Visit the Healthcare Industry Pipeline at - Download White Papers and Case Studies, Register for Webcasts!
Search Healthcare
Business at HIN:

Members Only
Click here for
subscriber access,
key word searches or
to download articles
of interest.

Audio Conferences

A complete selection of health management resources for healthcare executives. Your one-stop shop for the leading publications you need! Click here to browse our categories or conduct key word searches to find the products that best meets your needs!

HIPAA Desktop

Link your company's Web site or Intranet to HIN

Career Center
The Healthcare Intelligence Network Career Center brings together qualified healthcare management professionals seeking new career opportunities and healthcare organizations that are seeking to fill health management positions within their companies.

Earn gift certificates by referring your colleagues to the Healthcare Intelligence Network!


Healthcare Industry/
Managed Care


Share this article with a colleague!

Click here for a Free trial to Jenks Healthcare Business Report

Benefit-Based Incentives That Tripled Participation in Workplace Wellness

David Sensibaugh, director of Integrated Health at Eastman Chemical Company, describes how HRA completion and wellness program participation tripled when a benefits-based incentive was introduced.

Before 2006, in any given year we had about 30 percent of our employees completing an HRA, and we needed to accelerate that dramatically to get up in the 75 percent-plus participation level. In 2006 we introduced an incentive for employees to complete a health risk assessment (HRA). If they did that, then their healthcare contributions for the next year would be $600 — or about $50 a month lower than that they would be otherwise. By introducing that incentive our participation jumped that first year from 30 percent to 94 percent. As we moved into 2007, we wanted to continue this journey and build on the momentum we had established. So in addition to completing the HRA, employees were encouraged to do something else, from an educational perspective, that would be aligned with one of four areas of focus, based on their HRA data: cardiovascular, obesity, stress and maintaining a healthy lifestyle.

With this incentive, 90 percent of our employees then met the condition during 2007 for the 2008 benefit year. The first year employees had to complete HRAs; 94 percent of our people did that. The second year, employees had to complete the HRA and do something else — participate in an Eastman Integrated Health-sponsored program. We were very pleased with those results. Not only did the HRA participation increase significantly — from 30 percent to 94 percent, which is about a 184 percent increase — but participation in other programs and activities increased significantly as well. Most notable of these is the increase in our healthy lifestyle coaching program called Healthy Steps, which went from about 350 participants to over 1800 participants. HealthFitness, our partner and outsource organization, managed all these things for us.

During 2007, in addition to completing the HRA, employees were encouraged to participate in an additional program. “Walk This Way” is one example of the many programs that would qualify as an Eastman Integrated Health-sponsored program. These programs help people meet that enrollment condition to obtain that $600 differential in their healthcare contribution. The participation in our walking program doubled between 2006 and 2007. In addition to participation, the results of the improvements and health risks are particularly noteworthy.

For HRAs during 2006 and 2007, well over 8,000 employees participated each year. The results indicate improvements in almost all risk factors; the body mass index (BMI) and the glucose, which is an indicator of diabetes, were the two that didn’t have an improvement. Across the board these comparisons between year one and year two are statistically significant, but the greater takeaway is that there remains a significant opportunity to improve these risk factors. We know that behavioral, lifestyle change coaching programs work. The challenge is to get people motivated to participate in these programs, so that they can achieve as well as sustain the needed behavioral change.


Source: Employee Health Promotion Strategies: Effecting Change through a Culture of Health, March 2008

Employee Health Promotion Strategies: Effecting Change through a Culture of Health

This special report describes the payoffs of creating a corporate culture of health and the improved worker health and safety that can result. Learn how one company overcame a "benefit entitlement mentality," and a second developed a culture of health that improved the health and welfare of the company's 3,000 shift workers. This case study of employee health promotion in a manufacturing setting addresses the specific challenges of fostering health when employees work 12-hour rotating shifts among several locations.

Employee Health Promotion Strategies: Effecting Change through a Culture of Health is available from the Healthcare Intelligence Network for $97 by visiting our Online Bookstore or by calling toll-free (888) 446-3530.

Share this article with a colleague!

IMPORTANT NOTICE: This information is designed to provide accurate and authoritative information on the business of healthcare. It is distributed with the understanding that Healthcare Intelligence Network is not engaged in rendering legal advice. If legal advice is required, the services of a competent professional should be retained.

© Copyright 2012 Healthcare Intelligence Network Call toll-free (888) 446-3530