Download - ShapeUp's Employer Wellness Survey Results
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Debating the
Results of
Our Employer
Wellness Survey
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Rajiv Kumar, M.D.
Founder & Chief Medical Officer
Shawn LaVana
Vice President of Marketing
Elise Meyer
Marketing Associate
Today’s Webinar Team
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Join The Conversation On Twitter
@shapeupdotcom
#shapeupsurvey
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Our Mission
Creating a healthier world by using
social influence to engage people
in healthy activities
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• Who Took The Survey
• Why This Survey Matters
• Key Findings & Debate Questions
1. Engagement
2. Incentives
3. Traditional Programs
4. Outcomes
• Final Thoughts
Today’s Agenda
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Who Took The Survey
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•How do large employers approach employee wellness?
•Interviews with 25 large employers in October &
November 2011
•Employer sizes range from 3,000 to 300,000 employees
•Titles of the individuals include Corporate Medical Director,
VP of Global Benefits, Director of Employee Benefits,
Benefits Manager, and Wellness Director.
Survey Overview
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Survey Participants
Bechtel
Blue Shield of California
Brown University
Canadian Pacific
Children’s Hospital of Philadelphia
CIBC
Flextronics
FM Global
General Dynamics
Goodrich
GTECH
Henry Ford Health System
Hewlett-Packard
Jarden
KBR
KeyBank
Kimberly-Clark
Lahey Clinic
Manpower
Monsanto
PNC Financial Services
Raytheon
Safeway
SunTrust Banks
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Why This Survey Matters
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0
20
40
60
80
100%
1960
$0.1T
1970
$0.1T
1980
$0.3T
1990
$0.7T
2000
$1.4T
2010
$2.5T
2020
OtherPublic
Med
icar
eO
ut-
of-
Po
cket
Other
Private
$4.5T
YearM
edc
aid
/S
CH
IPP
riva
teH
ea
lthIn
sura
nce
U.S. Healthcare Expenditures, 1960-2020
Note: “Other Public” includes TRICARE, VA and all public health initiatives. Source: CMS; CBO; KFF/HRET Health Employer Health Benefits Survey, 2011; US Census Bureau
Total
Public
Total
Private
Out-of-
Employers = 1/3 of all health care spending
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0
20
40
60
80
100%5K+
1K-5K
200 to999
3 to199
199
9
200
0
200
1
200
2
200
3
200
4
200
5
200
6
200
7
200
8
200
9
201
0
201
1
0%
0%
2%
4%
('99-'11)
CAGR
Source: Kaiser Family Foundation; US Census Bureau
Percent of Covered Workers in Partially or Completely
Self-Funded Plans By Firm Size, 1999-2011
Large employers almost all self-funded
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Lifestyle conditions are driving costs
0
0 25 50 75 100 125 150M
$60BHealthcare
Cost
$60BHealthcare
Cost
Number of People Afflicted
Heart Disease
Alzheimer's/Dementia
Obesity/Overweight
HighCholesterol
Diabetes
Cancer
Hyper-tension
Heartburn
IrritableBowel
Syndrome
LactoseIntolerant
MetabolicSyndrome
Osteoporosis
Sleep
CeliacDisease
InflammatoryBowel
Disease
Cost of Healthcare, # of People Afflicted, and Nutrition Index by Condition
Source: Center for Disease Control; National Institutes of Health; Department of Health and Human Services; Illinois Department of Public Health; National Commission on Sleep Disorders Research;
American Heart Association; American Diabetes Association; Alzheimer’s Association; Epilepsy Foundation; Heart Rhythm Foundation; Celiac Sprue Association; International Osteoporosis Foundation;
American College of Gastroenterology; MedicineNet; Pharmacy Times; Sleep Disorders Guide; Physician’s Postgraduate Press
Manageable with
diet & exercise
Not manageable
with diet & exercise
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Source: KFF/HRET Health Employer Health Benefits Survey, 2011
0
20
40
60
80
100%
Web-basedresourcesfor Healthy
Living
91%
SmokingCessationProgram
81%
71%
WeightLoss
Program
70%
PersonalHealthCoach
64%
Classesin
Nutrition/HealthyLiving
63%
WellnessNewsletter
57%
GymMembership/
On-SiteExerciseFacilities
% of Firms with 5K+ Employees Offering a Particular Wellness Program
Almost all large employers offer wellness
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Engagement
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Q: When designing your overall wellness offering, what is your top priority?
Employers care most about participation
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0
20
40
60
80
100%
HRA
66%
BiometricScreening
52%
ExerciseProgram
23%
LifestyleCoaching
21%
Avg. participation
Min. / Max.
Average Participation Rates for Select Wellness Programming
Companies see varied participation rates
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What does engagement mean to
you, and what do you consider a
successful engagement rate?
Question #1
If you’d like to respond, please type the question number and your
organization name into the question box on the GoToWebinar control panel.
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Certain populations are hard to engage
Men • “We are 70%+ male and an engineering
organization – a tough population to get engaged
with wellness.”
Offline, Remote • “We have a vast majority of employees that don’t
have a computer but do need to lose weight.”
• “It is always a challenge for us to reach
everybody. We have a diverse workforce with
many field sites or manufacturing sites.”
Global • “We have a tough time because of the
diversification of multiple cultures. Different
cultures are harder to engage.”
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How do you engage male, offline,
or global employees? What works
and what doesn’t when trying to
reach them?
Question #2
If you’d like to respond, please type the question number and your
organization name into the question box on the GoToWebinar control panel.
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Financial Incentives
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0
20
40
60
80
100%
Offer incentives
No
Yes
n=22
Basis ofincentive
Results
Participation
n=16
Averageamount(per yr)
$1,000+
$500-$700
$300-$500
$100-$200
$1-$100
n=13
Format ofincentive
HSAcontribution
Prizes
Discounton
premiums
Cash
n=12
375Averageamount
Incentives are popular, but formats differ
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How much do you spend on
incentives, and how are the dollars
allocated? Do you reward
participation or outcomes, and
why?
Question #3
If you’d like to respond, please type the question number and your
organization name into the question box on the GoToWebinar control panel.
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Traditional Programs
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0
20
40
60
80
100%
Do notbelieve in
HRA
HRA is core
n=16
Mixed views on health assessments
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Biometric screening: important for some
Quality • “We’ve found the quality of the staff is very
important for biometric screenings. You can’t just
contract it out because if the experience isn’t good
the first time, people won’t come back.”
Essential but
hard to
implement
• “Biometric screening is a prerequisite for any
program. I think self-reported is pointless, but it’s
been hard to set up on-site screenings, especially in
the field.”
Waste of time • “Biometric screening is a waste of time. HRA is
enough for us.”
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Do you see value in health
assessments and/or biometric
screening, and why?
Question #4
If you’d like to respond, please type the question number and your
organization name into the question box on the GoToWebinar control panel.
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Telephonic coaching: high cost, low reach
For some, it
can be
effective
• “We’ve seen a savings of $869 per person per year
for the 530 people who have been enrolled for 2
years. Telephonic coaching is difficult, although for
people who are struggling with a certain issue, this
type of support can lead them to the next level.”
Some are
unclear if it is
useful
• “How effective is coaching itself? Given the small
number of participants, we pay a lot for it.”
Others are
sure that it is
not
• “We pulled the plug on telephonic health
coaching—only a small percent respond. It’s not a
very motivating model.”
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Should employers stick with
telephonic coaching or ditch it?
Question #5
If you’d like to respond, please type the question number and your
organization name into the question box on the GoToWebinar control panel.
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Outcomes
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0
2
4
6
8
Men
tions
7
6 6
Reducecosts
5
3 3
Smokingcessation
2 2
Stressreduction
1
Nutrition
1
Improveemployeehealth &wellbeing
Engagement Healthscreening& reducingpreventable
diseases
Healthpromotion,education
&awareness
Weight /Obesity
management
Drivebehavioral
change
Q: What are your company’s biggest goals for your wellness program?
Employers have varied wellness goals
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What would make you a hero?
High
engagement
• “It’s about engagement – how to light a fire under
people and get them energized.”
Increase
exercise and
weight loss
• “Make the population half the size. We’re having
remarkable success with smoking but weight loss is
treading water.”
• “Get everybody exercising and get people off the
couch.”
Reduce
costs
• “Our medical costs go up like clockwork every year. If
I could keep it from going up or going up as much, it
would be huge.”
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What outcomes are you looking for
from your employee wellness
program, and why?
Question #6
If you’d like to respond, please type the question number and your
organization name into the question box on the GoToWebinar control panel.
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Final Thoughts
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• Engagement is key to success.
• Traditional wellness programs suffer from low
engagement and high costs.
• Incentives are on the rise, but employers are
seeking guidance on how to structure them.
• Reducing obesity would result in hero status.
Key Insights & Takeaways
About ShapeUp
ShapeUp is the first employee wellness company focused on leveraging
the power of trusted social networks to promote healthy living. Founded in
2006 by two medical doctors, we’ve pioneered an innovative approach to
behavior change that uses social influence to reduce health care costs and
improve health through peer motivation, support, and accountability. Our
evidence-based social engagement platform covers over two million
people and is used by 200 employers and health plans around the world.
How to Contact Us
To learn more, visit www.shapeup.com, email Dr. Rajiv Kumar at
[email protected], or call our office at (401) 274-1577.
Copyright © 2012 ShapeUp, Inc. The content in this document is property of ShapeUp and may not be reproduced without permission.