To gain a better understanding of what benefits are the most impactful and what trends to expect in 2020, we looked to this year’s Healthiest 100™ Workplaces in America. These organizations are some of the most innovative employers in the country. They’ve garnered a deep understanding of their populations’ behaviors and motivations to develop plans and programs that drive engagement and sustainable outcomes year-over-year.
When we began reviewing the Healthiest 100 assessment data, it became apparent that these people-focused employers are investing in holistic approaches to wellness, and going far beyond the physical dimension of health. They are taking an outcomes-focused approach to employee health, by leveraging employee feedback, results in data, and understanding how to tailor their programming to their specific employee population’s needs.
To gain a better understanding of which benefits are keeping these organizations’ workforces engaged, we took a deep dive into the most common and innovative offerings highlighted through our 2019 Healthiest 100 assessment data.
Beyond Physical Outcomes
Up until a few years ago, many health and wellness programs had traditionally focused around improving physical health. However, when comparing this year’s applicants’, countless plans now evaluate employee wellbeing from a physical, financial, mental, social, and emotional standpoint. A few of these holistic-focused plans include:
- Social/Community: 55.28% of applicants offer paid time off dedicated to volunteer hours
- Financial: 85.23% of employers provide financial wellness programming
- Mental: 79.35% of plans include mental health programming
- Financial: 72.11% of organizations provide parental leave policy for men and women
Common Plan Offerings
As the shift of primarily physical offerings moves towards a more holistic approach, a few benefits that were once at the forefront of innovation are now program staples. These familiar offerings help showcase that organizations are not only responsive to industry trends but remain progressive in their benefits offerings. Some consistent program offerings are:
- Nutritional and dietary resources
- Physical fitness programs
- Health risk assessments
- Lifestyle programs or coaching
- Employee assistance programs
- Telemedicine
- Flu shot or immunizations
Strategic Planning
With a foundation of program initiatives set, employers can now focus on measuring the effectiveness of their plan offerings more holistically. They are leveraging more intelligent data and disease management sources to guide their initiatives, tracking the impact of their overall employee engagement.
Healthiest Employers applicants utilize the following:
- Behavioral health claims
- Aggregate reporting
- Internal benchmarking
- External benchmarking
- Gaps in care data
- Employee satisfaction
- Healthcare claims data
These percentages of applicants consistently monitor the following conditions:
- Diabetes: 85.25%
- Obesity: 72.02%
- Asthma: 70.55%
- Coronary Artery Disease: 68.98%
- Depression: 68.49%
Measuring Effectiveness through Reporting and Analytics
One common opportunity discovered in our assessment data this year revolved around Opioid risk mitigation. This timely topic between employers and the healthcare industry, finds many employers searching for the most impactful solutions to prevent abuse and provide support and education.
Some of the most common mitigation and prevention strategies included:
- Opioid abuse communication strategies and education programs
- Max Fill Limits on specified prescriptions
- Opioid outreach programs
- Alternative medications
Over the next decade, as issues and opportunities in employee wellness continued to evolve, it’s imperative that employers understand there’s no one-size-fits-all approach. Through continued evaluations of your holistic health initiatives, you will help build morale within your organization and keep your workforce engaged through all facets of their lives.
To learn more out the Healthiest Employers Awards program, click here.
