Segmentation studies can effectively target employee groups better than standard wellness programs

Health care costs have risen to over $900 billion, all paid by employers (Reardon, 1998)

Posits a $2 saving for every $1 spent on healthcare programs – 1987, U.S. Office of

Disease Prevention and Health Promotion

Wellness programs range from low-cost informational efforts to higher-cost programs involving partnerships with health and fitness centres

General health education and follow-ups are essential to the success of the programs – people need to feel they are maturing and developing rather than simply “working”
20-40% recorded on-site attendance rates by employees. Incentives can effectively increase this by 20-30%

3 tier level of programs:

  1. Level 1: Short term awareness
  2. Level 2: Behavioural change with intermediate term focus
  3. Level 3: Behavioural change with a long-term continual focus

1994 Public Health Survey saw, whilst 80% of businesses offered wellness programs, only half had a focus on behavioural change

Lack of wellness focus can actually result in 8-10% of payroll costs

Average cost-savings of $3,510 per employee through health care costs, reduced turnover, lower absenteeism, etc.

Perceivable benefits differ employee to employee – it is best to develop different strategies and programs in order to ensure maximum participation

Segmenting employees can effectively save time for corporate wellness organisations whilst effectively targeting their shared needs

Shaping wellness offerings will contain costs and heighten efficiency

This can be done through surveys, interviews and questionnaires
Being within groups of similar lifestyle and like-minded people will create an ongoing bond within the participants and heighten their willingness and motivation to participate and continue

Results in the testing of hypotheses showed that those who were less willing to participate did so mainly on grounds of uncertainty and unawareness of programs

People were not encouraged by the organisation to involve themselves – thus did not place significant focus on the programs

Some instances of effective incentives:

  1. More education on health benefits
  2. Discounted health insurance premiums
  3. Financial or release time incentives
  4. Participation on company time

Incentives should largely revolve around unique needs, wants and desires as well

Segmentation does not improve the likelihood of involvement, but merely the effectiveness of programs processes, activities and initiatives

It OPTIMISES the effective use of corporate wellness programs

Ongoing interventions, communication and addressing of issues such as stress will ensure continued improved-performance, long-term benefits and payoffs.

Researcger: Quin Lin – Business Development Intern-  Australian Corporate Wellness. Contact us www.australiancorporatewellness.com.au

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