Specific steps that could help companies evaluate the alternatives to added cost sharing include:

Analysis of health care utilization data from their insurance carrier. While this data is usually closely held by carriers, pressure can be exerted to gain access to this information: from health care to anonymous statistics and demographic data. Disease management or other conditions are dependent on such information. Many effective wellness programs begin with a simple HRA. Many HRAs are free online and can be used to develop a baseline of the population's health status. The information can be used to identify current health risks to be addressed within a defined population. This tool is an important first step to measure risk reduction and improved health status.
Individual data can be used to create group profiles, which are slightly more costly but a way to guide the directions of future wellness activities. This approach maximizes wellness efforts by targeting a goal instead of the "scatter shot" approach of other wellness offerings — hoping something is better than nothing and will produce "some" results.
Consider multi-year plan with gradual implementation and work up to full execution.
Include low- cost components such as sponsorship of charity walks, health fairs, and supported quitting programs. It's all about changing behavior.
When it comes to healthier choices, employers who engage in effective programs will see a lower cost to providing benefits, lower absentee rates and an increase in productivity. Healthy employees will have a positive impact on office morale and team building.

As health care costs and insurance premiums continue to spiral out of sight, the wisdom of using wellness programs to control health care costs may prove to be the most prudent investment an employer can make.

Instant Insights /

Employers turn to wellness

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