Can a workplace wellness program actually result in a return on investment in your workplace? Can you really change your employees’ behavior and overall health and wellness?
There are ample reasons to be skeptical:
- Wellness programs cost money and time.
- They are preventive and preemptive, which can be tricky when it comes to proving cost effectiveness.
- The greatest return on investment takes, on average, 3 to 5 years.
Yet, in this age of skyrocketing healthcare costs and the progressively deteriorating health of the average American citizen, there are similarly ample reasons—and proof—that an effective workplace wellness program will result in a healthy return.
And the healthcare problem is not going away on its own. Experts note the following factors:
- The rising cost of health care
- Trends in obesity and weight among Americans
- The aging workforce
- Sedentary lifestyles
- Stress
- Smoking
Corporate Wellness programs show great ROI. And as one expert noted, there’s little downside—even small improvements make a difference. Check out BLR’s comprehensive Total Workplace Wellness Program—including a guidebook, newsletters, and PowerPoints® updated quarterly—at no cost or risk. Read more.
Further, the bulk of healthcare expense is for diagnosing and treating diseases. Because approximately 70 percent of all illnesses are preventable illnesses, significant savings can be achieved through wellness programs.
For company wellness programs, it’s clearly a win-win—you keep employees healthier and more productive, and you decrease costs.
Here are some case studies of successful wellness programs around the U.S.:
Supervalu Offers Wide Variety
Supervalu, a leading grocery distributor that deliver goods to more than 5,000 retail locations, has established a corporate wellness program that includes on-site smoking cessation programs and flextime rewards for individuals who receive improved blood pressure screenings from their doctor.
Supervalu’s Mendi McDowell and Susan Seighman-Gross suggest some easy and affordable ideas for implementing a wellness program, such as creating a wellness newsletter, implementing stretching programs, offering health foods in the cafeteria and vending machines, and providing an on-site locker room.
$300 Health Fairs
Don’t think your company can afford to hold a health fair at your facility? Supervalu hosted a health fair for only $300. To keep the costs down, they invited local doctors’ offices, community outreach centers, and nutrition and fitness experts to take part in the event. The participants accepted at no charge because of the opportunity for exposure to so many potential customers. Supervalu provided catering and was able to put on a well-attended, successful health fair for their employees at a very low cost.
Fitness Centers Piece by Piece
Supervalu has on-site fitness centers at all of their locations. Although this service is one of the more costly aspects of their wellness program, they thought it was important to provide a way to increase the physical fitness of their employees.
Supervalu found that their initial cost of investment was $100 to $150 per square foot of existing space. Equipment costs vary, so, in the beginning, Supervalu opened their fitness centers with just one treadmill and one stationary bike. Every year they added more equipment, and soon they had a large gym.
To maintain costs and to show value to employees, Supervalu charges participating employees a “membership” fee. They believe that if it is free for everyone, it won’t be something people would value and use. They charge $3 per person, per week, and the fee is automatically deducted from employees’ paychecks.
If your workplace cannot provide an on-site fitness center, McDowell and Seighman-Gross suggest offering a partial membership reimbursement to off-site fitness centers.
More Innovative Approaches to Wellness
- Mortgage Lenders Network USA is relocating its headquarters to a new location on a former farm. They plan to farm a portion of the land, planting it with apples, pears, herbs, and vegetables. Through contracts with local vendors, the company will attempt to build its lunchroom offerings around this fresh produce. In break rooms, it will be “Farewell!” to fried food and soda; and “Hello!” to apples and oranges.
Check out BLR’s comprehensive Total Workplace Wellness Program at no cost or risk. Get the details.
- Pitney Bowes is pioneering a unique technique to guide employees to choose wisely—fixing the prices. A veggie wrap containing mushrooms, carrots, and lettuce costs $2.49, chicken fingers go for $3.77, and pizza is priced at a whopping $4.48. Pitney Bowes also offers health discounts: Employees who undergo a health screening at the start of each year and follow a monitored health program during the year can save $200 on health insurance. The initiatives appear to be slowing the growth of company healthcare costs.
- Aetna, Inc. installed “healthy foods” signs on several of its vending machines, stocked exclusively with soups and prepackaged salads. Other wellness efforts offer incentives. Employees who lose weight, eat healthfully, and exercise weekly are eligible for gift certificates and reduced-price gym memberships.
Final Tip
Work closely with your food vendor to offer some healthy options, with an emphasis on fruits and vegetables. Start small and move slowly; employees are proprietary about food choices and may rebel against dramatic change. At least two nationwide food vendors, Aramark and Sodexho USA, offer low-calorie, low-fat alternatives in their clients’ cafeterias.
In tomorrow’s Advisor, more innovative wellness programs, and a unique new three-way, turn-key wellness program.