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C. Reilly rewarding healthy behaviors summit
The document summarizes a summit on rewarding healthy behaviors. It will discuss innovations in wellness programs including health and productivity models, social networking, gamification, integration of wellness into benefits, and results-based wellness. It will provide strategies for addressing common challenges like lack of time, motivation, and communications. It will also discuss companies leading the way in wellness solutions and provide case studies of programs. The summit aims to help organizations revolutionize their wellness programs to increase engagement and results.
C. Reilly rewarding healthy behaviors summit
- 1. Rewarding Healthy BehaviorsSummit San Diego: Jan 30-31 Colleen Reilly, President Total Well-Being
- 2. Revolutionize your WellnessProgram: Increase Engagement and Get Results 5 Key Areas of innovation – Health & Productivity Model – Social Networking – Gamification – Integration – Results Based Wellness Skills & Strategies for the 3 Biggest Challenges – Lack of Time – Lack of Motivation – Communications Who is Leading the Way – Limeade – Keas – Red Brick Case Studies – Small, Medium and Large Employee Base www.employeetotalwellbeing.com 2 303.696.5420
- 3. 5 Key Areasof Innovation • Health & Productivity • Social Networking • Gamification • Behavioral Economics • Results Based Wellness www.employeetotalwellbeing.com 3 303.696.5420
- 4. 1. Health &Productivity www.employeetotalwellbeing.com 4 303.696.5420
- 5. Where We AreGoing YESTERDAY TODAY TOMORROW Quality of Traditional Health & Productivity Work Life Approach Management Activity Results Fun oriented oriented oriented www.employeetotalwellbeing.com 5 303.696.5420
- 6. Traditional Population HealthManagement Traditional PHM programs work, but there are still challenges: Lack of engagement and retention Forced and not fun Lack of sustainable behavior change www.employeetotalwellbeing.com 6 303.696.5420
- 7. The Drivers Behaviors and measures linked to health costs Work factors that Underlying behavioral predict performance & emotional drivers & profit of productivity and health Our 100% evidence-based approach—from global leaders in health & human capital— predicts 10x more of the variance in productivity than health-risk-only approaches. www.employeetotalwellbeing.com 7 303.696.5420
- 8. But there’s moreto high performance… www.employeetotalwellbeing.com 8 303.696.5420
- 9. The Wellness Blueprint •It’s proven, and it focuses on risk and cost GAINS FROM BUSINESS METRICS IMPLEMENTING WELLNESS % change in sick leave -25.3% % change in health costs -26.5% % change in workers’ compensation -40.7% % change in disability management -24.2% Cost / Benefit Ratio 5.8x www.employeetotalwellbeing.com 9 303.696.5420
- 10. 2. Social Networking www.employeetotalwellbeing.com 10 303.696.5420
- 11. Does the socialplay a role in wellness? “People are connected, and so their health is connected.” •- Nicholas Christakis, M.D. www.employeetotalwellbeing.com 11 303.696.5420
- 12. According to Dr.Christakis… SOCIAL CONTAGION •Increased risk of an “…the relevance of SOCIAL INFLUENCE also suggests individual becoming obese that it may be possible to when a person in his social harness network becomes obese: this same force to slow 171% the spread of obesity. No Increased NETWORK PHENOMENON 37% 40% Risk might be exploited to •Neighbor •Spouse •Sibling •Mutual friend spread positive health behaviors.” •The Spread of Obesity in a Large Social Network over 32 Years, •Nicholas A. Christakis, M.D., Ph.D., M.P.H., and James H. Fowler, Ph.D. www.employeetotalwellbeing.com 12 303.696.5420
- 13. MAKES WELLNESS FUN! Challenges and groups | Activity plan sharing Peer-to-peer invitations | Peer coaching | Profile searching www.employeetotalwellbeing.com 13 • 303.696.5420
- 14. 3. Gamification www.employeetotalwellbeing.com 14 303.696.5420
- 15. Gamification The gamificationof incentive programs describes the use of “game-play” elements from online social games to promote employee productivity and health www.employeetotalwellbeing.com 15 303.696.5420
- 16. Gamification Gamification has beenutilized in employee training and wellness programs to track progress while also providing recognition and rewards Examples of gamification elements in employee wellness programs •Electronic badges •Leaderboard recognition •Achievement levels •Online challenges These elements have been successfully utilized in: •Employee weight loss competitions •Fitness and nutrition challenges www.employeetotalwellbeing.com 16 303.696.5420
- 17. 4. Integration www.employeetotalwellbeing.com 17 303.696.5420
- 18. The 3 Pillarsof Engagement Culture Communications Incentives www.employeetotalwellbeing.com 18 303.696.5420
- 19. Create Breakthrough Results Resolution: 0–9% Trend Conflict: Beat 14% Trend www.employeetotalwellbeing.com 19 303.696.5420
- 20. To change behavior,change offer and delivery Programmatic Integrated Platform can improve overall health and productivity through: • Robust wellness offerings with incentives • Consumer-driven health plan • Self-service tools www.employeetotalwellbeing.com 20 303.696.5420
- 21. Wellness & BenefitsFramework www.employeetotalwellbeing.com 21 303.696.5420
- 22. Fit Your Culture Comprehensive Fits Your Culture Fits Your Goals Awareness 80% Participation Well Being Assessment 75% Engagement Biometric Screening Actions Fits Busy Lives Challenges Simple Social Mobile. Games. Devices. Easy to use. Mobile & Devices Easy to manage. Routing to Resources Rewards Incentives Real-time Reporting www.employeetotalwellbeing.com 22 303.696.5420
- 23. 5. Results-Based Wellness www.employeetotalwellbeing.com 23 303.696.5420
- 24. www.employeetotalwellbeing.com 24 303.696.5420
- 25. www.employeetotalwellbeing.com 25 303.696.5420
- 26. What is goingon? Insurance Increases Over Last 10 Years 150% 131% 100% 50% 14% 15% 0% Life Auto Health Key Things to Note: • Auto and Life Insurance are both based on personal responsibility • Health Insurance is NOT! • When personal responsibility is introduced it can motivate: • Positive Actions • Lower Costs www.employeetotalwellbeing.com 26 303.696.5420
- 27. Best Practices forResults-Based Wellness 1. Develop long term strategy 2. Understand the law 3. Identify criteria/standards that will be used in your program 4. Identified baseline data 5. Identify a reasonable alternative 6. Communication www.employeetotalwellbeing.com 27 303.696.5420
- 28. Legalities- 5 ThingsYou Need to Know 1. Must be re-assessed at least once per year 2. Must be designed to promote health and wellness 3. May not exceed 20% of total cost of coverage offered 4. Must be available to all "similarly situated individuals" appeals and "reasonable alternative" must be offered and wellness exemption for participants that it is medically inadvisable to reach the wellness results 5. Must disclose the availability of the appeal in all plan materials www.employeetotalwellbeing.com 28 303.696.5420
- 29. Time www.employeetotalwellbeing.com 29 303.696.5420
- 30. Keep It Simple www.employeetotalwellbeing.com 30 303.696.5420
- 31. Make Time forHealth •Set a plan: schedule healthy meals and workouts ahead of time •Divide and conquer: if you are particularly busy, split up fitness activities into manageable 15 minute sessions •Socialize and get healthy: spend time with a friend or family member while walking, hiking, doing yoga, or cooking www.employeetotalwellbeing.com 31 303.696.5420
- 32. Motivation www.employeetotalwellbeing.com 32 303.696.5420
- 33. Behavioral Economics • Rule 1: Prospect Theory — We hate losses more than we love gains. • Rule 2: Discounting — We like certainty more than uncertainty. • Rule 3: Framing — We view economic losses or gains in context. • Rule 4: Endowment Effect — We like what is already ours. • Rule 5: Optimism — We overestimate our chance of success. • Rule 6: Fairness — We abhor anything that appears unfair. • Rule 7: Availability — We are more motivated by stories than by statistics. www.employeetotalwellbeing.com 33 303.696.5420
- 34. We’re Always MakingChoices important to me good for me right now vs www.employeetotalwellbeing.com 34 303.696.5420
- 35. Communication www.employeetotalwellbeing.com 35 303.696.5420
- 36. Communication Communication – allabout the source, content, style, channel, frequency Goal: raise awareness, motivate, involve, engage Results: understanding, support, accomplishment, engagement 36 www.employeetotalwellbeing.com 303.696.5420
- 37. Video Examples • http://www.youtube.com/watch?v=aUaInS 6HIGoNelnet • http://employeetotalwellbeing.com/ www.employeetotalwellbeing.com 37 303.696.5420
- 38. Leaders www.employeetotalwellbeing.com 38 303.696.5420
- 39. Limeade •Limeade specializes inonline corporate wellness •By using the Limeade system, employers can launch challenges, perform assessments, and promote wellness programs •Limeade allows employees to set and track goals while earning incentives www.employeetotalwellbeing.com 39 303.696.5420
- 40. KEAS •Keas is acorporate wellness provider that combines social media and online games to promote employee health and productivity •The online program can be accessed via home computer and mobile phone www.employeetotalwellbeing.com 40 303.696.5420
- 41. Case Studies www.employeetotalwellbeing.com 41 303.696.5420
- 42. What is Nelnet? www.employeetotalwellbeing.com 42 303.696.5420
- 43. Wellness Framework IMPACT EFFECT INTERVENTION NEEDS IDENTIFY ISSUES… BUILD PROGRAM…CHANGE BEHAVIORS… MAKE A DIFFERENCE www.employeetotalwellbeing.com 43 303.696.5420
- 44. Wellness Framework- MoreDetailed GOALS Employee Engagement Innovative Solutions and Delivery METRICS / DESIRED OUTCOMES Financial Performance Consumer Engagement Population Health STRATEGIC LEVERS Strategy and Governance Change Management Financial Management Delivery Design www.employeetotalwellbeing.com 44 303.696.5420
- 45. To change behavior,change offer & delivery Programmatic Integrated Wellness Medical Integrated programs benefit EAP Wellness & HRA Benefits Disability Absence Platform can improve overall health and productivity through: • Robust wellness offerings with incentives • Consumer-driven health plan • Self-service tools www.employeetotalwellbeing.com 45 303.696.5420
- 46. Senior Management Support Buy in from key players: Wellness Steering Committee Wellness & Benefits Advisory Committee Wellness & Safety Leaders Wellness Champions www.employeetotalwellbeing.com 46 303.696.5420
- 47. Cross Country Chase •Physical activity team challenge •Teams lead by 3 key executive leaders (CEO, CFO, President) •High participation and competition www.employeetotalwellbeing.com 47 303.696.5420
- 48. Wellness & BenefitsPlan Design Mandate to complete Health Screening and Well-Being Assessment for Medical Benefits Eligibility Earn 2500 Wellness Points quarterly and earn up to $1200 into Health Savings Account Meet Nelnet Biometric Screening Goals and earn 20% of Health Care premiums Meet Biometric National Guidelines and be entered into a raffle for FREE health care premiums for one year. www.employeetotalwellbeing.com 48 303.696.5420
- 49. Nelnet Medical Trend $16,000,000 $14,000,000 $12,000,000 $10,000,000 $8,000,000 $6,000,000 $4,000,000 $2,000,000 $0 2006 2007 2008 2009 2010 www.employeetotalwellbeing.com 49 303.696.5420
- 50. Recognition THE FABULOUS MELISSA DUNN! TODAY! BEFORE Congratulations Melissa! BEFORE www.employeetotalwellbeing.com 50 303.696.5420
- 51.