Overcoming 5 Barriers to Workplace Wellness

You and your employees will both benefit from having a culture of health and well-being. By Jill Lackey Sponsored by Allegacy Business Solutions 

A healthy workforce is an asset. Fewer sick days mean more productivity, innovation and profit, which we have seen first hand at Allegacy Business Solutions. Since beginning our wellness culture five years ago, we have saved almost $500,000 in health care insurance costs, seen a 12.5 percent decrease in absenteeism, enjoyed a 95 percent participation rate in the program and, most importantly, celebrated having employee health risk factors go from 2.4 to 1.2 per employee.

One of many success stories is Berlinda, who was previously inactive, overweight, and on several blood pressure medications. In two years, she has lost 40 pounds, no longer needs her medications, and regularly participates in 10k runs and half marathons. That is a difference that truly matters!

Because we believe so passionately in building a culture of health, Allegacy Business Solutions created a credit union service organization with a staff of wellness experts to help credit unions do what we have done. For example, we have experience in overcoming the following five barriers to wellness.

1. Costs. According to the Bank of America Merrill Lynch 2014 CFO Outlook survey results cited in this article from the Society for Human Resource Management, 60 percent of CFOs cite healthcare costs as their main financial concern for their companies—above revenue growth, cash flow and tax rates. In the past three years, the average increase to employer plus an employee premium cost has been around 13 percent. Finding ways to control these costs is imperative. This requires creating customized solutions based on analysis of demographics; employees’ interests and current health status; and claims data.
2. Legal issues. Providing legally sound yet competitive health and wellness benefits is like swimming in a bowl of alphabet soup. ERISA, HIPPA, COBRA, GINA, ACA, ADA and many other laws must be considered. While complicated and continually changing, legal issues should not be a barrier to creating a culture of health. Partnering with a qualified legal professional can provide you with the guidance and assurance you need to design a program that is legally compliant.
3. Participation rates. Motivating employees to participate in wellness initiatives can be challenging; education is key to driving change. When employees better understand the potential impact of preventable diseases (physical, emotional and financial), they are more likely to participate in preventative programs. Employees need to feel the company honestly cares about their health and well-being, and isn’t just investing in programs to reduce health care costs. Many local resources, such as health care systems and hospices, offer free or low-cost educational programs that employers can offer. When coupled with a light, healthy lunch many employees will participate. This type of inexpensive initiative not only helps educate, but can enhance employee engagement.
4. Limited resources. Few organizations can afford a fully staffed, highly experienced benefits and wellness department. Leveraging outside experts can help provide direction and knowledge as needed.
5. Choose incentives that really drive behavioral changes. Knowing what incentives are right for promoting wellness in your organization is a major challenge. Understanding the effect psychological, social and emotional factors make on people's decisions can ensure the incentives you offer are aligned with your culture and will motivate your unique employee population. By conducting a thorough analysis of our client’s current health and wellness programs, costs, employee interests and motivations, Allegacy Business Solutions helps clients identify incentives that will have the greatest impact on changing behavior and helping employees meet their health and wellness goals.

Overcoming these five hurdles, you’ll be well on your way to creating a culture of health and well-being, which is extremely beneficial for credit unions and their employees.

Jill Lackey provides coaching, human resource consulting, talent and team development, and organizational development to Allegacy Business Solutions clients, and focuses on instituting or improving wellness initiatives and culture within those organizations. She is a graduate of Corporate CoachU and one of just 419 master certified coaches in the United States, a distinction earned through the International Coach Federation.

You may also like reading about Goldenwest FCU’s Hubbub Health wellness program, in “HR Answers: What’s All the ‘Hubbub’?" Also read “Race to Financial and Physical Fitness.”