1. Managing Your Business
Managing Wellness
Managing Your Business

2. Rationale for Worksite Health Promotion Programs

3. Rationale For WHP Programs Why the Worksite?
Captive Audience
Consistent Environment
Social Support
Organizational Support
Employer’s Support

4. Topped $1 trillion in 1996 ($1,035.1 billion)
Why Wellness?
Health Spending in US
Topped $1 trillion in 1996 ($1,035.1 billion)
Doubles every 10 years
$26.9 billion
$73.2 billion
$247.3 billion (tripled)
$699.1 billion
$1.3 trillion
Forecast for 2010 is $3.07 trillion

5. Rationale For WHP Programs Why Wellness?
Increasing Costs
Health plans raising premiums
US Business share of health expenditures is 25%
Approximately 50% of a company’s profits are spent on healthcare benefits
Productivity costs estimated at twice direct costs

6. Rationale For WHP Programs Why Wellness?
Lifestyle Accounts for 50% of Deaths
Source: CDC (1980)
Source: US Department of Health and Human Services (1980) Ten leading causes of death in the United States. Atlanta: Center for Disease Control, July.

7. Rationale For WHP Programs What’s the Goal?
It’s Good for Business
Employee Job Satisfaction
Recruitment & Retention
Enhance Competitiveness
Decrease Absenteeism
Decrease Workers Comp & Disability
Manage Healthcare Costs

8. Published Research on WHP What the Research Says
1. High Risk Employees Cost More
Higher Costs
Less Productive
2. WHP Programs Have an Impact
Health Risks
Medical Claims
Absenteeism
Disability
3. Comprehensive Programs Have Positive ROI

9. Published Research: WHP Programs Have an Impact

10. Published Research: Comprehensive Programs Have Positive ROI

11. Comprehensive Programs Have Positive ROI
$3.35
$4.87
$8.22
Source: Aldana (1998)
Savings per Dollar Invested
Source: Aldana SG. Financial impact of worksite health promotion and methodological quality of the evidence. The Art of Health Promotion 1998; 2(1):1-8.

12. “What the Research Tells Us”
Bottom Line:
“What the Research Tells Us”

13. Bottom Line Principles of Effective Program Design
Behaviorally staged
Focus on maintenance and reinforcement
Program beyond risk or disease specific
Tailored to health and safety risk
Incentives for participation
Source: Serxner SA. Practical Considerations for Design and Evaluation of Health Promotion Programs in the Workplace. Disease Management and Health Outcomes (in press).
Source: Serxner (in press)

14. Bottom Line Principles of Effective Program Design
Repeated contacts
Varied formats
Personalization
Low cost & portable
Easy to administer
Emphasis on health and productivity
Source: Serxner SA. Practical Considerations for Design and Evaluation of Health Promotion Programs in the Workplace. Disease Management and Health Outcomes (in press).
Source: Serxner (in press)

15. Bottom Line Principles of Effective Program Design
Multiple distribution channels
Built in program evaluation
Long-term orientation
Integrated with Safety, Occupational Health, EAP, and Training
Visible management support
Source: Serxner SA. Practical Considerations for Design and Evaluation of Health Promotion Programs in the Workplace. Disease Management and Health Outcomes (in press).
Source: Serxner (in press)

16. Bottom Line Wellness is a Healthy Investment
Lower Health Care Costs
Lower Absenteeism
Additional Benefits
Higher Productivity
Lower Turnover
Improved Employee Satisfaction/Morale
Improved Employee Health/Quality of Life
Improved Recruitment
Improved Corporate Image

17. Total Wellness Concepts: Comprehensive Programs
Health Risk Appraisals
Health Screenings
Program Design and Implementation
On-site Wellness Seminars/Programs
Incentive Programs/Awareness Campaigns
On-site Pharmacy
On-site Medical and Fitness Facilities
Program Evaluation and Outcomes