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Emerging Trends in Worksite Health Promotion and
Wellness Programming
Presented by Charles B. Estey, MS
President – International Association for Worksite Health Promotion
April 5, 2018
810.220.9129 www.iawhp.org
Session Overview
1. Strengthen your understanding of worksite health
promotion and wellness program management.
2. Share emerging trends and how you might prepare to
leverage these opportunities
3. Discuss skill sets to best position yourself in the worksite
health promotion marketplace
4. Invite questions, comments and challenges that you
have faced with your current position or career search or
workplace issues
Worksite Health Promotion Solving Key Business Needs
• Become employer of choice?
• Lowering healthcare costs?
• Increasing productivity?
• Improving the quality of employee performance?
• We want to become employer of choice.
• 94% of employers are still concerned about health care costs
– And if they are not concerned, the employees are!
• Can you help us with employee retention?
• Can you help our employees cope with change?
• Musculo-skeletal injuries and related costs are a major hit to our bottom
line.
• Happy employees make more money for the company!
• Can wellness impact productivity (absence, short-term disability and
worker’s compensation)?
• Our number recordable injury is skin rashes. Can you help us promote
usage of proper detergents and lotions?
Sample Key Business Needs
The Value to the Employer and Employees
Employer Values
Health Care Cost Avoidance
Impact Absence, Disability,
and Workers’
Compensation
Increased Engagement
Recruiting (Employer of
Choice)
Less Absence
Improved Productivity
Employee Values
Improved Health
Increased energy,
resilience, feel better
Enjoyment and fun during
work and leisure
Employer values their
opinions
Work Satisfaction
Financial Health
Top Global Workplace Business Needs
Importance of reasons for
promoting wellbeing
All Regions Asia Pacific EMEA Latin America United States
& Canada
Improving performance and
productivity 1 2 2 1 2
Improving employee
engagement/morale 2 3 1 5 1
Attracting and retaining employees 3 4 3 4 4
Furthering organizations
values/mission 4 7 4 3 5
Improving workplace safety 5 1 5 2 6
Reducing healthcare and insurance
cost 6 6 10 9 2
Maintaining workability 7 4 6 7 7
Promoting corporate image and
brand 8 7 6 5 7
Reducing employee absences 9 10 8 8 9
Fulfilling social/community
responsibility 10 7 9 10 10
Xerox Survey Global Wellbeing Strategies.
• Leadership Support
• Relevance
• Partnership
• Comprehensiveness
• Implementation
• Engagement
• Communications
• Data-Driven
• Compliance
IAWHP Best Practices
Executive Fitness
Employee Health & Fitness
Health Assessments & Biometric
Health Screenings
Integrated Health
Enhancement
Shift Toward Wellbeing
The Evolution of Worksite Health
1970’s 1980’s 1990’s 2000’s 2015’s
Executive Fitness
Employee Health & Fitness
Health Assessments & Biometric
Health Screenings
Integrated Health
Enhancement
Shift Toward Wellbeing
The Evolution of Worksite Health
AAFDBI AFB AWHP IAWHP
The Shift from Wellness to Well-being
• Physical Health
• Financial Health
• Mental Health
• Social Health
• Career Health
Statics about Mental Health Prevalence
1 in 5 Americans Will Experience Mental Illness In Any Given Year
$80-$100 billion in indirect costs
Depression alone is $17 to $44 billion per year in lost
productivity
Resiliency, Mindfulness and Stress Management
Emerging Trends in Worksite Health Promotion and Wellness
• Taking a leadership role in an integrated health and
wellness team (task force)
• Musculo-skeletal issues
• Personalization and digital technology
• Integration of all health benefits creates better results
• Employees have unique needs: personalization
• Ability to measure and report the right things
1a: Integrated Human Capital / Wellness Team
Human Resources
Benefits
Food Services
EAP Fitness
Safety
Wellness
Shared Mission, Goals,
and
Strategic Plan
Linking employee
support services
for the protection,
support, and
enhancement of
the organization’s
human capital in
alignment with
company vision,
values and
business goals
Championed by a
senior officer
with appointed
facilitator to
support problem
solving and
planning process
that will impact
key business
needs
2. Musculo-Skeletal Issues and Claims
Summary Year 1 Year 2 Year 3 8 mos. Year
4
Grand
Total
Total Paid for MSD 6,569,427 6,528,514 8,500,521 6,078,192 27,676,654
No. members with claims 14,865 15,884 17,454 11,100 59,303
Total paid PMPY ($) 442 411 487 548 467
Medical Claims for musculoskeletal disease and related injuries (“MSD”)
Conditions included: Non-traumatic joint disorders, spondylosis, disc disorders and
back problems, strains and sprains and other joint disorders
Cost of MSD is increasing
Integrated Worker Health Protection and Promotion
• Connect workplace safety, ergonomics, and occupational medicine with health promotion
• Create synergistic effects by leveraging the impact of interventions
• Optimize efficiency and effectiveness through integration (avoid continued silo activity)
Occupational Safety and
Health
Worksite Health
Promotion
Integrated Worker Health
Individual-level Organizational-level Environmental-level
• Enabler/amplifier for healthy outcomes
• Behavior design: ever present reminder for healthy lifestyle
• Means to an end, not an end itself
3. Personalization - Technology is Your Friend
Onsite Digital Telephonic
Reach Onsite and Remote Employees
4. The Power and Requirement of Analytics
Claims Data
Health Risk Migration
Dashboard
5. Most In-Demand Skills
1. Core health/fitness component, programming (focus toward musculo-
skeletal issues, injury prevention, diabetes prevention)
2. Strategic planning, measures and reporting, data analytics (think
alignment with community health and health systems)
3. Digital Savvy (improving health literacy and ability to become an
informed health, medical consumer plus ability to extend services
globally )
4. Communications, Change Management – Support for Mental and
Emotional Health
5. Design thinking and innovation (reward and recognition)
6. Inclusive leadership skills, collaboration
Ability to Design, Offer Health Promotion Services to Five Generations Baby Boomers, Gen X, Y and Z (different values and bias toward health)
Listening skills
Written and oral communications
Collaboration
Affirm needs, goals, objectives
Annual plan and reporting
Assessment, interventions
Marketing, promotions
Creativity, design
Measures, analytics, reporting
Policies, procedures (and think globally – data transfer, security)
• Leadership Support
• Relevance
• Partnership
• Comprehensiveness
• Implementation
• Engagement
• Communications
• Data-Driven
• Compliance
Principles Skills Needed
Skills Planning Matrix
Priorities
>>>
Core
Health/Fitnes
s
Strategic Planning /
Integration
Digital Savvy Change
Management
Marketing &
Promotion
Emerging
Needs
(awareness
and skill
building)
Prevent
Diabetes and
CVD
Musculo-
skeletal
Injury Prev
Health Literacy and
Informed Care
Analytics
Primary Care
Digital and
telephonic tools
Global mindset
Collaboration
Reward,
recognition
Benefits
Integration
Story telling
Current
Courses
Human Phys
Nutrition for
Health
Weight Mgt
Strategic Planning in
HP
Research Method
Data Analysis
HP in Healthcare
Health Policy
and Behavior
Change.
Leading People,
Org
Strategic Comm
Health Comm
Courses to
Explore
Managing
Metabolic
Syndrome
Operating Budgets
Client Comm &
Consult
Population Health
Community Health
Talent Management
Digital
Advertising
Design thinking
and innovation.
Consumer-
driven health
data.
Tech to improve
health literacy.
Marketing Social
Change.
Health Psych
Behavioral
Health
Principles of
Counseling
Marketplace and
Consumer
Data Driven ,
Search Engine
Potential Skill
Building
Options
Sleep Health
Injury
Prevention
ACA, ADA, EEOC New Prod Mgt
Global data
transfer, security
Purpose
Resiliency
Addictions
Understanding
global (local)
cultures, values
• Health/Fitness Testing
• Exercise Prescription
• Lead classes
• Program Promotions
• Assist Coordination
Health/Fitness
Specialist
• Program Development
• Operations
• Promotions
• Admin/Reporting
Program
Manager • Develop new products
• Pricing
• Project Management
• Marketing Strategies
Program Development
• Marketing/Sales
• Client Services
• Product Development
• Feasibility Studies & Planning
Regional Director • Finance
• Business Development
• Operations
• Human Resources
C-Suite
Worksite Health Promotion Career Opportunities
• Vouchers
• Physician Forms
• Data Entry
• Reporting
Data Specialist
• Prepare documents
• Online Scheduling
• Assist planning and coordination
Project
Coordinator • Event Planning
• Promotional Strategies
• Reporting
• Quality Management
Account Manager
• Client relations
• Buy-up opportunities
• Program Integration
• Outcomes Reporting
Account Executive • Finance
• Business Development
• Operations
• Human Resources
C-Suite
Worksite Health Promotion Leaders Must Think, Act and React Strategically to Support Employer Business Needs
Think Differently Act Differently React Differently
Understand key
business needs in a
virtual world
Adapt to constantly
shifting power and
influence
Get comfortable with
measured risk and
ambiguity
Embrace broader
opportunities and roles
Collaborate with ease
across many
departments
Demonstrate resilience
in the face of constant
change
Think divergently about
new ways of doing things
Valuing the contribution
of new work partners
and different interest
groups
Prepare and convey a
sound plan when
positioning new
strategies
Making decisions quickly
without all of the
information
Invest more energy into
getting thing right: try,
fail, try again
Having the confidence to
take the lead in driving
change
Good health and fitness can
be a driver of organizational
success versus
programmatic in nature.
