Employees are what make a company great, and their health is an important part of an organization's success.
The Case for Workplace Health & Well-being
Top five chronic health conditions driving overall healthcare costs for employers are
When your doctor says you have a health problem, you can access second opinion to
Elements of Healthcapita’s Comprehensive Workplace Health Program
When your doctor says you have a health problem, you can access second opinion to
Employers report numerous benefits from our Workplace Well-being programs, including
Improved Employee Health
Specialist Doctors for exclusive Online consultations
Lower Healthcare Cost Trends
Appointment scheduler for in-clinic consultation
Increased Employee Satisfaction
Listed Dcctors with valid medical certifications license
Secure & Confidential
24/7 Access to your medical records in Personal Health Records
Employers report numerous benefits from our Workplace Well-being programs, including
Improved Employee Health
Specialist Doctors for exclusive Online consultations
Lower Healthcare Cost Trends
Appointment scheduler for in-clinic consultation
Increased Employee Satisfaction
Listed Dcctors with valid medical certifications license
Secure & Confidential
24/7 Access to your medical records in Personal Health Records
Step by Step guide for Second Opinion
Step by Step guide for Second Opinion
Tangible Benefits of Employee Health Programs – A healthier Bottomline
Reasons for getting a second opinion may include
Improved Employee Health
Specialist Doctors for exclusive Online consultations
Controlled Healthcare Costs
Appointment scheduler for in-clinic consultation
Increased Productivity
Listed Dcctors with valid medical certifications license
Reduced Absenteeism
24/7 Access to your medical records in Personal Health Records
Improved Job Satisfaction
Specialist Doctors for exclusive Online consultations
Improved Employee Recruitment and Retention
Appointment scheduler for in-clinic consultation
Increased Productivity
Listed Dcctors with valid medical certifications license
Employee Engagement
24/7 Access to your medical records in Personal Health Records
Fewer sick leaves
Specialist Doctors for exclusive Online consultations
Your doctor gives you a few different treatment options
Appointment scheduler for in-clinic consultation
You’re having trouble understanding and communicating with your doctor, or you want your options explained by someone else
Listed Dcctors with valid medical certifications license
You just want peace of mind that you have the correct diagnosis and that you are making the right treatment choice
24/7 Access to your medical records in Personal Health Records
The Intangible Benefits— Healthier Employees
Not even lying
Comprehensive Workplace Well-being Program
Our Comprehensive Well-being Programs Address Modifiable Unhealthy Behaviors
Our Well-being Programs are comprehensive, meaning they address both individual and organizational health across multiple dimensions including physical, mental, social and emotional.
We take into account not just individual behaviors, but also health-related programs, policies, benefits and environmental supports.
Key elements of Our Comprehensive Well-being Program:
1.Health Awareness, which focuses on preventing chronic conditions and lifestyle behavior change tailored to
employees’ interests and needs
2.Supportive physical and social environments, which include organizational policies and behavioral
interventions to promote health
3.An integrated structure that’s an integral part of how the organization thinks and operates
4.Linkages to related programs like employee assistance programs (EAPs) and programs to help balance work and family, which support mental health
5.Worksite screening linked to follow-up and treatment
These five elements address a full spectrum of risk factors and health conditions in a coordinated way.
Our Workplace Well-being Programs focus on lifestyle interventions aimed at improving unhealthy behaviors,
This is at the heart of our workplace health promotion initiatives.
Our Workplace Well-being Programs range from simple to robust and largely depend on the organization’s size and budget.
Our Well-being Program is implemented in two stages:
Stage 1— Measure employees’ health and identify underlying health risks using:
Health Risk Assessment (HRA) – Online Tool
Vitals health assessments, like measuring waist circumference,
checking blood pressure and calculating Body Mass Index (BMI)
More in-depth biometric screenings and lab tests, like checking blood sugar and cholesterol levels
Biometric screenings and HRAs are brief evaluations of a person’s health status or risk factors
Biometric Screenings, Health Risk Assessments and Follow-up Health Awareness
They may involve the measurement of physical characteristics such as height, weight, blood pressure, blood cholesterol and blood glucose, and they may involve a survey or questionnaire.
The value of these tools is that
(1) they can help guide the planning and design of workplace health promotion programs
(2) they can help employees and their healthcare providers detect current or potential problems early on, when interventions are most likely to be most effective
The results of biometric screenings and HRAs to educate employees on their individual risk factors and ways they can use the workplace wellness program to address or change behaviors and improve their health profile.
Corporate Health Index Report is generated for the entire organization.
This report highlights overall health status of the entire Organization
Corporate Health Index Report Risk-Stratification into three categories: Low-Risk, Moderate-Risk and High-Risk.
Risk-stratification enables us to provide members with appropriate, customized care so that we can optimize positive health factors and prevent the development of Chronic Conditions
Low-Risk to Moderate-Risk:
Low- to moderate-risk members are those with a chronic medical condition that is relatively well controlled with no severe complications.
High-Risk:
High-risk members have medical problems are complex and require aggressive, high-intensity care management.
Stage 2— Customized Health Programs that help employees adopt healthy behaviors.
Chronic Conditions Management Programs
Targeted Interventions based on Risk Stratification
Health coaching through Lifestyle Modification
Onsite fitness and health education classes
Discounted gym memberships
Group challenges & activities
Smoking cessation resources
Tracking Health Risks
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The difference
Reaching Vulnerable and At-Risk Employee Populations
Perhaps the most important employee groups to target are vulnerable and at-risk populations.
Employees have different risk factors and different health needs, accordigly we consider each risk group when designing our workplace well-being program to address many risk categories – smoking, diet, physical activity and stress.
Multiple modalities for delivering our Well-being Programs
Personal Coaching
Webinars
Social Media
Video
Competitions
In-Person Interventions
Importantly, creating a healthy company culture is critical to the success of initiatives.
Our Well-being Programs are highly customizable, incoporate employee feedback in program’s design and implementation, and adaptable,
to ensure they reach vulnerable and high-risk employee populations.
No Shortcuts
Why We Make Customizable Well-being Programs?
Because there is no “one size fits all” workplace program, our well-being programs are customizable to meet the current health needs and goals of your orgainization’s employees.
For example, some employees prefer face-to-face, on-site health improvement coaching, whereas others prefer online coaching or even text messaging.
Some employees prefer yoga or relaxing walks, whereas others prefer high-intensity workouts.
Some employees may prefer simple pedometers that they can clip to their belts, whereas tech-savvy individuals may be more inclined to use smartphone apps or wearables that can offer reams of information on their daily physical activity levels.
Moreover, your company’s employees may not all be equally ready to change their health behaviors.
Some may be just starting to consider adopting healthier behaviors, others may be ready to change but not sure how to go about it, and still others may be already in the midst of adopting and maintaining a healthy lifestyle.
It is important to customize programs to employees’ current readiness to change, in order to help people set appropriate goals and take appropriate actions.
Customization also includes accounting for the different circumstances and backgrounds of employees.
Our Well-customized program addresses all the health needs of employees, promote employee engagement and help maximize the positive health impact.
The difference
Boost Employee Engagement
Even a well-researched and well-planned program cannot achieve success without employee participation and active engagement.
We utilize “Smart” Incentives to Encourage Employee Participation
Incentives increase enrollment, participation and completion of wellness programs
Your employees, and your business, will not receive any benefit if employees do not think the program is meaningful for them,
personally, and believe they will gain from the experience.
Thus,we make sure to have a successful well-being program is one where employees do more than simply “participate” – they need to feel engaged in a worthy endeavor where one’s personal mission aligns with that of the organization.
We use an employee survey to:
• Help establish a baseline for comparison after the program has been implemented;
• Gather information related to the specific health needs and current behaviors of your employees;
• Collect information on features of your organization that can be used to support the program; or
• Uncover organizational barriers that may stand in the way of specific activities or goals
How we Boost Employee Engagement?
✓ Gather information from employees in a needs assessment or focus group
✓ Include leaders and representatives from many departments in your wellness committee
✓ Use appropriate incentives to encourage participation and reward success
✓ Use competitions, and allow family members to join
✓ Keep messages fresh and communicate regularly
This way, we encourage employee participation and reward results with regular Incentives
Incentives come in all shapes and sizes.
We have observed that incentives linked to employee benefits have a stronger effect on participation.
No Shortcuts
Connecting Well-being Programs to Business Goals
There is a clear and compelling connection between employee health and your company’s overall business goals.
Profitability is an extremely important goal of any business, and it can be tied directly to employee health because “people produce profit.”
Employees are responsible for innovation, product development and services, all of which produce profit.
Unhealthy and absent employees detract from the profitability of business.
For example, one study found moderately or extremely obese workers experienced a 4.2 percent health-related loss in productivity, which equated to an additional $506 in lost productivity per worker per year
another study estimated that the indirect costs of lost productivity can be between two and three times the value of direct medical costs.
Employee health also directly impacts corporate financial performance by
changing health insurance costs: employees with preventable health risks
(such as smoking, extremely high body weight or high blood
pressure) have much higher healthcare expenditures than people
without those risk factors,13,14 and employees and businesses end up bearing the brunt of these cost increases
Fortunately, research has shown that high quality workplace health promotion programs produce a positive return on investment, or cost-benefit ratio.16–20
While specific estimates of the return on investment (ROI) vary, they are often between $1.20 and $3.27 per dollar invested.10,16,21,22
Other studies have found that wellness programs reduce average healthcare costs by about $30 per member per month.23
In order to calculate your own return on investment, you should
(1) identify the diseases and conditions that are driving healthcare costs,
(2) determine the prevalence of those conditions in your workforce,
(3) calculate how much those conditions are costing your business and
(4) quantify potential cost savings if effective health management programs are in place.10
Keep in mind that wellness programs may provide value beyond what shows up in direct ROI calculations, such as in
Employee attraction and retention
Improved morale
Increased likelihood of achieving safety targets
Enhanced company loyalty
While profitability is always a core business objective, it is often not the sole objective.
These non-monetary objectives are incorporated into core business objectives by adding specific goals about employee health into the organization’s overall mission and vision statements.
The difference
Build a Culture of Health
A culture of health means that employees’ health and well-being are valued, supported and promoted
through workplace wellness programs, policies and environments.
A culture of health has been described as the soil in which the seeds of healthy
workplace initiatives are planted, underlying all health promotion efforts.
It extends beyond individual health improvement programs, becoming an integral
part of the way the organization operates.
Other important components of a culture of health include
rewards and recognition for making healthy choices
discouraging unhealthy behavior
teaching healthy skills
making people aware of all the programs and
activities that support wellness
providing and encouraging peer support and
developing wellness leaders who shape the wellness programs
This culture should be present in all aspects of company life, becoming a routine part of your business operations and aligning with overall
company goals and existing company culture.
Establish a Supportive Workplace Environment
In addition to health policies that encourage healthy lifestyles and personal responsibility, physical and social
workplace environments play a large role in employees’ health and well-being.18
No Shortcuts
Evaluation and Reporting Outcomes
We measure our Workplace Well-being Program’s progress and outcomes to maintain accountability and prove its effectiveness.
Also, sharing information about progress and setbacks adds to the evidence base for continuing our program
We follow stringent evaluation methods to maximize the impact of your findings.
Creating an evaluation plan before beginning the program
Regularly monitoring progress
Collecting data on multiple outcomes over time
Analyzing and reporting major outcomes
We use multiple methods and involve stakeholders to improve credibility and examine multiple activities and outcomes
While you want to maximize the quality and quantity of data, you must also consider the logistics
and the limits of your organization and staff (or any outside evaluators you hire).3
How we Improve Program Evaluation and Outcome Reporting
✓ Have an evaluation plan before the program is started
✓ Keep track of implementation as you go, so you can make changes as needed
✓ Assign responsibility for data collection and schedule regular reports
✓ Collect data on short-term, intermediate and long-term outcomes
✓ Keep your audience in mind when preparing reports