Wellness Program Obstacles.

Nearly two-thirds of organizations with wellness programs offer employees incentives - financial or otherwise - to participate.

But only one firm in five has seen major betterment in employees’ health status (and lower costs) within two years of launching the incentive. Here are three keys to getting good results - and a red flag for failure.

Cancer screenings pay off big

Most wellness programs feature health-risk assessments for things like high cholesterol and diabetes. But many overlook the need for early detection of cancer, which can affect any employee, regardless of his or her age or general health.

In many cases, you can line up certain screenings, like skin cancer detection (the most common type of cancer and, in its early stages, the most easily treated) for free or at a nominal cost.

These resources are often available through community agencies or the American Cancer Society. More involved and costly screenings - such as mammograms - are well worth the cost.

A single case of cancer identified early ordinarily saves thousands of dollars in medical claims and disability costs - not to mention trauma for the employee.

Smart worker wellness incentives

Medical Insurance Portability and Accountability Act (HIPAA) has tricky non-discrimination rules for offering staff members a break on premiums or copays. You needn’t worry about health insurance portability and accountability act (HIPAA) if you -

1. Structure the program as a cost-break for workers who embrace wellness. on the flip side, imposing surcharges for uncooperative workers can force you to jump through HIPAA hoops.

2. Make the incentive available to all workers. for example, if you offer a discount to non-smokers, an staff member who recently quit smoking must also be eligible.

3. Allow staff members who fail to earn the incentive to have another shot at it next plan year.

Bottom line -  Make the financial incentive a reward, not a punishment. Do the incentives work? When they’re done right, yes.

Firms offering monetary rewards for wellness ordinarily save about $20 to $50 a month, according to some estimates.

Making wellness programs simple

Many firms require workers to work with an individual “health coach” in order to earn premium discounts or other incentives. Generally, the employee sets up appointments and reports to the health coach on a regular basis, either by phone or in individuals.

The good news -  the early results are often encouraging.

The bad news -  Once employees realize there’s ongoing effort involved, many lose interest. But many firms have found a simple alternative. Rather than having participants contact the health coach, the health coach calls them.

In many cases, this minor program tweak keep folks on the right track and cuts dropout rates.

Wellness starts upstairs

No matter how much money your business spends on wellness, the odds of success depend largely on the example set by top management.

Example -  When your CEO is a smoker, chances are few employees will buy into a use of tobacco cessation program.

In like fashion, it’s hard to sell workers on subsidized fitness center memberships when your organization culture is sedentary. for wellness to work, the top brass must practice what the firm preaches.