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The Business Value of a Healthy Workforce

2013/2014 Staying@Work™ Survey. The Business Value of a Healthy Workforce. August 21, 2014. Critics, audiences and employers across the country. CAN’T STOP TWEETING ABOUT THAT NEW MOVIE…. with the really long title, that truthfully…. …isn’t very catchy at all.

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The Business Value of a Healthy Workforce

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  1. 2013/2014 Staying@Work™ Survey The Business Value of a Healthy Workforce August 21, 2014

  2. Critics, audiences and employers across the country CAN’T STOP TWEETING ABOUT THAT NEW MOVIE…

  3. with the really long title,that truthfully… …isn’t very catchy at all.

  4. Written, directed, produced, and every other functioned… by @TowersWatson

  5. Based on a true story of approximately 892 employers… { P Warning! Rated P for… Please. No laughing 

  6. TITLED… 2013/2014Towers Watson/National Business Group on Health Employer survey on the business value of a healthy workforce:Summary of Key Findings. THE SEQUEL.

  7. FANS ACROSS THE COUNTRY EXPLAIN THE SURVEY’S TOP FINDINGS…

  8. @Employee57 grumbles…

  9. “Employees view lack of support and inadequate staffing as leading causes of stress” #StrawOnACamel’sBack#Help—iNeedSomebody#Help—NotJustAnybody#needabreak

  10. @Takingaction48 Says show me the money...

  11. “Incentives are becoming increasingly popular” #YouHadMeAt$ #You(andMoney)CompleteMe

  12. @BMI_over35 comments…

  13. “Adoption of outcomes-based incentives continues to expand.” #sodoesmywaistline#cantstopwontstop#iAteTheCarrot…andTheStick

  14. @pradalover1990 Knows the best way to manage stress…

  15. “The most prevalent way employees reduce stress is by doing other activities that distract them… like shopping” #TheDevilMadeMeDoIt #SoDidStress

  16. @TowersWatson closes with…

  17. “All the cool employers are going to see this movie. You should too.” #nopressure#justsayin’#thanksforwatching#passtheSnowCaps

  18. Our survey results are coming to a theatre near you. And by theatre, we mean the MBGH 2014 Annual Conference-Taking Care of Business-Linking Wellness & Health Benefits. Stay Tuned

  19. 2013/2014 Staying@Work™ Survey The Business Value of a Healthy Workforce Presentation to Memphis Business Group on Health August 21, 2014

  20. About the Staying@Work survey Inaugural global survey 42% Number of Full-time Workers Employed by Respondents Employer respondents have more than >10,000 full-time workers Respondents by Region 15 892 Employers completed the survey between May and July 2013in North America, Latin America, Europe and Asia • Countries/markets surveyed Industry Groups • of the respondents have their workforces located in multiple countries and respondents operate in all major industry sectors 51% Source: Towers Watson/National Business Group on Health 2013/2014 Staying@Work Survey

  21. of respondents plan to have an articulated health and productivity strategy in the next three years. • respondents say developing a workplace culture where employees are responsible for their health is a top priority of their health and productivity programs. Top strategic priorities 7in 10 94% Source: Towers Watson/National Business Group on Health 2013/2014 Staying@Work Survey towerswatson.com

  22. Top lifestyle risk factors Yet only 15% of employers identify improving the emotional/mental health (i.e., lessening the stress and anxiety) of employees as a top priority of their health and productivity programs. Source: Towers Watson/National Business Group on Health 2013/2014 Staying@Work Survey towerswatson.com

  23. Stress disconnect and consequences Top 3 causes of the #1 issue: workforce stress The disconnectpotentially risks employers diverting precious time and resources to fixing the wrong problems, alienating employees and suffering the business consequences of increased absence, presenteeism and unwanted turnover. Employeesays Inadequate staffing Low pay/pay increases Unclear job expectations Employer says Lack of work/life balance Inadequate staffing Expanding technology Source: Towers Watson/National Business Group on Health 2013/2014 Staying@Work Survey

  24. Steps taken by employers to manage stress Source: Towers Watson/National Business Group on Health 2013/2014 Staying@Work Survey towerswatson.com

  25. Provider strategies to improve quality/efficiency of care Use value-based benefit designs Use technologies to integrate biometrics with coaching Offer incentive (or penalties) to providers to improve quality, efficiency and health outcomes Expand access to site-based services such as traveling physician, nurse, registered dietician Offer further access to behavioral health services through virtual consulting sessions Contract directly with physicians, hospitals and/or ACOs/PCMH beyond what the health plan is offering Source: Towers Watson/National Business Group on Health 2013/2014 Staying@Work Survey

  26. Tougher requirements to earn incentives or avoid penalties (U.S.) Source: Towers Watson/National Business Group on Health 2013/2014 Staying@Work Survey towerswatson.com

  27. Most incentivized programs Source: Towers Watson/National Business Group on Health 2013/2014 Staying@Work Survey towerswatson.com

  28. Outcomes-based incentives (U.S.) Reward (or penalize) based on tobacco-use status Annual financial incentive amount under outcomes-based incentive programs (U.S.) Reward (or penalize) based on biometric outcomes other than tobacco-use status (e.g., health-contingent targets such as BMI, blood pressure, cholesterol levels) Notes: Based on U.S. companies. 2011 is based on 2011/2012 Staying@Work Survey. * Estimates are based on companies “planning” to adopt the tactic in 2014. ** Estimates are based on companies considering the tactic for 2015/2016. towerswatson.com

  29. Taking action: High-effectiveness organizations adopt a holistic view of health and productivity • Company leadership, organizational priorities and culture support workforce health and productivity goals Provide customized approaches for different workforce segments Involve and address the role of the manager in changing workforce health outcomes Define health and productivity more broadly to include physical, psychological and emotional aspects of health Use health, health risk behaviors and absence and disability to make program decisions Source: Towers Watson 2013/2014 Staying@Work Survey

  30. 22% • Lower BMI (>30) Survey results of companies with the most effective health and productivity programs 1.5 • percentage points lower medical trends Fewer Diabetics/High Glucose Risk(>100 with fasting) Financial/Productivity Health Risks 47% 1.3 26% Fewer cases withhypertension (>130/89) fewer days (per employee per year) in total absence • Lower medical costs per employee >$1,600 18% 34% • Fewer users of Tobacco higher revenue per employee* Note: *Based on Global results Source: Towers Watson/National Business Group on Health 2013/2014 Staying@Work Survey

  31. Key considerations for building a culture of health and well-being 1 2 3 4 5

  32. Thanks! Link to survey: http://www.towerswatson.com/en/Insights/IC-Types/Survey-Research-Results/2014/02/stayingatwork-report-business-value-of-a-healthy-workforce

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