Landmark Study Move Beyond Traditional Participation & Engagement Strategies for Your Populations: First you must understand the Culture of Health from the perspective that matters most: your membersDo you struggle to find innovative ways to increase participation and engagement among your member populations? Are your customers looking to you as a trusted advisor to improve the integration of care and program outcomes? If participation and engagement rates are not where you or your customers would like them to be, you are not alone. Recently, HealthMedia, Inc., conducted a comprehensive National Landmark Study1 to better understand how individuals think about an organizations commitment to health as well as what leads individuals to participate and stay engaged in health and wellness programs. The study yielded some interesting results: Finding #1: Organizations can be positioned on a Culture of Health Spectrum and most have significant opportunities to improve their placement rating. We asked more than 3,000 employees to rate how evident a Culture of Health was in their organizations, ranging from not at all visible or evident to programs are seen as integral to the companys mission or culture. A Culture of Health was defined as the attitudes and behaviors about taking care of ones physical, emotional, and mental well-being. Based on the studys findings, we developed a proprietary Culture of Health Spectrum in which all companies can be placed into one of six categories based on their responses. It is important to note that these levels demonstrate employees perceptions of the companys genuine support behind health and wellness, not just the quantity of programs in place or the number of campaigns administered.
Interestingly, the study found only six percent (6%) of employees feel that a Culture of Health is integral to their companys mission and goals; this leaves the vast majority of companies with an opportunity to advance the Culture of Health within their organizations. While the majority of respondents acknowledged that their company offered wellness programs, the true support behind these programs was often not as evident as it could be. This finding points to a significant opportunity for you to help your employer customers understand their own commitment to a Culture of Health and how that commitment may be impacting their successes. With the expected growth in individual markets, now consider how a similar scale applies to your health plan through the eyes and experience of the consumer. If wellness is not core to the solution you provide, will a Medicare or Medicaid recipient, or an individually insured person feel less compelled to participate in your programs? Finding #2: Individuals, on average, are three times more likely to take action on their health when their organization has a strong Culture of Health.1 When an organization is committed to a true Culture of Health, individuals are much more likely to participate in companyprovided health and wellness benefits. Study results indicate that people who rate their Culture of Health as a 5 or 6 on the Culture of Health Spectrum were 2.5 times more likely to use on-site physical fitness facilities, and almost twice as likely to use fitness support than people who rated their companies as having a lower
Culture of Health. Additionally, the number of hours missed due to health issues decreased by between 1.1 and 3.5 hours per month. Consider how these results might similarly apply to how your members take action for their health and utilize health care services more proactively and responsibly. Finding #3: In companies with a strong Culture of Health, individuals report higher job satisfaction and better job performance. Individuals who rated their Culture of Health as strong are more than 2.5 times more satisfied with their jobs than those who rated their culture of health as lower. Additionally, people who perceive a higher Culture of Health also self-reported marginally higher job performance. If you can help your customers achieve a stronger culture of health, this could translate to significant productivity gains among your member populations and for your customers. Investing in higher quality health programs for your members can also pay off in the form of higher satisfaction and retention rates. In fact, in a randomized control trial with Kaiser Permanente members, participants in a more personalized Digital Health Coaching program reported 24% higher satisfaction rates with their health plan when compared to participants in a more generic program2.
people who rated their companys Culture of Health lower told us that they were skeptical of additional programs. This data leads us to conclude that individuals implicitly trust their organizations more when a strong Culture of Health is present and consistently fostered. 3. A dual approach is needed for true success. At Johnson & Johnson we believe that a Culture of Health should be addressed from an organizational perspective as well as from the experiences of each individual. Programs should receive unwavering support while simultaneously resonating with individual members and their motivations for changing their own attitudes and actions in their health journey. By addressing both sides of the equation, Johnson & Johnson has successfully built one of the healthiest workforces in the world. Our solutions are uniquely designed to help you and your customers achieve the same success.
Join Us for a Webinar Emerging Engagement Strategies: New population health approach shows positive results Understanding The OpportunityThe Landmark Study introduces valuable insights to organizations struggling to improve participation and engagement rates. 1. The Culture of Health ALWAYS matters. It enables or impedes an organizations ability to drive business performance and it is critical to know where an organization stands. Before implementing new wellness programs, your employer customers should take a true gauge of their Culture of Health from the individuals perspective. With this information in hand, you can help them better devise effective, actionable plans for driving increased participation and engagement. 2. Establishing a Culture of Health is a critical first step. You and your customers will have a positive impact if it is authentically and consistently supported. When we asked study participants how they would feel if their company were to provide health and wellness programs, their answers depended on how they viewed their current Culture of Health: People in a strong Culture of Health, overwhelmingly, said that they would feel grateful while Join us for a webinar where industry subject matter experts will share additional insights from the Landmark Study and introduces an innovative new business paradigm that goes beyond todays traditional methods of creating and sustaining participation and engagement strategies.
Landmark Study Background: The Landmark Study of Employees and their Culture of Health and Performance Quantitative Survey was conducted online in October through November 2009. The sample consisted of 3,007 adults (aged 25 to 60) who were currently employed full time (30+ hours), received their health insurance through their employer, and reported that their employer employed at least 300 employees. Respondents completed a 60-minute online questionnaire covering a wide range of topics including: current health and wellness status, job/employer satisfaction and engagement, as well as desired role of employer, evaluation of multiple need states in terms of relevance and motivation, and appeal of various approaches to improving their health status.1
Rothert, K., et al. (2006). Web-based weight management programs in an integrated health care setting: A randomized controlled trial. Obesity, 14(2), 266-2722
For more information please visit www.healthmedia.com/health_plans or call us at 734.623.0000 x300.