Post on 15-Jan-2015
description
transcript
A Presentation by
WELLNESSPROGRAMS
IS TAKING OVERWHY GAMIFICATION
Chapter 1Why Wellness Programs Need Gamification YOUR
PROGRESS
0%
More companies are employing gamified wellness programs than ever before.
73% of employers have a health engagement strategy for their employees
63% are employing game elements with their programs
70 of the top 100 companies in the U.S. are adding Gamification to their wellness programs
WHY?Gamification increases engagement, and wellness programs improve health.
The U.S. currently spends 17% of its Gross Domestic Product on Healthcare, one of the highest percentages in the world1 , not to mention…
Sources: 1: http://data.worldbank.org/indicator/SH.XPD.TOTL.ZS2:http://www.rwjf.org/en/topics/rwjf-topic-areas/prevention.html
75%of US health spendinggoes to treatingchronic conditions
7 in 10deaths in the US eachyear are caused bychronic conditions
$10a person per yearinvested in preventioncould save billions
ENTER: WELLNESS PROGRAMS
This is a failure of the system. Many chronic diseases like diabetes and heart disease are largely preventable. Healthier habits are a way to reverse this growing trend.
Employers should implement wellness programs because...
A majority of Americans will receive insurance through their employers by 2016.
Source:http://www.washingtonpost.com/posttv/video/inplay/everything-to-know-about-obamacarein-2-minutes/2013/10/04/469ae328-26d5-11e3-b3e9-d97fb087acd6_video.html
Research estimates that employers can create excellent ROI by saving up to
$3 on their healthcare costs
for
every $1 spent on employee wellness programs.
Source: http://www.ifebp.org/AboutUs/PressRoom/Releases/Wellness+Programs+Benefit+the+Bottom+Line.htm
There’s financial incentive
There’s also government incentive
The Health Insurance Portability and Accountability Act allows employers to provide a 20% discount on premi-ums to employees who meet certain criteria for staying healthy and preventing disease.
The ACA increases this discount to 30% for group health plans.
Source: http://www.nciom.org/wp-content/uploads/2010/10/PR_Provisions_Full.pdf.
Employers should also care about wellness programs because employees like them.
Numbers Don’t Lie
66% of employees who were involved in at-work wellness programs were extremely or very satisfied with their group employee benefits
67% of employees engaged in worksite wellness believed their employer takes care of them
Source: http://www.corpsyn.com/knowledgecenter/articles/gamification.html#.Uv5DWvldU6U
87% of job candidates consider wellness pro-grams when choosing an employer
So, offering employees wellness programs makes them happier.
And when employees partici-pate in wellness programs, it saves companies money.
But, traditional wellness pro-grams have problems...
> Lack of milestones
> No positive reinforcement
> No social encouragement
Source: http://www.infosys.com/infosys-labs/publications/Documents/gamification/how-to-make-healthcare-wellness-programs-more-effective.pdf
DOWNWARD CHART
...that lead to:low motivation and low engagement rates
So, how do companies make the most of their wellness programs?
GAMIFICATION
Chapter 2Case Studies
33%
YOURPROGRESS
Ochsner + Virgin HealthMiles
Ochsner operates seven hospitals and 35 clinics in south-eastern Louisiana
Virgin HealthMiles is a gamification department of the Virgin Group
Program1) Employees track daily steps with a pedometer and upload them to an electronic journal
2) An in-office kiosk also lets employees measure and track their body fat percentage, weight and blood pressure
3) Employees progress through Rewards levels and earn either retail credit or cash
ResultsAfter one year, over 50% of employees had reached Rewards Level 3 and received a discount on their premiums
Having steadily risen for years, Ochsner’s insurance claims fell by 5%
Source: http://www.nytimes.com/2010/03/28/business/28unbox.html?ref=business&_r=0
St. Lawrence College + Keas
One of Ontario’s leading com-munity colleges, with a stu-dent population of 6,700
Keas is a California-based gamification vendor that designs corporate wellness programs
Program1) Employees formed teams that were ranked on a public leaderboard
2) Each week participants would set three wellness goals to achieve, which they could share with their teammates on Keas’s social media feed
3) Completed tasks received points and moved teams up the leaderboard
Results 280 of 324 registered participants lost weight
82% said Keas made them feel more positive about working for St. Lawrence
88% said Keas’s platform improved teamwork and collaboration
38% reported a reduction in their stress levels
Source: http://info.keas.com/rs/keas/images/Keas-CS-St-Lawrence.pdf
Blue Shield: Wellvolution
Blue Shield of California is a non-profit health insurer
Wellvolution is Blue Shield’s internal wellnessinitiative
Program1) Employees were assigned challenges and givenpoints for completing them. These points could be redeemed for rewards
2) Employees were encouraged to share theirresults and rewards on social media
ResultsEmployee smoking has decreased by 50%
Employee hypertension has decreased by 66%
Employees are paying a combined $3 million less per year in insurance premiums
More Results Blue Shield’s disability claims have decreased by 20% among participating employees (com-pared with a 60% increase for non participating)
Blue Shield estimated an ROI of $3 : $1 spent
60% increase in employee participation in well-ness programs
Source: https://www.blueshieldca.com/sites/premier-accounts/total-health/wellvolution.sp
Implementing gamification into wellness programs benefits both employees and employers.
Chapter 3Best Practices
66%
YOURPROGRESS
Consider this:> What will motivate your employees?
> How can I make the entire group involved?
> Which rewards make the most sense?
> What type of feedback do employees want?
Be wary of extrinsic motivation Rewarding employees with financial incentives can work in the beginning phases, but without additional incentives the effectiveness of cash or discounts will fade.
Use Intrinsic MotivationUse game elements to build a connection between your employees and their desire to improve them-selves. This way their focus remains on their internal drive rather than purely cash rewards.
Build a Community> Encourage employees to talk about their fitness goals
> Create group activities that promote interaction after work
Find the optimal challenge Humans need a balance between competence and challenge to stay engaged.
Make sure your wellness program features gamified elements for all levels of users.
Make feedback Positive & TimelyAs soon as employees complete an activity and log their progress, offer them rewards. This instant feedback builds a feedback loop and lays the foundation for habit-forming behavior.
Plan for CheatersWearable technology like FitBit helps keep employees honest, so no one can log progress or claim rewards for activities they didn’t complete.
Above all... MAKE IT FUN
Progress: Complete!
100%
Learn more about gamification at TechnologyAdvice.com