Is it national health statistics? Health risk appraisal results? Health benefit costs? Workers compensation claims?
For years, wellness managers have been using data like this to determine where to direct resources. And for good reason — each can be tied directly to costs. There’s only one problem with this approach: In most instances, the people who create the costs don’t care.
That’s a hard thing to accept. We think if we simply identify the high-cost/high-risk users, approach them with information, support what’s good for them — all while reducing the organization’s expense — they’ll naturally modify their lifestyle and we’ll all live happily ever after. Not so much.
We use 2 reality phrases when consulting with organizations about how to invest health promotion resources:
Have you noticed a shift in your workforce vibe? Gen-X employees are heading over the hill on the heels of their Baby Boomer coworkers, and neither group is retiring anytime soon. Graying of the labor market is in progress; how will your workplace well-being program adapt to better serve this snowballing demographic?
A decade ago a prestigious law firm client of Health Enhancement Systems was concerned… as they launched an online health improvement program, they wanted to confirm the security of our approach to handling confidential information. After thoroughly reviewing our systems, they agreed to implement the program. On launch day we sent a broadcast email to their organization promoting the program and inviting employees to register by clicking a link in the email. Unfortunately, the link directed them to a different client’s website.
Naturally, neither client was pleased with the error but, as you might expect, the law firm employees were especially concerned with confidentiality given the mistake on their first encounter with the program. The good news: neither client’s data was compromised in any way; the bad news: we had to convince them of that — and fast! Here’s what we did: