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Welcome this webinar is sponsored by, but not about…Welcome this webinar is sponsored by, but not about…
Nearly 1 million heart attacks in the U.S.A annually
About a quarter of a million deaths from the attack per year
Sponsored By: Soundline LLC
WellnessWellnessAn Emerging 4 Billion Dollar MarketAn Emerging 4 Billion Dollar Market
Joel D. Schaffer, [email protected]
Audio Via Internet OnlyAudio Via Internet OnlyIf Your Computer Has No Speakers… Call 973-927- 4100 For AlternativesIf Your Computer Has No Speakers… Call 973-927- 4100 For Alternatives
The quality or state of being healthy in both body and mind, especially as a result of The quality or state of being healthy in both body and mind, especially as a result of
a deliberate effort. It’s an active process and approach to employee a deliberate effort. It’s an active process and approach to employee
healthcare that emphasizes preventing illness and prolonging life, as opposed to healthcare that emphasizes preventing illness and prolonging life, as opposed to
emphasizing treating diseases.emphasizing treating diseases.
There is a need for our products and services in many applications.There is a need for our products and services in many applications.
There is a place for a wellness There is a place for a wellness engagement consultant engagement consultant on a corporate wellness team.on a corporate wellness team.
This opportunity This opportunity should not should not be approached without knowledge.be approached without knowledge.
How to How to ppositionosition yourself and your company for the buyer. yourself and your company for the buyer.
Today’s TakeawayToday’s Takeaway
Corporate America Spends:Corporate America Spends:227 + Billion dollars on healthcare annually.227 + Billion dollars on healthcare annually.
It loses 1.1 trillion dollars due to due to diabetes, depression, It loses 1.1 trillion dollars due to due to diabetes, depression, cardiovascular health and other illnesses .cardiovascular health and other illnesses .
Lowering the obesity rate alone could result in a remarkable Lowering the obesity rate alone could result in a remarkable
productivity surge of $254 billion.productivity surge of $254 billion.
Productivity gains, from even modest improvements in prevention and Productivity gains, from even modest improvements in prevention and
treatmenttreatment, could boost the nation’s gross domestic product by $905 billion, could boost the nation’s gross domestic product by $905 billion. .
Why Wellness Programs? – The Numbers Are StaggeringWhy Wellness Programs? – The Numbers Are Staggering
Source: 2007 Milken Institute report Source: 2007 Milken Institute report
This fact, along with a desire to improve This fact, along with a desire to improve productivity, has caused (or forced) productivity, has caused (or forced) more and more employers to turn to more and more employers to turn to
company wellness programs. company wellness programs. HOWEVER…HOWEVER…
Employee Insurance Costs More Than Double In Ten YearsEmployee Insurance Costs More Than Double In Ten Years
Client Problem – Client Need – Client OpportunityClient Problem – Client Need – Client Opportunity
Source: 2009 employee survey conducted by MasterCard and Harris InteractiveSource: 2009 employee survey conducted by MasterCard and Harris Interactive
……despite their popularity, these despite their popularity, these programs aren’t living up to their programs aren’t living up to their potential. Participation rates are potential. Participation rates are
disappointingly lowdisappointingly low,, 46%46%
Employees who took wellness tests were found to be at high risk for :Employees who took wellness tests were found to be at high risk for :
High cholesterol High cholesterol
Kidney disease Kidney disease
DiabetesDiabetes
It was news to them. The study that covered 52,270 first-time participants in wellness testsIt was news to them. The study that covered 52,270 first-time participants in wellness tests
Source: Quest Diagnostics Study 2003 -2010Source: Quest Diagnostics Study 2003 -2010
There Is A ProblemThere Is A Problem
MORE THANMORE THAN
1 out of 31 out of 3
Employers are using wellness penalties more frequently and the curve is up.. to a Employers are using wellness penalties more frequently and the curve is up.. to a
forecasted 30% in 2012.forecasted 30% in 2012.
54% of employers are currently providing financial incentives to wellness participants. The 54% of employers are currently providing financial incentives to wellness participants. The
number will grow in 2012.number will grow in 2012.
Employers will offer cash incentives, ranging from $25 to $200, to employees who fill out Employers will offer cash incentives, ranging from $25 to $200, to employees who fill out
a health risk assessment report or submit to a biometric screeninga health risk assessment report or submit to a biometric screening
Average participation in completing health risk assessments is Average participation in completing health risk assessments is
46% with incentives versus 19% without. 46% with incentives versus 19% without.
•Average participation in biometric screenings is Average participation in biometric screenings is
•45% with incentives and 25% without. 45% with incentives and 25% without.
UndergoingUndergoing Huge Change Huge Change
Source: Towers Watson’s 2011/2012 Staying@Work Report.
Survey of 335 mid-large size employers(with 7.8 million employees) foundSurvey of 335 mid-large size employers(with 7.8 million employees) found
Healthier is better but, for wellness program success, you need to give Healthier is better but, for wellness program success, you need to give employees a reason to sign up and stick with it. The right kind of employees a reason to sign up and stick with it. The right kind of incentive will inspire this behavior, increasing participation and ROI.incentive will inspire this behavior, increasing participation and ROI.
The Key To ProgramThe Key To Program
Wellness programs will fail without Wellness programs will fail without employee engagement.employee engagement.
Employee Engagement Employee Engagement ConsultantConsultant
The Core Need – The Core Assignment ?The Core Need – The Core Assignment ?
Employee Wellness Engagement ConsultantEmployee Wellness Engagement Consultant
Several laws and regulations govern wellness plans; the most important of which is Several laws and regulations govern wellness plans; the most important of which is the the
Health Insurance Portability and Accountability Act (HIPAA). Health Insurance Portability and Accountability Act (HIPAA).
HIPAA is a broad-reaching statute that touches employee health, privacy and HIPAA is a broad-reaching statute that touches employee health, privacy and benefits. Most notably when it comes to wellness, HIPAA deals with whether benefits. Most notably when it comes to wellness, HIPAA deals with whether employees are discriminated against by the employer. employees are discriminated against by the employer.
Source: Amy Gallagher, GoLocalProvSource: Amy Gallagher, GoLocalProv
Consultants Must Know The LawsConsultants Must Know The Laws
Participation-based Participation-based : : May reward employees for simply participating in activities such May reward employees for simply participating in activities such as health screening or a tobacco cessation programs, but may not be required to have as health screening or a tobacco cessation programs, but may not be required to have a “normal” health screening result (i.e. 120/80 blood pressure) or quit smoking. a “normal” health screening result (i.e. 120/80 blood pressure) or quit smoking.
Standards-based programs:Standards-based programs: Aim to help employees meet behavior-changing Aim to help employees meet behavior-changing milestones by providing incentives only if health goals are achieved. An example of a milestones by providing incentives only if health goals are achieved. An example of a standards-based program is one that requires employees to show whether they standards-based program is one that requires employees to show whether they smoke, either by completing an affidavit or having a tobacco screening with a negative smoke, either by completing an affidavit or having a tobacco screening with a negative result. result.
Consultants must Know The MethodologyConsultants must Know The Methodology
Wellness Programs Fall Into Two Basic CategoriesWellness Programs Fall Into Two Basic Categories
•Incentive rewards Incentive rewards must not exceed 20% of the cost of employee-only coverage under the plan. must not exceed 20% of the cost of employee-only coverage under the plan.
•Rewards can include premium credits, copay reductions, account contributions or even Rewards can include premium credits, copay reductions, account contributions or even gift cards.gift cards.
•The program design must The program design must promote health or prevent diseasepromote health or prevent disease..
•Employees must have the opportunity to qualify for the incentive reward at least once per year.Employees must have the opportunity to qualify for the incentive reward at least once per year.
•The program must be available to all similarly situated employees. This means that if an employee The program must be available to all similarly situated employees. This means that if an employee
comes to you and says there is a medical reason why he/she cannot meet the standard health comes to you and says there is a medical reason why he/she cannot meet the standard health
goals because it would be “unreasonably difficult,” you must provide a reasonable alternative or goals because it would be “unreasonably difficult,” you must provide a reasonable alternative or
waiver for any employee who presents this situation. waiver for any employee who presents this situation.
Standards-based programs have greater HIPPA requirementsStandards-based programs have greater HIPPA requirements
A Very Bright, But Changing FutureA Very Bright, But Changing Future
Wellness Program Rules Will Change In 2014Wellness Program Rules Will Change In 2014
Effective Date:Effective Date:Plan years beginning on or after 1/1/2014Plan years beginning on or after 1/1/2014
Synopsis:Synopsis:Increases the maximum incentive amount for wellness programs from 20% to Increases the maximum incentive amount for wellness programs from 20% to 30% of the COBRA cost of coverage, with possibility of HHS increasing the cap to 30% of the COBRA cost of coverage, with possibility of HHS increasing the cap to 50%; otherwise the same rules apply as under HIPAA.50%; otherwise the same rules apply as under HIPAA.
Does not apply to grandfathered plans.Does not apply to grandfathered plans.
Who Buys? Who Buys? Some strategic titlesSome strategic titlesManager, Organizational PerformanceManager, Organizational PerformanceRewards and Recognition ManagerRewards and Recognition ManagerSystem Director, Payroll Services & Corporate TaxationSystem Director, Payroll Services & Corporate TaxationRecognition Programs ManagerRecognition Programs Manager
ProspectingProspecting
Wellness is not just a sale, it’s an enterpriseWellness is not just a sale, it’s an enterprise
Run Away – Run AfterRun Away – Run AfterYou can’t convince a company to run a program. Run away You can’t convince a company to run a program. Run away
from those who don’t have one, run after those who do. from those who don’t have one, run after those who do. Keep a running tab on those most likely to have one soon.Keep a running tab on those most likely to have one soon.
Who Is The Wellness Buyer?Who Is The Wellness Buyer?
Director of Employee Health and WellnessDirector of Employee Health and WellnessUniversity of Texas Medical Branch - Galveston, Texas (Houston, Texas Area)University of Texas Medical Branch - Galveston, Texas (Houston, Texas Area)
Job DescriptionJob DescriptionThe Director of Employee Health and Wellness serves as the administrator and manager of The Director of Employee Health and Wellness serves as the administrator and manager of business and clinical affairs for the Employee Health & Wellness Division of Human Resources business and clinical affairs for the Employee Health & Wellness Division of Human Resources (Division includes Employee Health Clinic, Employee Wellness Health Promotion, Employee (Division includes Employee Health Clinic, Employee Wellness Health Promotion, Employee Assistance Program, Employee Injury Management Program and Institution ADA compliance).Assistance Program, Employee Injury Management Program and Institution ADA compliance).
Desired Skills & ExperienceDesired Skills & ExperienceBachelor's degree in Nursing, Registered Nurse in Texas or a Compact State ANDBachelor's degree in Nursing, Registered Nurse in Texas or a Compact State ANDMaster's degree in psychology, social work or related field, 7 years of progressive experience Master's degree in psychology, social work or related field, 7 years of progressive experience in Human Resources, Workers' Compensation, Employee Assistance Programs, Outpatient in Human Resources, Workers' Compensation, Employee Assistance Programs, Outpatient Clinics or related field (prefer outpatient operations and management preferred).Clinics or related field (prefer outpatient operations and management preferred).
• WEIGHT MANAGEMENT WEIGHT MANAGEMENT • DIABETES SUPPORT DIABETES SUPPORT • STRESS MANAGEMENT STRESS MANAGEMENT • CHRONIC CONDITIONS SUPPORT CHRONIC CONDITIONS SUPPORT • PHYSICAL ACTIVITY PHYSICAL ACTIVITY • DEPRESSION SYMPTOMS SUPPORTDEPRESSION SYMPTOMS SUPPORT
Primary Areas Of Wellness ConcernPrimary Areas Of Wellness Concern
A 13-year long American Cancer Society study concluded:A 13-year long American Cancer Society study concluded:Women who sat for more than six hours a day were 94% more likely to die Women who sat for more than six hours a day were 94% more likely to die during the study period (48% for men). The majority of a workforce will sit at during the study period (48% for men). The majority of a workforce will sit at a desk for a full day. Combine that with sitting during their commute and a desk for a full day. Combine that with sitting during their commute and while watching TV. The sum of sitting equals an average of 7.7 hours a day while watching TV. The sum of sitting equals an average of 7.7 hours a day spent being sedentary. spent being sedentary.
Source The American Journal of Epidemiology.Source The American Journal of Epidemiology.
Dr. David Laibson, Ph.D., a Harvard professor recommended that employers encourage Dr. David Laibson, Ph.D., a Harvard professor recommended that employers encourage working groups to have walking meetings to build more movement into the workday.working groups to have walking meetings to build more movement into the workday.
Wellness & Prevention, Inc., a Johnson & Johnson company, states that as little as one to two Wellness & Prevention, Inc., a Johnson & Johnson company, states that as little as one to two minutes of physical activity every 30 minutes or so is enough to oxygenate the brain to minutes of physical activity every 30 minutes or so is enough to oxygenate the brain to improve employee function and productivityimprove employee function and productivity.
Some Problems To Tackle – Sedentary JobsSome Problems To Tackle – Sedentary Jobs
Job StressJob Stress
Three Faces Of Product PositioningThree Faces Of Product Positioning
Create AwarenessCreate Awareness Functional ToolFunctional Tool IncentiveIncentive
You Will Be Judged By
The Quality of Your
Prescriptions
Primary Areas Of Wellness ConcernPrimary Areas Of Wellness Concern
WeightWeight
Tape Tape MeasureMeasureCalorie Calorie GuideGuideScaleScaleHealth Health FoodFoodLunch bagLunch bagJump RopeJump RopePedometerPedometer
DiabetesDiabetes
Pill bottlePill bottleCarry CaseCarry CaseBooksBooksCooking UtensilCooking Utensil
DepressiDepressionon
ActivityActivity ChronicChronic
Mouse Mouse padpadPillowPillow
StressStress
MusicMusicBooksBooksYoga MatYoga MatAromaAromaWaterfallWaterfall
Weight managementWeight managementDiabetes SupportDiabetes Support
Stress ManagementStress ManagementChronic Conditions SupportChronic Conditions Support
Physical ActivityPhysical ActivityDepression Symptoms SupportDepression Symptoms Support
•• Antibacterial ProductsAntibacterial Products•• ApparelApparel•• AwardsAwards•• Awareness BraceletsAwareness Bracelets•• Bags & TotesBags & Totes•• Blood Pressure GuidesBlood Pressure Guides•• CalendarsCalendars•• Calorie CountersCalorie Counters•• Cancer AwarenessCancer Awareness•• Caps & HatsCaps & Hats•• Computer accessoriesComputer accessories•• CondomCondom
Desk & OfficeDesk & Office•• Drink wareDrink ware•• Emergency & SurvivalEmergency & Survival•• Exercise & FitnessExercise & Fitness•• First Aid KitsFirst Aid Kits•• Food & CandyFood & Candy•• Fun & GamesFun & Games••
•• Golf & SportsGolf & Sports•• Hand SanitizerHand Sanitizer•• Health & BeautyHealth & Beauty•• Heart HealthyHeart Healthy•• Home and kitchenHome and kitchen•• Lip BalmLip Balm•• MusicMusic•• PedometersPedometers•• Pill BoxesPill Boxes•• Stop Smoking KitsStop Smoking Kits•• Stress Relievers & BallsStress Relievers & Balls•• Sun Screen & Sun BlockSun Screen & Sun Block•• Wellness Pocket SlidersWellness Pocket Sliders•• Wellness SnacksWellness Snacks
Products In Your Wellness SolutionsProducts In Your Wellness Solutions
There Is No Scientific Data That Squeezing A Toy Lowers There Is No Scientific Data That Squeezing A Toy Lowers Hypertension - StressHypertension - Stress
Do not Do not approach this market as a promotional products vendor.approach this market as a promotional products vendor.
Learn Learn the needs of the market, the programs and the managers.the needs of the market, the programs and the managers.
Build assets Build assets (case histories, references, associations, and accreditation).(case histories, references, associations, and accreditation).
Learn the lawLearn the law, the language and the science., the language and the science.
Build a network Build a network of strategic relationships.of strategic relationships.
Build a marketing program Build a marketing program for client development and maintenance.for client development and maintenance.
Approach the market with a legal pad and questions … a true Approach the market with a legal pad and questions … a true consulting approachconsulting approach..
Work hard to become a Work hard to become a partner/team member partner/team member with your client.with your client.
Do a comprehensive review of your Do a comprehensive review of your supplier resourcessupplier resources..
IdentifyIdentify product and service applications. Catalog them. product and service applications. Catalog them.
How To Succeed In Wellness
• Cover letter Cover letter
•About your company/you About your company/you
• Introduction and benefits of employee health ARMERIntroduction and benefits of employee health ARMER
• Employee engagement and case historiesEmployee engagement and case histories
• Accreditation (if you get some basic training)Accreditation (if you get some basic training)
• Evaluation – consulting – your processEvaluation – consulting – your process
• RecommendationsRecommendations
• Products & Services (creative, sourcing, fulfillment)Products & Services (creative, sourcing, fulfillment)
•Value proposition (why you)Value proposition (why you)
Proposal for Corporate Wellness ProgramsProposal for Corporate Wellness Programs
Build Your Wellness NetworkBuild Your Wellness Network
•Assemble a network of freelance consultantsAssemble a network of freelance consultantsoDieticiansDieticiansoIndustrial psychologistsIndustrial psychologistsoFitness coachesFitness coaches
•Network with facilitiesNetwork with facilitiesoSpaSpaoGymGymoDiet centerDiet center
•Join HR groupsJoin HR groups•Join Linked In groupsJoin Linked In groups•Subscribe to on line journals and newsletters Subscribe to on line journals and newsletters
AAPPRECIATION – PPRECIATION – RRECOGNTION – ECOGNTION – MMOTIVATION– OTIVATION– EEDUCATIONDUCATION- R- REINFORCEMENTEINFORCEMENT
Show Show AAppreciation for participation, accomplishment, etc.ppreciation for participation, accomplishment, etc.
Provide Provide RRecognitionecognition•Accomplishment –weight loss, quit smoking, lower vital levelsAccomplishment –weight loss, quit smoking, lower vital levels•MilestonesMilestones
Provide Provide MMotivation for otivation for •ParticipationParticipation•ResultsResults•ComplianceCompliance
EEducate the participantducate the participant
RReinforce a programeinforce a program•AnnouncementAnnouncement•AwarenessAwareness
Provide A.R.M.E.R. For Wellness InitiativesProvide A.R.M.E.R. For Wellness Initiatives
Promotional products, when integrated into wellness programs, provide an invaluable assist Promotional products, when integrated into wellness programs, provide an invaluable assist in meeting program objectives in a tangible, dimensional way.in meeting program objectives in a tangible, dimensional way.
Promotional products affect human behavior and help employees comply with a program Promotional products affect human behavior and help employees comply with a program and advice.and advice.
Promotional products integrated into a program, can have measurable ROI and help Promotional products integrated into a program, can have measurable ROI and help improve overall health, productivity, wellness.improve overall health, productivity, wellness.
Promotional products can help :Promotional products can help :
Engage employeesEngage employees Increase productivityIncrease productivity Decrease absenteeismDecrease absenteeism Improve moraleImprove morale Improve quality of lifeImprove quality of life Extended life expectancyExtended life expectancy
Boldly Stating The Benefits You DeliveBoldly Stating The Benefits You Deliverr
FederalFederal Legislation Legislation
Johnson & Johnson Family of Companies Johnson & Johnson Family of Companies (2006 to 2010)(2006 to 2010)
The percentage of low risk employees The percentage of low risk employees increasedincreased from 78% to 87% from 78% to 87%The number of high risk employees was The number of high risk employees was reduced reduced from 1.4% to 0.9%. from 1.4% to 0.9%.
Source; Wellness & Prevention Inc
Wellness Programs WorkWellness Programs Work
The Sprint Get Fit Challenge The Sprint Get Fit Challenge 12 week program12 week program
Employees were encouraged to sign up in teams and the competition focused on three Employees were encouraged to sign up in teams and the competition focused on three areas: weight loss, exercise minutes and pedometer steps. The challenge achieved the areas: weight loss, exercise minutes and pedometer steps. The challenge achieved the following results:following results:
Wellness Programs WorkWellness Programs Work
•Over 40,000 pounds of weight lostOver 40,000 pounds of weight lost•Nearly 22,000 exercise minutes completedNearly 22,000 exercise minutes completed•Almost 4.8 billion steps takenAlmost 4.8 billion steps taken
Of those who participated in the program, nearly 70% Of those who participated in the program, nearly 70% were first-time wellness participants. were first-time wellness participants.
What's Good For The Worker Is Good For The CompanyWhat's Good For The Worker Is Good For The Company
Retailer L.L. Bean instituted daily, mini-exercise breaks 15 years ago throughout Retailer L.L. Bean instituted daily, mini-exercise breaks 15 years ago throughout its assembly plant with great results, Yancey says. The breaks were five minutes its assembly plant with great results, Yancey says. The breaks were five minutes each, three times a day. At the end of the shift, the company found a 30-minute each, three times a day. At the end of the shift, the company found a 30-minute return on productivity for an investment of 15 minutes of physical activity. "The return on productivity for an investment of 15 minutes of physical activity. "The number of bags and shoes that they do not produce in those 15 minutes," she number of bags and shoes that they do not produce in those 15 minutes," she says, "they actually get back and then some." Yancey is now involved in a study says, "they actually get back and then some." Yancey is now involved in a study looking at how employees fare at more than 70 work sites instituting similar looking at how employees fare at more than 70 work sites instituting similar programs across Los Angeles County. She expects findings within three years.programs across Los Angeles County. She expects findings within three years.
Wellness Programs WorkWellness Programs Work
Incentives Make Wellness Programs Work “Weller” Incentives Make Wellness Programs Work “Weller”
A CASE HISTORY A CASE HISTORY How effective are the programs? Respondents said :How effective are the programs? Respondents said :
74% report they are more engaged with life74% report they are more engaged with life69% report they are more engaged in taking care of their health69% report they are more engaged in taking care of their health71% report successful management of their mental energy71% report successful management of their mental energy68% report successful management of their physical energy68% report successful management of their physical energy56% report they are more productive at work56% report they are more productive at work51% report they are more resilient51% report they are more resilient
These results are based on self-reported data provided by Performance Programs, Inc. who measured the These results are based on self-reported data provided by Performance Programs, Inc. who measured the responses of program participants from 2006 to 2008 (599 participants; 201 participants at six months follow-responses of program participants from 2006 to 2008 (599 participants; 201 participants at six months follow-up). Statistics reflect percentage of survey respondents.up). Statistics reflect percentage of survey respondents.
Wellness Programs Work Wellness Programs Work
A Commercial Putting Research Behind RecommendationsA Commercial Putting Research Behind Recommendations
Sound Mind - Sound Body - Soundline
Thank You &Thank You &Healthy SellingHealthy Selling
For a copy of this presentation e-mail [email protected] a copy of this presentation e-mail [email protected]
Blood Donor AppreciationBlood Donor Appreciation
