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Employee Wellness for Hospitals & Healthcare: What's Different - eBook Transcript

You're Not Just Any Employer. Don't Settle for a Cookie-Cutter Wellness Program.

As a health system, you have healthcare expertise and clinical capabilities. You can bring employee wellness together with healthcare to run a best-of-breed program.

We work with health systems every day who run their own unique programs with assistance from our powerful technology platform for wellness.

In this eBook, discover the reasons employee wellness is different for health systems - and the best practices to do it right.

The Challenge: Who are the least healthy employees in the US?

A recent study shows that hospital employees have more health risks and more chronic conditions than any other sector.

Hospital workers also have lower rates of many types of preventative screenings, and lower rates of health-protective behaviors like physical activity.

Hospital workers are more likely to be hospitalized for chronic conditions - showing they are not managing their conditions as well as other groups of employees.

Hospital workers require more healthcare, so hospitals pay 9% more overall for healthcare than other employers.

Behind the Curve: Current Program Aren't Closing the Gap

Health systems lag behind other employers in rolling out employee wellness programs and gaining employee participation.

Only 47% of hospitals offer biometric screenings, compared to 75% for other employers. Only 37% of hospital offer health coaching, compared to 70% for other employers. And the gaps are similar for many other types of programs.

Hospitals also have lower participation rates in the programs they do offer. The largest group of hospitals had wellness participation rates in the 10% to 29% group, with only a few showing high participation rates.

The Opportuntity: Bringing Healthcare to Wellness

Employee wellness and healthcare have always been done separately - and participants often fall through the gaps.

Wellness vendors can't diagnose or treat any disease - so when wellness identifies a need for primary care they don't have a way to make sure the patient actually sees a doctor.

Almost 1/3 of prescriptions are never filled, and only about half of patients are adherent to their medications for conditions like hypertension and high cholesterol. But physicians don't have a way to address this gap.

As a health system, you have the opportunity to do employee wellness and healthcare - and run a better program where participants don't fall through the cracks.

Best Practices: Connecting the Dots

Healthcare systems with top-shelf employee wellness programs use their own people to do biometric screenings, health coaching, onsite programs, and more.

They own their programs, so they can connect the dots.

When a biometric screening shows a need for primary care - the participant leaves the screening with an appointment in-hand for the primary care visit - and an appointment with a health coach to monitor and help with medication adherence.

The best programs can also connect programs for physical activity, nutrition, and other lifestyle changes to the participants who need them most, using health assessments and other data.

Best Practices: Measuring Outcomes

Top hospital wellness programs measure outcomes - so they know if they're reducing the number of employees with health risks like hypertension or obesity.

The best programs can connect each participant's health assessments and screening with their participation in wellness programs and the change in their biometric numbers the next year.

That means they know if the right people are joining programs and which programs are improving biometric outcomes a year later.

And they often use outcomes-based incentives - so employees who keep their numbers under control can pay less for the health plan.

Best Practices: Build the Culture

The best hospital wellness programs know that building a culture of health is their ticket to participation and engagement.

Culture is what we see others do. You can't change the culture with individual and private programs like health assessments, screenings, coaching, and disease management.

To change the culture, you need a set of programs where participation is visible, programs are done together with others, participants recruit their peers, managers can lead by example, and there are shared metrics and incentives for groups.

Team Challenge programs for physical activity and weight loss are a great place to start. You'll also want to build up your network of wellness volunteers.

Best Practices: Reach Out to Your Community

Hospitals who have mastered employee wellness find that there's a huge demand from local employers who want the same kind of quality, healthcare-integrated program.

As a health system, you are the local, comprehensive and trusted provider for employee wellness services. You can use the same people, processes and technology for external programs that you use for your own internal program.

When you're providing wellness services to local employers, you also become the provider of choice when the participants need healthcare of all kinds.

Summary: Employee Wellness is Different for Health Systems

Hospital employees are the least-healthy employees in the US. And hospitals have lagged behind other employers in implementing wellness programs.

As a health system, you can leapfrog the typical wellness program by putting prevention together with healthcare.

By running your own program, you can connect the dots and keep participants from falling through the gaps. The best programs measure and incent health outcomes, and go beyond the basics to build a healthy culture.

When you've mastered employee wellness, you can replicate your success at employers all over your community. It's a key strategy for growing revenue and market share.

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