact of employee health in stating, “Too many companies don’t yet realize the benefits of focusing on wellness. The lack of attention to employee needs helps explain why the United States spends more on healthcare than other countries but gets worse outcomes…I hope businesses will wake up to the fact that if they don’t do well by their employees, chances [are] they’re not doing well, period.”
In the section titled “Healthy Employees, Healthy Bottom Lines” from the book Thrive by New York Times bestselling author Arianna Huffington, consider the following treatise as it applies to your company:
“There is growing evidence that the long-term health of a company’s bottom line and the health of its employees are, in fact, very much aligned, and that when we treat them as separate, we pay a heavy price…the costs will be exacted in dollars and cents, talent retention, and diminished productivity.”
We also custom tailor programs for: