Employee wellness programs have garnered a great deal of positive attention in recent years, as new, more personalized approaches have provided more effective ways in which to improve the health of employees in a way that the employees see as positive. In the spirit of all the “Top 10” lists that appear this time of year, here is a list providing the top 10 reasons uour hospital will benefit from initiating an employee wellness program.
1. Reduction in long-term healthcare costs. While hospitals essentially define the business of health care, that doesn’t mean they aren’t very cognizant of the cost of their own employee’s health care. These costs are among the largest controllable line items in each year’s budget, and yet they are not — at least not in most cases — being effectively controlled. An effective employee wellness program will do just that over time.
2. Your competitor is already doing it (or will be soon). Employee wellness programs have already been instituted by over 74 percent of all medium and large employers. Those who have not yet taken advantage of this opportunity are falling behind on multiple fronts.
3. Additional revenue stream for the hospital. While the long term cost savings are significant, hospitals are in a unique position to actually create an additional revenue stream as well. By partnering with a respected provider, hospitals can offer an independent service to employer groups in your area at a reduced rate from what they would receive separately. Not only does this enhance loyalty, but it also helps educate these employees/employers about the services offered by the hospital (from a trusted, independent source).
4. Maximizes the value of what you’re already providing. With an actual "one size fits one" approach to your wellness program, you will likely discover benefits far beyond the actual program itself. The personalized connection that ensues will improve participation in other benefits as well, from appropriate use of the EAP to participation in your current on-site programs.
5. Reduced disability costs. The extensive study out of Duke University made it very clear that the connection between BMI and disability costs exists at a high level — and a high cost (see the white paper available for free at www.USCorporateWellness.com for details). As referenced above with healthcare costs, this is a controllable factor with an effective approach to employee wellness.
6. Happier, more engaged employees. The studies around “presenteeism” (employees not only being present, but actually engaged in productive work) and its tie to health and wellness continue to expand. The logical connection between healthy employees and productive employees no longer requires a mental leap. It’s been confirmed.
7. Even the "worst case scenario" is positive. Dee Eddington out of the University of Michigan has noted that even if employees don’t "improve" their number of risk factors, employers still save hundreds of dollars annually for each employee that does not increase their number of risk factors.
8. Short-term savings in sick time. Various studies demonstrate a 20-24 percent decrease in sick time tied to an effective program. And unlike some of the other benefits to a wellness program, this is often seen during the very first year of the program when implemented correctly.
9. Self selection of healthier employees is enhanced. For the most part, benefits across hospital systems tend to be relatively similar. While employees are unlikely to select a place of employment simply because of a wellness program, a truly personalized program can certainly be a tie breaker. And who is most likely to see a personalized approach as being valuable? That’s right — the healthiest candidates.
10. Your benefits team could use a compliment! The director of benefits for one of our large hospital clients recently shared this comment with us: "In all my years of benefit design, it seems I receive only complaints, regardless of what changes are made to our plan. This [the personalized employee wellness program] is the first time I've literally had people stop me in the hallway to thank me for adding this to our benefits."
Brad Cooper, MSPT, ATC is the CEO for US Corporate Wellness, the premier national provider of personalized employee wellness programs and one of a handful of organizations to earn Full Accreditation as a Comprehensive Wellness Provider through URAC. For questions or additional information about your hospital’s employee wellness program, feel free to contact him directly at BCooper@USCorporateWellness.com or (800) 910- 9425.
1. Reduction in long-term healthcare costs. While hospitals essentially define the business of health care, that doesn’t mean they aren’t very cognizant of the cost of their own employee’s health care. These costs are among the largest controllable line items in each year’s budget, and yet they are not — at least not in most cases — being effectively controlled. An effective employee wellness program will do just that over time.
2. Your competitor is already doing it (or will be soon). Employee wellness programs have already been instituted by over 74 percent of all medium and large employers. Those who have not yet taken advantage of this opportunity are falling behind on multiple fronts.
3. Additional revenue stream for the hospital. While the long term cost savings are significant, hospitals are in a unique position to actually create an additional revenue stream as well. By partnering with a respected provider, hospitals can offer an independent service to employer groups in your area at a reduced rate from what they would receive separately. Not only does this enhance loyalty, but it also helps educate these employees/employers about the services offered by the hospital (from a trusted, independent source).
4. Maximizes the value of what you’re already providing. With an actual "one size fits one" approach to your wellness program, you will likely discover benefits far beyond the actual program itself. The personalized connection that ensues will improve participation in other benefits as well, from appropriate use of the EAP to participation in your current on-site programs.
5. Reduced disability costs. The extensive study out of Duke University made it very clear that the connection between BMI and disability costs exists at a high level — and a high cost (see the white paper available for free at www.USCorporateWellness.com for details). As referenced above with healthcare costs, this is a controllable factor with an effective approach to employee wellness.
6. Happier, more engaged employees. The studies around “presenteeism” (employees not only being present, but actually engaged in productive work) and its tie to health and wellness continue to expand. The logical connection between healthy employees and productive employees no longer requires a mental leap. It’s been confirmed.
7. Even the "worst case scenario" is positive. Dee Eddington out of the University of Michigan has noted that even if employees don’t "improve" their number of risk factors, employers still save hundreds of dollars annually for each employee that does not increase their number of risk factors.
8. Short-term savings in sick time. Various studies demonstrate a 20-24 percent decrease in sick time tied to an effective program. And unlike some of the other benefits to a wellness program, this is often seen during the very first year of the program when implemented correctly.
9. Self selection of healthier employees is enhanced. For the most part, benefits across hospital systems tend to be relatively similar. While employees are unlikely to select a place of employment simply because of a wellness program, a truly personalized program can certainly be a tie breaker. And who is most likely to see a personalized approach as being valuable? That’s right — the healthiest candidates.
10. Your benefits team could use a compliment! The director of benefits for one of our large hospital clients recently shared this comment with us: "In all my years of benefit design, it seems I receive only complaints, regardless of what changes are made to our plan. This [the personalized employee wellness program] is the first time I've literally had people stop me in the hallway to thank me for adding this to our benefits."
Brad Cooper, MSPT, ATC is the CEO for US Corporate Wellness, the premier national provider of personalized employee wellness programs and one of a handful of organizations to earn Full Accreditation as a Comprehensive Wellness Provider through URAC. For questions or additional information about your hospital’s employee wellness program, feel free to contact him directly at BCooper@USCorporateWellness.com or (800) 910- 9425.