Elizabeth Millard, The Daily Record Newswire
Employee wellness programs can be a boon to any firm by reducing absenteeism and lowering healthcare costs. In the past five years in particular, the number of online and mobile tools available has increased steadily, giving companies an array of options when it comes to health and wellness resources.
From Internet-enabled pedometers to comprehensive wellness applications that track biometric data, firms can pick tools specific to their organization’s needs. When choosing technology resources for your workplace, keep these factors in mind:
Assurance of anonymity
In addition to creating a personalized experience, a firm must assure employees that their information will be confidential. According to a recent article in trade publication Occupational Health & Safety, one of the most prominent reasons that an employee might not participate in an employee wellness program is because they believe the employer is trying to learn about his or her health issues to somehow use that information against them.
“They do not believe that Health Risk Assessments are reported in the aggregate and will not have their name associated with their individual results,” the article stated.
This is a huge problem, because when this belief is widespread in a company, participation rates will usually be dismal. In addition, it creates an environment of suspicion, which can be a productivity killer. So, when looking at health and wellness tools, consider providers that have crafted strong messages about anonymity and can back them up through employee training materials.
Motivation and rewards
Some believe that health should be its own reward. But as many corporate health and wellness experts have discovered, it’s not enough.
“Employees love the feeling of working toward a goal, of getting real rewards as a result of their behavior,” says Natalie Stute, human resource vice president at Minneapolis-based Jostens, provider of yearbooks, class rings, and other school-related keepsakes. The company issues pedometers that track each employee’s daily steps, and then rewards points based on those numbers. Employees can turn in their points for awards like gift cards.
“This one program has given us tremendous results,” Stute says. “Employees are really taking ownership of the program, they’re having fun with it. They compare awards with each other, and log in often to see if there are any new awards available. It really helps with motivation.”
Intuitive interface
If employees need to navigate through numerous screens to get information, you’ll lose them. Similarly, if typing in their data is overly complex, participation rates are likely to drop.
“The tools have to be relevant to the employee, and very easy to use,” says Kurt Cegielski, founder and senior vice president of employer solutions at Minneapolis-based RedBrick Health. The company uses behavior-based models, online programs, and one-on-one coaching to deliver personalized employee wellness plans.
Also, keep in mind that employees tend to have specific preferences when it comes to getting info from apps like these. Some might want health coaches texting them once a day, while others prefer to read health updates online. Making sure that the tools you choose work well with your employees will go a long way toward increasing participation rates.
Plays well with others
Part of an effective app is its ability to work well on any platform, adds Dr. Rajiv Shah, founder of Minneapolis-based MyMeds, an application focused on medication adherence. Up to 10 percent of a company’s healthcare spend is related to non-adherence, Shah says, so having a tool that helps employees take medicines on time is crucial for any wellness program. MyMeds is platform agnostic, so it can integrate with other tools, such as RedBrick Health. That type of flexibility is key when putting together wellness tools from separate companies.
When evaluating tools, also make sure that a mobile app is in the mix if your workforce utilizes smartphones regularly. That way, employees can tap into their information outside of the office as well, tracking their progress anytime.
Employee-led evolution
Even with employee turnover, health and wellness tools that worked well for a company for the past few years will need to change in order to keep participation rates high. Choosing more options for tracking health information, creating more health incentives, and continually “selling” the benefits to employees are part of any health and wellness program. When considering how to bolster your existing efforts, there’s a surefire way to fine tune your program: ask your employees.
“Our employees are very enthusiastic about sharing their opinions about what we can add,” says Stute. “They’ve asked for walkathons for charity, biking tours during the lunch hour, in-office exercise equipment. They like being involved in making choices for their wellness initiatives, and that affects participation rates.”
Stute also sends out “pulse surveys,” short questionnaires that ask for recommendations and feedback, and those help inform her decisions about what to add. “We get so many great ideas that we make sure to send out those pulse surveys on a regular basis,” she says.
As participation increases in health and wellness programs, firms shouldn’t be content with modest success — instead, wellness coordinators should see these programs as continuous works-in-progress. Technology tools, especially with mobile platforms and game-style apps, can help any firm stay on top of wellness initiatives, making for healthier law practices as well as healthier employees.
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Elizabeth Millard writes about technology. Formerly senior editor at ComputerUser, her work has appeared in Business 2.0, eWeek, Linux Magazine and TechNewsWorld.
