Frame it up with wellness
Once you have a solid foundation in place, wellness can become a key component of the framework for your benefit plan, much the same as voluntary can. However, in today’s economy, questions about wellness do not start with “why?” They start with “how?”
At this point, many employers are aware of the impact wellness can have on an employee population and the money it can save. But, in today’s world, employers now have to understand incentives and government mandates, all while trying to engage employees to make meaningful changes. So how do you incorporate wellness, or enhance wellness in your health plan? And how do you comply with the new regulations governing wellness programs?
What makes them move?
That’s a tough question because it’s different for every employee. It’s important to find a way to engage employees on a personal level and determine what really motivates them to change. However, keep in mind that no matter how much you improve your wellness benefits, you may still miss the mark. This is especially true if you’re using incentives, because it’s not just about incentives. In fact, little evidence shows that incentives create long-term behavioral change. So, think long-term. And with that said, think strongly about ongoing communication to fuel that effort.
Spreading the message
Incentives are a great way to get people to take that first step, but we believe the better solution is to complement the incentives with an effective communication and awareness campaign to really get employees engaged in their health. Participation rates in follow-up programs tend to be much higher with an awareness campaign than without one, according to recent data reported from The Health Enhancement Research Organization (HERO), a leader in employee health management.
Learn more about how to communicate effectively with wellness
HERO Scorecard Results 2012
(Data shows participation is higher with awareness campaigns.)
Wellness participation case study: the importance of communication
(Video case study from our partner at Trustmark.)