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Best Practice Approach to Worksite Wellness add schematic

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Best Practice Approach to Worksite Wellness add schematic

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There are five foundational best practices for building worksite wellness and building total worker health:
--organization-wide commitment to an employee centrist culture
--strong leadership support at all levels
--a systems approach to supporting wellness by using a wide array of corporate levers
--a comprehensive and disciplined approach to develop, manage, and evaluate program elements
--programs rooted in evidence-based strategies and backed by rigorous research and practical application.

Total worker health includes physical, mental, social, professional, financial, and spiritual well-being.  The benchmarks for success include breadth and depth of employee participation, positive health outcomes, higher productivity, improved engagement, lower attrition, and health related cost control.

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1) What leading and lagging indicators of health and productivity provide the most compelling evaluation metrics for an organization’s unique employee wellbeing priorities, corporate culture, and leadership decision making standards?

2) What are the necessary steps to collect, analyze, and present wellness dashboard data that meets cross functional organization expectations?

3) Will a metrics Dashboard improve program evaluation effectiveness and drive enhanced leadership support for employee wellbeing investments?

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Wisconsin Department of Health Services. (2017). Worksite wellness resource kit. Retrieved from https://www.dhs.wisconsin.gov/physical-activity/worksite/kit.htm

Institute for Health and Productivity Studies Johns Hopkins Bloomberg School of Public Health. (2015). From evidence to practice: Workplace wellness that works. Retrieved from https://www.transamericacenterforhealthstudies.org/docs/default-source/wellness-page/from-evidence-to-practice---workplace-wellness-that-works.pdf?sfvrsn=2

NIOSH [2012]. Research Compendium: The NIOSH Total Worker HealthTM Program: Seminal Research Papers 2012. Washington, DC: U.S. Department of Health and Human Services, Public Health Service, Centers for Disease Control and Prevention, National Institute for Occupational Safety and Health, DHHS (NIOSH) Publication No. 2012-146, 2012 May:1-214.

Centers for Disease Control and Prevention. (2017). What is total worker health? Retrieved from https://www.cdc.gov/niosh/twh/default.html

Managing Health Care Costs
https://www.shrm.org/resourcesandtools/tools-and-samples/toolkits/pages/managinghealthcarecosts.aspx

Rand Study - do wellness programs work?
https://www.shrm.org/ResourcesAndTools/hr-topics/benefits/Documents/RAND_RB9744.pdf

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Review an evidence based program that hospital offers to verify/recommend approach

Health System
Market research or client assessment for Total Worker Health

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Best practice wellness design experts overwhelmingly cite participation rates as a key metric for measuring wellness programs success. While an important precursor to desired outcomes,  high participation is only one small part of building a strong business case for change. There is a need in population wellness programs to provide more dynamic, data driven leading indicators of expected outcomes, and even more importantly defensible and relevant lagging indicators of realized outcomes. A committment to measuring and responding to robust ROI and VOI metrics is essential to rational and effective programming.
Questions to address:
How can an organization identify the evidence based leading and lagging indicators of health and productivity that address their unique wellness priorities, corporate culture, and leadership decision making standards?

Will a collaborative approach to dashboard design improve leadership committment to worksite wellness investments?

What are the necessary steps to collect, analyze, and present wellness dashboard data that meets cross functional organization expectations?

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Reflection - Social Impact on Wellness and TWH

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Reflection - Social Impact on Wellness and TWH

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Do costs, satisfaction, evp, productivity, health and safety sections and leading lagging breakdown, sources and resources, evolution, etc

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Companies:
First Midwest
NOW
Kenna - accepted
League - interviewing
Systems
NCH
Amita
Advocate
Consultants
Sibson/Segal - accepted
Mercer
Gallager - interviewing
Hay Korn Ferry
Willis Towers Watson - accepted
Professional Mentors:
Rick Gerasta
Myrna Hellerman
Steve Cyboran
Barb Manney
Dennis Spahr
Joe DiMisa
Vendors:
Livongo (Sue Kim)
League (Mike Serbinis)
Allscripts
Other Contacts:
Jill Rea
Sharon Rudnick
Tricia Vogt

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My primary tool is the HERO/PHA Program Measurement and Evaluation Guide:
http://hero-health.org /wp-content/uploads/2015/02/HERO-PHA-Metrics-Guide-FINAL.pdf.
Secondarily, I will use the NIOSH Issues Relevant to Total Worker Health list:
https://www.cdc.gov/niosh/twh/pdfs/TWH-Issues-4x3_10282015_final.pdf
Lastly, I will use the Johns Hopkins Program Design guide
Institute for Health and Productivity Studies Johns Hopkins Bloomberg School of Public Health. (2015). From evidence to practice: Workplace wellness that works. Retrieved from https://www.transamericacenterforhealthstudies.org/docs/default-source/wellness-page/from-evidence-to-practice---workplace-wellness-that-works.pdf?sfvrsn=2

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Recipe for Engaging the Workforce in their Wellbeing

Serves: All Employees, Corporate Goals, and Society

Preparation Time: Varies based on commitment of resources and leadership support, plan on perfecting this recipe over the life of the organization.

Step 1:

Determine the mission, goals, and objectives for investments in employee wellbeing.  Assess employee needs, company strengths, and opportunities for growth and change.

Step 2:

Select a wide variety of programs, policies, and practices that address Five Essential Elements of wellbeing including: career, physical, financial, social, and community (Rath & Harter, 2010)

Step 3:

Mix these programs within a comprehensive benefits package designed with the help of outside resources to ensure market leading practices, customization, and sustainability.

Remember: Choice translates to greater engagement (Bultman & Zimmerman, 2015)

Step 4:

Personalize the mixture to the workforce demographics, health needs and various work locations.  The mixture may include program offerings, environmental supports, communications strategies, and incentive packages

Remember: Demographic and work location can influence activation and engagement in your wellness programs (Optum, 2014)

Step 5:

Set and measure results to specific goals for participation, attitudes and awareness, health risks and status, healthcare costs, and any other metrics that indicate you are making a difference.

Remember: Goal setting drives engagement (Bultman & Zimmerman, 2015)

Step 6:

Consistently monitor progress to goals, solicit a wide range of employee feedback, and evaluate the external market to find opportunities to perfect the recipe.  Enjoy the challenge of perfecting this recipe as the organization and wellbeing continue to evolve.

Sources

Bultman, K. & Zimmerman, E. (2015). Employee health management comes of age: How definitions and predictors of engagement evolved from 2010 to 2015. Retrieved from https://www.slideshare.net/GeoffreyKratz/redbrick-health-employee-health-management-comes-of-age-rbh2015

Optum. (2014). How gender and work site affect employee engagement: A join national business group Optum study. Retrieved from https://cdn-aem.optum.com/content/dam/optum3/optum/en/resources/white-papers/100819_OptumHealth_Gender-Worksite_Engagement_Final.pdf

Rath, T., & Harter, J. (2010). Wellbeing: The five essential elements. New York, NY, US: Gallup Press.

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http://hero-health.org /wp-content/uploads/2015/02/HERO-PHA-Metrics-Guide-FINAL.pdf.

I chose the HERO/PHA for my primary project tool which will provide excellent guidance for my metrics focused project.  My project is tangentially related to building a culture of health in that a case can be made that effective metrics management 🤬 building leadership support which in turn is required to build a sustainable culture.

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S. McCarthy_Culture of Health Assessment Tool_12_28_18

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Unfortunately Padlet is not allowing me to upload files.  I am working on an alternate solution but in the meantime, have posted my final proposal in the internet cafe discussion.
Sheila

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Unfortunately Padlet is not allowing me to upload files.  I am working on an alternate solution but in the meantime, have posted my partner package in the internet cafe discussion.
Sheila

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I curated a collection of 15 whitepapers and surveys developed by consulting firms, brokers, vendors, research organizations and government agencies that significantly influenced my project.  Unfortunately Padlet is not allowing me to upload these at this time.

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Padlet not allowing me to upload, posting in Internet Cafe