The Role of Well-being in your Organization s Health and Wellness Strategy. Presented by: Kim Koebel, Susan Osterberg and Elona DeGooyer.

Transcription

1 The Role of Well-being in your Organization s Health and Wellness Strategy Presented by: Kim Koebel, Susan Osterberg and Elona DeGooyer May 1, 2014

2 Overview Introduction to the four pillars of well-being The real healthcare cost drivers How well-being impacts the whole person well-being findings Panel discussion: Journey of introducing well-being within their employee population Their results 2

3 Humana well-being pillars Having the energy, physical freedom and desire to thrive in living every day Health Physical Emotional Spiritual Belonging Social Community Family Presence of meaningful relationships in our lives and connections within our chosen communities The feeling of being safe and the assurance that we are protected Security Financial Personal Safety Environment Purpose Vocation Advocacy Service The inspiration that guides us to meaningful activities that bring joy to our lives

4 Business of health: The real cost driver Strategies that focus only on high claimants are overlooking a significant opportunity to reduce healthcare spending on indirect medical costs % % 69 % Direct medical costs Includes medical, pharmacy and disability claims Indirect medical costs Costs associated with absences and lost performance Source: Derived from findings in Health, Absence, Disability, and Presenteeism Cost Estimates of Certain Physical and Mental Health Conditions Affecting U.S. Employers (2004). Authors: Ron Z. Goetzel, PhD; Stacey R. Long, MS; Ronald J. Ozminkowski, PhD; Kevin Hawkins, PhD; Shaohung Wang, PhD; Wendy Lynch, PhD 4

5 How does well-being impact the whole person? Will I have enough money to retire? Balancing being a mom and work is such a stressor I ve been avoiding going to the doctor I wonder if my boss even notices how hard I work I d love to find time to exercise I know I need to give back, but how? I m worried about my mother s declining health I need help finding a local church My teenage daughter seems so withdrawn lately 5

6 Well-being findings 1 Point Increase* Vocation Emotional Health Financial Health can impact physical health as much, if not more, than a 1 point increase in traditional health factors like BMI 1 Point Increase* Physical Health equates to $1300 in cost avoidance (with large claimants removed) 3 Questions from Well-being Assessment 50% More than health can predict health care costs equal or greater than more traditional health factors such as BMI is the impact Purpose has on workplace productivity. Purpose also impacts workplace engagement which also impacts productivity. *Based on a 5 point scale Source: Validated by Carlos Mora, PhD with the University of Michigan of 2013 assessment responses from approximately 20,000 employees at a large national employer. 6

7 Panel discussion Susan Osterberg VP Human Resources Smith Seckman Reid Approx. 400 employees On Well-being journey since 2013 Elona DeGooyer Manager, Associate Well-being Program Strategy & Design Humana, Inc. Approx. 50,000 employees On Wellness/Well-being journey since

8 Panel discussion The Well-being journey Why we started down the road toward well-being Strategies we have applied/plan to apply Lessons learned, successes and challenges in creating a well-being environment Results we ve experienced 8

9 Our Journey at SSR Our People Strategy Why Total Well-Being now? Launching Total Well-Being Actions and Initial Results

10 Our People Strategy

11 Our Journey at SSR Our People Strategy Why Total Well-Being now? Launching Total Well-Being Actions and Initial Results

12 Our Journey at SSR

13 Our Dream: To help people achieve 1984: 1 st Onsite Fitness Centers 2001: Launched Work-Life Services 2002: Launched Wellness Programs 2004: Tobacco-free Website 2008: Healthy Weight Campaign Health Coaching & NRT NBGH Gold Award Winner 2010: Well-being Champions enterprise-wide HA required for benefit enrollment Weight-loss Challenge 2012: 1 st 100 Day Dash (step challenge) Inaugural Well-being report NBGH Platinum Award Winner AHA Platinum Award Winner Up to : Introduced HA incentives and the Tobacco-free Medical Plan Discount 2006: Pedometer Reward Program 2007: WOW! (Working On Well-being) Account 2011: Launched HumanaVitality Enterprise-wide Biometrics Conducted Launched Well-being Snapshot 2009: Food Management Concept Award Pilot Tobacco-free Hiring Practices 2013: Well-being Experience Council 2020 Enterprise Goal Set 13

14 Advancing our Well-being Movement YOUR WELL-BEING Health Assessment Learn your Vitality Age and set personal health goals Vitality Check A picture of your current health status plus your changes over time OUR WELL-BEING Humana Well-being Reports A data-driven look at how we are doing on our well-being journey Organization Well-being Snapshots Aggregate data for leaders Enabled by Well-Being Programs, Resources and Collaborative Communities 14

15 How Are we Doing? 89.7% Completed the health assessment 85.2% Completed biometrics

16 The Role of Well-being in your Organization s Health and Wellness Strategy DFW ISCEBS Presentation, Humana, Inc. May 1, 2014 Presented by Kim Koebel, Leader of Population Health & Well-being Service Model, Humana Inc. Statement of knowledge, skills and abilities Understanding of Well-being definition Health, Security, Purpose, Belonging Knowledge of how Well-being impacts employees and why this matters to organizations Awareness of the real cost drivers of healthcare expenses Knowledge of Well-being research findings how Well-being impacts health and healthcare costs Understanding of the journey toward well-being other companies have traveled and learning from their experiences Outline Introduction to the four pillars of Well-being as defined by Humana Health physical, emotional, spiritual Security financial, personal safety, family, environment Purpose vocation, advocacy, service Belonging Social, community, family Why WB and why it matters Well-being encompasses more than just wellness We often look at the direct medical costs, however the indirect costs far exceed the direct costs We must look at the whole person as research shows many different factors make up the well-being of a person, influencing their health, productivity and engagement at work Stress, relationship issues, financial concerns, caregiving responsibilities all impact the way a person shows up to work If we can address the current needs of employees, we will have better success in addressing the problems of tomorrow Validated Well-being findings Impacts of Well-being on physical health Well-being impacts on cost avoidance Well-being impacts on health care cost prediction Impacts of Well-being on workplace productivity Panel discussion: Two high-level Human Resources leaders discuss their organization s experience with creating a culture of Well-being. Journey of introducing Well-being within their employee population Why they started down the road toward Well-being Strategies they have applied/plans to apply Lessons learned, successes and challenges in creating a Well-being environment Their results (anecdotal or data improvement in health, well-being, productivity and engagement)