shapeup's employer wellness survey results

Copyright © 2012 ShapeUp, Inc. The content in this document is property of ShapeUp and may not be reproduced without permission.

Debating the

Results of

Our Employer

Wellness Survey

2 Copyright © 2012 ShapeUp, Inc. This document may not be reproduced without permission.

Rajiv Kumar, M.D.

Founder & Chief Medical Officer

[email protected]

Shawn LaVana

Vice President of Marketing

[email protected]

Elise Meyer

Marketing Associate

[email protected]

Today’s Webinar Team

mailto:[email protected]




Join The Conversation On Twitter

@shapeupdotcom

#shapeupsurvey


Our Mission

Creating a healthier world by using

social influence to engage people

in healthy activities


• Who Took The Survey

• Why This Survey Matters

• Key Findings & Debate Questions

1. Engagement

2. Incentives

3. Traditional Programs

4. Outcomes

• Final Thoughts

Today’s Agenda


Who Took The Survey


•How do large employers approach employee wellness?

•Interviews with 25 large employers in October &

November 2011

•Employer sizes range from 3,000 to 300,000 employees

•Titles of the individuals include Corporate Medical Director,

VP of Global Benefits, Director of Employee Benefits,

Benefits Manager, and Wellness Director.

Survey Overview


Survey Participants

Bechtel

Blue Shield of California

Brown University

Canadian Pacific

Children’s Hospital of Philadelphia

CIBC

Flextronics

FM Global

General Dynamics

Goodrich

GTECH

Henry Ford Health System

Hewlett-Packard

Jarden

KBR

KeyBank

Kimberly-Clark

Lahey Clinic

Manpower

Monsanto

PNC Financial Services

Raytheon

Safeway

SunTrust Banks


Why This Survey Matters


0

20

40

60

80

100%

1960

$0.1T

1970

$0.1T

1980

$0.3T

1990

$0.7T

2000

$1.4T

2010

$2.5T

2020

OtherPublic

Med

icar

eO

ut-

of-

Po

cket

Other

Private

$4.5T

YearM

edc

aid

/S

CH

IPP

riva

teH

ea

lthIn

sura

nce

U.S. Healthcare Expenditures, 1960-2020

Note: “Other Public” includes TRICARE, VA and all public health initiatives. Source: CMS; CBO; KFF/HRET Health Employer Health Benefits Survey, 2011; US Census Bureau

Total

Public

Total

Private

Out-of-

Pocket

Employers = 1/3 of all health care spending


0

20

40

60

80

100%5K+

1K-5K

200 to999

3 to199

199

9

200

0

200

1

200

2

200

3

200

4

200

5

200

6

200

7

200

8

200

9

201

0

201

1

0%

0%

2%

4%

('99-'11)

CAGR

Source: Kaiser Family Foundation; US Census Bureau

Percent of Covered Workers in Partially or Completely

Self-Funded Plans By Firm Size, 1999-2011

Large employers almost all self-funded


Lifestyle conditions are driving costs

0

0 25 50 75 100 125 150M

$60BHealthcare

Cost

$60BHealthcare

Cost

Number of People Afflicted

Heart Disease

Alzheimer's/Dementia

Obesity/Overweight

HighCholesterol

Diabetes

Cancer

Hyper-tension

Heartburn

IrritableBowel

Syndrome

LactoseIntolerant

MetabolicSyndrome

Osteoporosis

Sleep

CeliacDisease

InflammatoryBowel

Disease

Cost of Healthcare, # of People Afflicted, and Nutrition Index by Condition

Source: Center for Disease Control; National Institutes of Health; Department of Health and Human Services; Illinois Department of Public Health; National Commission on Sleep Disorders Research;

American Heart Association; American Diabetes Association; Alzheimer’s Association; Epilepsy Foundation; Heart Rhythm Foundation; Celiac Sprue Association; International Osteoporosis Foundation;

American College of Gastroenterology; MedicineNet; Pharmacy Times; Sleep Disorders Guide; Physician’s Postgraduate Press

Manageable with

diet & exercise

Not manageable

with diet & exercise


Source: KFF/HRET Health Employer Health Benefits Survey, 2011

0

20

40

60

80

100%

Web-basedresourcesfor Healthy

Living

91%

SmokingCessationProgram

81%

71%

WeightLoss

Program

70%

PersonalHealthCoach

64%

Classesin

Nutrition/HealthyLiving

63%

WellnessNewsletter

57%

GymMembership/

On-SiteExerciseFacilities

% of Firms with 5K+ Employees Offering a Particular Wellness Program

Almost all large employers offer wellness


Engagement


Q: When designing your overall wellness offering, what is your top priority?

Employers care most about participation


0

20

40

60

80

100%

HRA

66%

BiometricScreening

52%

ExerciseProgram

23%

LifestyleCoaching

21%

Avg. participation

Min. / Max.

Average Participation Rates for Select Wellness Programming

Companies see varied participation rates


What does engagement mean to

you, and what do you consider a

successful engagement rate?

Question #1

If you’d like to respond, please type the question number and your

organization name into the question box on the GoToWebinar control panel.


Certain populations are hard to engage

Men • “We are 70%+ male and an engineering

organization – a tough population to get engaged

with wellness.”

Offline, Remote • “We have a vast majority of employees that don’t

have a computer but do need to lose weight.”

• “It is always a challenge for us to reach

everybody. We have a diverse workforce with

many field sites or manufacturing sites.”

Global • “We have a tough time because of the

diversification of multiple cultures. Different

cultures are harder to engage.”


How do you engage male, offline,

or global employees? What works

and what doesn’t when trying to

reach them?

Question #2




Financial Incentives


0

20

40

60

80

100%

Offer incentives

No

Yes

n=22

Basis ofincentive

Results

Participation

n=16

Averageamount(per yr)

$1,000+

$500-$700

$300-$500

$100-$200

$1-$100

n=13

Format ofincentive

HSAcontribution

Prizes

Discounton

premiums

Cash

n=12

375Averageamount

Incentives are popular, but formats differ


How much do you spend on

incentives, and how are the dollars

allocated? Do you reward

participation or outcomes, and

why?

Question #3




Traditional Programs


0

20

40

60

80

100%

Do notbelieve in

HRA

HRA is core

n=16

Mixed views on health assessments


Biometric screening: important for some

Quality • “We’ve found the quality of the staff is very

important for biometric screenings. You can’t just

contract it out because if the experience isn’t good

the first time, people won’t come back.”

Essential but

hard to

implement

• “Biometric screening is a prerequisite for any

program. I think self-reported is pointless, but it’s

been hard to set up on-site screenings, especially in

the field.”

Waste of time • “Biometric screening is a waste of time. HRA is

enough for us.”


Do you see value in health

assessments and/or biometric

screening, and why?

Question #4




Telephonic coaching: high cost, low reach

For some, it

can be

effective

• “We’ve seen a savings of $869 per person per year

for the 530 people who have been enrolled for 2

years. Telephonic coaching is difficult, although for

people who are struggling with a certain issue, this

type of support can lead them to the next level.”

Some are

unclear if it is

useful

• “How effective is coaching itself? Given the small

number of participants, we pay a lot for it.”

Others are

sure that it is

not

• “We pulled the plug on telephonic health

coaching—only a small percent respond. It’s not a

very motivating model.”


Should employers stick with

telephonic coaching or ditch it?

Question #5




Outcomes


0

2

4

6

8

Men

tions

7

6 6

Reducecosts

5

3 3

Smokingcessation

2 2

Stressreduction

1

Nutrition

1

Improveemployeehealth &wellbeing

Engagement Healthscreening& reducingpreventable

diseases

Healthpromotion,education

&awareness

Weight /Obesity

management

Drivebehavioral

change

Q: What are your company’s biggest goals for your wellness program?

Employers have varied wellness goals


What would make you a hero?

High

engagement

• “It’s about engagement – how to light a fire under

people and get them energized.”

Increase

exercise and

weight loss

• “Make the population half the size. We’re having

remarkable success with smoking but weight loss is

treading water.”

• “Get everybody exercising and get people off the

couch.”

Reduce

costs

• “Our medical costs go up like clockwork every year. If

I could keep it from going up or going up as much, it

would be huge.”


What outcomes are you looking for

from your employee wellness

program, and why?

Question #6




Final Thoughts


• Engagement is key to success.

• Traditional wellness programs suffer from low

engagement and high costs.

• Incentives are on the rise, but employers are

seeking guidance on how to structure them.

• Reducing obesity would result in hero status.

Key Insights & Takeaways

About ShapeUp

ShapeUp is the first employee wellness company focused on leveraging

the power of trusted social networks to promote healthy living. Founded in

2006 by two medical doctors, we’ve pioneered an innovative approach to

behavior change that uses social influence to reduce health care costs and

improve health through peer motivation, support, and accountability. Our

evidence-based social engagement platform covers over two million

people and is used by 200 employers and health plans around the world.

How to Contact Us

To learn more, visit www.shapeup.com, email Dr. Rajiv Kumar at

[email protected], or call our office at (401) 274-1577.

Copyright © 2012 ShapeUp, Inc. The content in this document is property of ShapeUp and may not be reproduced without permission.

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