Facilitating good health and well-being among employees is an important role that employers play. However, to be most effective, you need an employee wellness strategy that includes programs and services that really work. Here are the three key components that you must have in order to provide positive results for your employees and your organization.
Capture & Analyze Clinical Data
It’s important to have a clear, concise picture of your employees’ health risks. Without this information, how can you be sure that your program will be effective?
As part of your wellness strategy, it’s important to analyze your employee population to assess their health and wellness needs and match them with the right programs. This analysis should include claims data, health and lifestyle assessment findings, demographics, personal medical history, and social determinants. Compiling this intelligence provides insight into health risks and cost trends, as well as how your health care costs have been affected.
With the data gathered, you can target behavior and risks that impact health and performance. Strategic decisions can be made about how to best address your employees’ needs, including what types of programs and services to offer. This could include physical, mental, and financial health programs, chronic disease programs, and more. Additionally, baseline metrics are established to monitor and measure results in order to track the effectiveness of your programs.
Proactive Outreach & Incentives for Maximum Engagement
Employee engagement is the key to successful outcomes, not only for each employee’s personal goals, but for your bottom line as well. One of the biggest reasons many programs fail is the lack of targeted engagement. You can’t simply set up a program and then expect employees to participate without any outreach and incentives.
The very best wellness strategies incorporate personalized, ongoing, high-touch interventions designed to engage employees in their own care. Employees benefit from supportive identification, education, and management of their issues, and understand the value of program participation in order to stay on track with care plans. Through continued participation, employees are more confident they have the knowledge, resources, and support needed to improve their personal well-being and experience better outcomes.
Incentives for participation are key elements for engagement. They are given to encourage continual and active participation in the program and could include things like eliminated or reduced co-payments, reduced medication costs, gift cards, additional HSA contributions, and more.
Provide Digital Access
In this digital age, it’s imperative that your wellness strategy makes use of the latest technology. Providing an online well-being portal is the best way to allow employees to navigate their health benefits, access available wellness programs and services, engage in activities and challenges, monitor their rewards, and communicate with wellness coaches.
Many programs are offered digitally as well. Whether available online or through an app, employees can confidentially access and work through programs at their own pace and convenience. This encourages program participation and compliance.