Happiness at Work

Subscribe to Wellness Articles by Email

Your email:

Let's be Friends

Employee Wellness Blog

Current Articles | RSS Feed RSS Feed

7 Ways to Measure Wellness Program Success

 

MeasurementThe end of the year is upon us, and now is the perfect time to reflect on what went well with your employee wellness program in 2012, what didn’t go so well, and what the goals will be for next year. Even if you aren't preparing for a formal evaluation of your employee wellness program, it can help to assess your success at the end of each year as a way to pause and look back at where you've come from and where you'd like to go.

A lot of us have a bad habit of focusing on what went wrong. We often lose sight of the great things that went right, especially when it comes to doing a year-end review. As you reflect on your wellness program, stop and appreciate how far you’ve come. Looking back helps you set goals and can encourage you to pat yourself on the back for a job well done. This simple process can inspire you and motivate you to dive into your next set of goals.

Measuring the overall success of any wellness program can be complicated business. Luckily, these seven key metrics can help get you started:

  1. Utilization by employees
  2. Positive feedback from employees
  3. Reduction of overall health insurance costs
  4. Overall improvement in employee satisfaction
  5. Requests for additional programs
  6. Reduction in sick days and absentees
  7. Employee's likelihood to recommend the program

There is not a one-size-fits-all measurement strategy for all organizations, but these provide a good starting point for discussion. So review your 2012 goals, check off what you completed and reflect on just how far you've come in the last year. 

What are your highlights from this year as well as your goals for 2013? Please share. This is your opportunity to brag!

Wellness Portal Request

Comments

My Largest concern about the employee incentive is the age of the employee compared to the program incentive. Also the employer having protected health information and what they do with it. I know they get the statistics and my name may not be included but as a whole when looking at risk and premium these all equate to personal information is used to gather statistics to form an estimated premium and the employer gathers this statistic and evaluates it for their uses also. We have to be careful with this information as it might be used to not allow employees to have the best option of health care. I have seen this done. I also perfer to get my tests done in private and not share with program. I am in compliance but they will not get my statiscts from my test required. Any imput
Posted @ Friday, December 28, 2012 10:12 AM by Melanie
Melanie, 
 
For incentives, outcomes-based programs are a growing trend. These programs require participants to achieve a specific health goal before they can receive an incentive – like being tobacco-free, visiting a primary care physician, or completing an online health assessment – all of which would not be restricted by age. There are also federal rules governing workplace wellness (if a wellness program operates as a component of the employer-sponsored health plan) to avoid workplace discrimination. 
 
Privacy is always a concern with corporate wellness programs. That’s why companies partner with third-party vendors like TotalWellness. When we collect personal health data we share it with companies in an aggregate format, with any personal, identifying information removed. HIPAA’s privacy regulations, which limit access to and use of personal health information, also help protect employees. 
Posted @ Friday, December 28, 2012 2:01 PM by Lisa Stovall
just saying even when a outside resource comes in for testing the information gathered these statisics are used in negotiations of the next plan year benefit. If you do not comply to these test you do not get the better plan. These test are used to measure the health of the group that is getting insured. If you choose to opt out of these test you will not be offered the best plan options because you did not comply. This does not seem fair but it happens. you will not receive rewards or incentives. This is my experience and I choose to manage my health care and keep it private. I do not share the information with my employer
Posted @ Friday, December 28, 2012 2:31 PM by Melanie
Sometimes you can search google
Posted @ Sunday, March 10, 2013 5:33 PM by Doug
Post Comment
Name
 *
Email
 *
Website (optional)
Comment
 *

Allowed tags: <a> link, <b> bold, <i> italics