As chronic health and musculoskeletal conditions continue to grow, today’s workforce faces formidable barriers to productivity and well-being. Over two-thirds of U.S. companies have attempted to address this phenomenon by investing in occupational wellness programs. Some focus solely on individual initiatives, such as weight loss or smoking cessation, while others provide health screening. Few, however, are sustainable. The RAND Workplace Wellness Programs Study found that on average, wellness programs only save $1.50 per employer-invested dollar. While certain programs deliver more favorable results—such as BIOKINETIX, with an average ROI of 6 to 1—they remain statistical outliers. With so much at risk, why do most wellness programs yield relatively low returns?
Why many “wellness” programs fail
The evidence suggests that these programs fail simply because they are driven by immediate outcomes rather than by progress. The 2010 Healthy People Report from the U.S. Department of Health and Human Services (HHS) specifies that a “comprehensive” occupational wellness program must contain each of the following core components: health education, organizational support, linkage to related services, supportive social and physical environments, and health screenings. Although two-thirds of employers currently offer at least one wellness program, only 7% of programs are considered comprehensive under these criteria. Further insight can be found in recent Gallup polling, which reveals that only 24% of employees at companies that offer a wellness program actually participate in it.
Genuinely sustainable occupational wellness programs are few and far between. BIOKINETIX is a fitting example of how a comprehensive program—along with the proper strategy and a proactive approach—can benefit both a company and its employees. Safety Manager Louie Sekula has observed significant reductions in both the costs and severity of injuries as a result of introducing BIOKINETIX programs. “You can make certain services available,” Sekula explained, “but if you don’t bring it to your employees, it’s not going to be successful. These programs benefit us as a company because they’re actually engaging people.”
Occupational health done right
What makes certain occupational wellness programs more effective than others? In addition to the core programmatic components specified by the HHS, here are some best practices utilized by organizations such as BIOKINETIX:
Wide-ranging services. A successful program addresses the safety and health needs of all employees. The RAND Corporation found that only 13% of all workplace wellness programs provide extensive prevention, intervention, and screening services; unsurprisingly, these programs also had the highest rates of participation. The rest were limited either in scope (offered narrow range of all services) or area of focus (offered only one of these services).
Don’t rely on financial incentives. Many wellness programs reward or penalize employees based on participation and/or individual health metrics. While the precise impact of financial incentives on employee participation remains unclear, RAND survey data suggests they may unintentionally shift costs onto employees with higher health risks. Sekula cited a health screening program that gave high-scoring employees 10% off health insurance, while those with below-threshold scores were given increased rates. “It’s impersonal,” explained Sekula. “There are incentives, but no follow-up regarding potential health risks.” While health-related discounts may encourage some involvement, it is not strong enough of a measure to sustain a program.
Measure and evaluate results. RAND data also found that while most employers were confident their wellness programs were cutting costs, only 44% reported regularly evaluating these programs, and only 2% could provide actual savings estimates. Keeping track of program results from the beginning is a crucial aspect of program sustainability. This data can be used to identify patterns in the frequency, severity, and nature of workplace injuries and assess the overall effectiveness of the program.
Social support. Having medical professionals available on-site creates a valuable opportunity to reach high-risk individuals who may be less likely to seek heath care on their own. Athletic trainers or medical ergonomists, for example, can mitigate at-risk behavior in real time, provide accountability and support to employees, and help them keep track of personal health goals. According to Sekula, this approach continues to engage employees: “Ever since we’ve made these programs available, more and more employees are participating and showing awareness of their health. They’re coming to us and asking for help more often, and even encouraging their peers to get involved—which we almost never saw happening before.”
Tailored to each company. Many wellness programs make the mistake of adopting a “one-size-fits-all” approach that fails to address the unique needs of each organization. Food processing, for example, is one of several sectors that employ a considerable amount of seasonal workers. Sekula observed many of these workers revert to a sedentary lifestyle during the off-season and struggle to resume strenuous tasks upon returning to work. However, Sekula reported high participation from seasonal employees after BIOKINETIX programs were implemented, which increased productivity and helped prepare their bodies to reacclimate to job tasks after months of inactivity.
Creating a culture of health. Education is one of the core components of a comprehensive wellness program. Many employers offer health and safety education, but see no reduction in corresponding at-risk behavior. Even the most clearly communicated information is not helpful if it can’t be applied, which is why environmental support– whether through physical factors or policy changes—is so necessary to the success of these programs. What’s the point of having a nutritionist speak to employees about healthy eating, for example, if company-provided meals are always pizza and soda? Instead, employees should be given the opportunity to change their behavior with environmental support: perhaps by offering healthier options in on-site vending machines or switching to caterers who incorporate fresh ingredients in their menu. BIOKINETIX not only engages employees in exercise and wellness, they also give them the opportunity to utilize this training during the day by placing proprietary exercise stations throughout the facility.
Sustainable health brings sustainable benefits
The Harvard Business Review urges employers to stop considering occupational wellness programs as simply optional, but instead as a “strategic imperative.” Successful employers understand that having a healthy workforce is a clear competitive advantage. With the proper resources, strategic investments in employee health can have a direct impact on the bottom line. By embracing these core components, BIOKINETIX programs have brought companies an average return of $5.62 per employer-invested dollar over the past decade.
In addition to company profitability, effective occupational wellness programs also serve to improve quality of life, even after employees have left the workforce. The purpose of providing these programs is not to create reliance on certain services, but rather to empower employees to take control of their health. “It’s about giving them the knowledge that they can be rewarded with a better lifestyle,” says Sekula. “Making their jobs easier, having less fatigue during the day—and the skills to continue practicing healthy behavior on their own.”
