The Personal Impact of Workplace Wellness Programs

Tom Underwood,

Jul 10, 2010

There has been considerable discussion about the value of wellness to employers over the past few years.  While recognizing the potential of programs that can make employees healthier and more productive, in today’s uncertain economy, many employers need more.  Determining the overall value of wellness to an employer, and best approaches for a specific organization, begins with understanding the components of effective programs and how they work, and impact employees, in the real world.

A Personal Story

John was a 53-year-old account manager working with a well-known provider of technology business solutions that self funds some of their health plan programs. His company had offered wellness programs for years.  At 308 pounds, a BMI of 43, and mounting health conditions from his obesity, including hypertension, asthma symptoms and recently diagnosed diabetes, John initially resisted the idea of losing weight.

But not for long; as a father of two young children and with his 25th wedding anniversary pending, at open enrollment, John decided that the best gift he could give his wife was improved health. 

John wasn’t alone in his effort. He was assigned a nurse who became his primary coordinator of care and health coach. John’s health coach worked with him to improve his self-care skills including checking his blood sugar during the day to correspond with meals, and the use of a peak flow meter to monitor his asthma symptoms. His health coach also worked with the company’s onsite physician to switch John to a better medication for his diabetes and convinced him to use fish oil, to better controls lipid levels. 

To assist in managing his weight, food choices, stress levels and exercise plan, John’s coach helped him set realistic weight loss goals and referred him to an online wellness and personal health coaching program.  She also encouraged him to complete his company health risk assessment (HRA) so he could gain perspective on potential health risks.

John’s primary care physician was kept constantly appraised of all key clinical data including labs, testing results and medications.  Through this approach, John was assured of a coordinated and integrated plan for his health improvement goals.

Over a year, John has lost 73 pounds and counting. As a result of his weight loss, he no longer needs an asthma maintenance inhaler; he has reached his recommended target for maximum heart rate; his cholesterol levels have improved dramatically; and his A1C values and fasting blood sugar levels are in the recommended range.  Best of all, he no longer requires his diabetes medication.

On his most recent HRA, he scored a 94, which showed that he was no longer in the high risk level within his employer’s population. And perhaps most significantly of all, his mental and physical scores in the Qualify of Life Survey increased from the average to the above average range. He was so inspired by these accomplishments that he has vowed to continue with his weight loss efforts and participate in more of the wellness programs offered.

The Value of Integrated Wellness

John was fortunate to work for a company dedicated to creating a culture of health.   They provided the programs, services and benefits to help John achieve his goals.  His individual story of personal transformation is just one example of how wellness programs can positively impact the health and productivity of the nation’s employees and health plan members.

Research shows that organizations with comprehensive, integrated health programs are lowering costs and improving productivity. A survey conducted by the National Business Group on Health and Watson Wyatt showed that employers with integrated health and productivity improvement programs achieved the following benefits:

• Earned 20 percent more revenue per employee
• Experienced five times fewer days of sick leave
• Spent less for health coverage and short- and long-term disability compared to companies without the health programs

The average US employee loses 115 hours of productivity due to a health condition each year. A 2009 study published in the Journal of Occupational Health and Environmental Medicine showed that health-related productivity costs are significantly greater than medical and pharmacy costs alone. The study concluded that for every dollar spent on medical and pharmacy costs $2.3 is spent on health-related productivity costs.

What Studies Show . . .

Another recent study looking at the experience of two large national employers showed that employees who participated in wellness programs following the completion of an HRA experienced significantly higher reductions in health risks than employees who only completed the HRA. This translated to total healthcare savings of $2.5 million for one organization, including $1.7 million in productivity savings from a reduction in presenteeism (which occurs when employees are unable to perform at full capacity because of health conditions). The second organization in the study saved $1 million, including more than $600,000 in presenteeism savings.

These studies demonstrate that health programs that help people improve their health conditions, and become more productive, improve a company’s bottom line.

Comprehensive Programs Key

However, the key to improving outcomes and saving money lies in designing comprehensive, integrated wellness programs created to encourage participation from a wide range of individuals.  Most wellness programs achieve high levels of participation from younger, relatively healthy and routinely engaged employees; it is those that rarely participate or show interest that also need to be included in the outreach.

The idea is to provide some type of assistance to people wherever they are in their personal health journey. For instance, an overweight person might not be ready to exercise but may show an interest in eating healthier. Or a person with diabetes may not be ready to change unhealthy lifestyle habits but expresses interest in talking to a care manager about the importance of blood glucose testing. Others may just want to talk to someone. Individuals who are overwhelmed with multiple conditions and years of unhealthy lifestyle habits often start the journey to good health by talking about their concerns and goals with a personal coach.

Achieving effective wellness programs begins with a comprehensive and integrated approach. The most effective programs provide a range of services, including:

• Personal health support via health coaching (available via mobile phone, email and Instant Message)
• At-home biometric screening and testing to facilitate early prevention and improved self-monitoring
• Online health programs that provide self-paced exercises
• Educational information
• A health portal that allows participants to maintain a personal electronic health record to store personal health data from physicians, articles and information pertaining to their health.

To make sure individuals at all health levels have access to services that can address their needs, wellness programs should also include disease management for chronic diseases, case management for co-morbid or catastrophic health conditions and pregnancy management services to manage costly high-risk pregnancies.

Coordination of care and communication between all caregivers is also an important component of wellness programs. Providers should receive regular summary reports and alert services that keep them informed of important changes in their patients’ health status.

Helping Individuals Make Better Decisions

The ultimate goal of wellness programs is to provide the support and education necessary to help individuals make better decisions that will lead to improved health outcomes and lower costs.

Employers that take the time to develop comprehensive, integrated and engaging programs will be able to increase participation, maximize the value of their programs and ultimately improve both the health and bottom line for their organizations. 

About the Author

(450 words) Thomas D. Underwood
Chief Executive Officer, Alere Health

Thomas Underwood was appointed CEO of Alere Health in January 2010. Alere Health, LLC is a wholly-owned subsidiary of Inverness Medical Innovations, Inc. (www.invernessmedical.com) (NYSE:IMA). Alere, a Latin verb, meaning “to care for” or “to support”, offers the most patient-centered health management services available from a single provider in the industry. Alere’s services provide health interventions that are designed for the entire lifespan from pre-cradle (high-risk pregnancy and NICU management) to end-of-life care (complex care) as well as the continuum of health from wellness (health and productivity programs) and prevention to total health management of the individual for those having various chronic illnesses.

Underwood brings considerable experience in the healthcare and technology industries to his position. Prior to his appointment, he served as President of the Technology Solutions Division for Alere. Previously for Matria Healthcare (acquired by Inverness Medical Innovations, Inc. and merged with Alere in 2008), he served as President and Chief Operating Officer as well as Executive Vice President of Technology. Underwood came to Matria from First Consulting Group (FCG), where he last served as President of Global Shared Services. During his tenure with FCG, Underwood served in various executive leadership roles, including President of Global Shared Services, Executive Vice President of Healthcare, Executive Vice President of Government and Technology, and President of FCG Software Services. Previously, Underwood was Chief Executive Officer and President of Paragon Solutions, an offshore software development business that was acquired by FCG.

Underwood is leading the company through a time of dynamic change and opportunity. Healthcare reform and employer and plan sponsors’ interest in the programs such as wellness and disease management position the company as a key contributor to the nation’s ongoing effort to improve health. Alere’s experience with 1,500 clients, including many of the nation’s largest employers, health plans and government plans, helps the company understand the needs, drivers and complexities of today’s health plans and employers. Alere also has the services needed by plan sponsors today. Combined with the world class diagnostic tests from its parent, Alere Health provides the most comprehensive range of diagnostic products, integrated devices and health care services available anywhere.  More than 2,100 Alere healthcare professionals, including physicians, nurses and care managers, provide products and services that are evidence-based, effective, personalized and optimized for use in both the home and clinical environments.

By combining health management services with the company’s rapid point-of-care diagnostic products, Alere Health provides clients with the broadest and deepest portfolio of deliverables in the industry. Alere operates within a framework that changes behavior, one person, one touch at a time. For more information on Alere Health and their services, visit www.alere.com.