Superchargers: Building Best-Practice Technologies for ... · Nation’s leading supplier of...

©2017 The StayWell Company, LLC. All rights reserved.

David R. Anderson, PhD LP

Co-founder & Adviser, StayWell

Superchargers:

Building Best-Practice

Technologies for Sustained

Engagement

Art & Science of Health Promotion ConferenceMarch 28-31, 2017


Conflict of interest statement

2

The presenter was employed by and continues to have a

consulting relationship with StayWell, a national provider of

worksite health management solutions.

Some of the information in this presentation is based on the

presenter’s experiences with this provider but is used solely for

educational or illustrative purposes and does not promote the

use of specific products or services.


This session – agenda

• Current best practices in worksite health and well-being

• Exceptional worksite case studies

• Short-lived activity versus sustained health gains

• Realizing the potential of technology

• Supercharging best practices

3

©2017 The StayWell Company, LLC. All rights reserved.©2017 The StayWell Company, LLC. All rights reserved.

Current best practicesin worksite health & well-being

4


Best practice scorecards and resources

• HERO Health & Well-being Best

Practice Scorecard in Collaboration

with Mercer− Strategic Planning

− Organizational and Cultural Support

− Programs

− Program Integration

− Participation Strategies

− Measurement and Evaluation

− Outcomes

• CDC Worksite Health ScoreCard

• NBGH WISCORE Wellness Impact

Scorecard

• WELCOA’s Seven Benchmarks

• NIOSH Total Worker Health

5


Scholarly research and practice literature

6


7

47%

34%

68%

48%

0%

20%

40%

60%

80%

100%

HealthAssessment

Coaching

Standard Practice Best Practice

2.0%

4.7%

0%

1%

2%

3%

4%

5%

One-Year Risk Reduction

Standard Practice Best Practice

Research: Best Practices Drive Superior Results

More Health ImprovementHigher Participation

Terry PE, Seaverson ELD, Grossmeier J, Anderson DR. “Association Between Nine Quality Components and Superior Worksite Health Management Program

Results.” June 2008. Journal of Occupational and Environmental Medicine (JOEM).


Exceptional case studies

… many clear outliers are low-tech / high-

touch programs in smaller employer settings

8


Case Study: Lincoln Industries

Platinum Well Workplace Award

9


Lincoln Industries – Company overview

Based in Lincoln, Nebraska – about 600 employees

Nation’s leading supplier of high-performance metal products

Unique, intentional culture

Six-time “Top 25 Medium Companies to Work for in America”

National recognition for wellness:• C. Everett Koop National Health Award - 2008

• US Department of Health and Human Services: “Innovation in Prevention” Award - 2007

• Great Place to Work® Institutes: “Respect” Award for Wellness Focus - 2007

• American Heart Association: Platinum Award for “Start! Fit-Friendly Workplace” - 2007

• Partners for Prevention: “Leading by Example” Company - 2007

• Center for Disease Control: Worksite Wellness “SWAT” Project 2005-2007

• Wellness Councils of America (WELCOA): Two Time Platinum Award Winner – 2003, 2006

10


Lincoln Industries cultural elements

• Developing talented individuals

• Focusing on wellness

• Ensuring safety

• Maintaining open communication

• Recognizing excellence

• Community connections

http://lincolnindustries.com/home/who-we-are/culture/

11


Lincoln Industries – Building a wellness culture

• CEO ownership, commitment, and leadership

• Cultural belief statement starts every meeting– “Wellness is important to our business success.”

• Performance measurement– Every employee, production worker to executive, sets annual wellness goal

– Part of performance review throughout career at Lincoln Industries

• Leadership development– All senior executives participate in monthly wellness outing

– Top level managers selected annually into Peak Performance Action Team, which

chooses wellness goals to complete as a team for one year

– All supervisors measured using “3 for 3” model: 1. Delivering results; 2. Development of

self and others; 3. Wellness of self and others

– Training on how to engage their people in wellness efforts

• Job integration, e.g., job-related stretching/flexibility exercises

• Work environment, e.g., tobacco-free campus, food choices

12


go! Platinum – Earns the opportunity to climb!

Earn 8-10

points

http://lincolnindustries.com/home/files/2011/10/LincolnIndustries-WellnessBrochure2012.pdf

13


Lincoln Industries – Value & peak performance

• Koop award documentation

– 100% of employees participate!

– Value includes health care and productivity-related savings

14


Exceptional case studies

… our challenge is to scale the exceptional across

large, diverse, dispersed enterprises

… in a dynamic world where the nature of work and

the workplace is being redefined by technology

15


Short-lived activity vs.

sustained gains in healthWhat we’ve learned from best practices

16


Population health & well-being model

17

GIVENS

SOCIAL

STRUCTURAL

INDIVIDUAL

LEVELS:

EcosystemCulture / Sub-cultures Environment

CommunitiesGroup Activity Group Support

InterventionsSelf-directed 1-on-1 Coaching


Distinguishing the best from the rest

Best Practice Element Common Practice

Individual, social, structural Levels Individual focus

Full-continuum Strategies High-risk/disease segments

Optimal health & well-being Goal Risk reduction

Engagement / intrinsic Motivational model Compliance / extrinsic

Stage-sensitive Change model Action paradigm

Collaborative “with” Support model Prescriptive “to”

VOI Outcome metrics ROI

18


Tom Sawyer knew intrinsic motivation!

Punishment or privilege?

19


“Psychological Reactance” in action

20


Building the right value proposition

Component Employer why? Employee why?

Challenges /

CampaignsEducate and activate Fun, social, achievement

Coaching /

Behavior changeReduce employee risks

Vitality, energy,

appearance, well-being

Health assessment /

ScreeningMeasure employee risks

Understand, track health

(“teachable moment”)

Innovators are correctly re-focusing on end-user “whys?”

21


Realizing the potential of

technologyIdeas to scale and supercharge best practices

22


Personalized blend of human & tech touch

23


Tools and technologies are proliferating

24

MyFitnessPal MyPlate


The most powerful features?

25


26

http://www.medgadget.com/2016/04/global-mobile-health-applications-market-report-2016-size-trends-market-shares-strategic-insights-and-forecast-to-2022.html


What’s the impact of health apps?

27

Study Design Overview

212 primary care patients with BMI 25+

Smartphone users & want to lose weight

Randomized to usual care vs. usual care + MyFitnessPal app

Results

Minimal weight loss at 6 months; no group differences

Liked app but logins dropped sharply after first month

Conclusions

Apps may be useful for people ready to self-monitor calories

Unlikely to yield substantial weight change for most patients


28

How about wearable devices?


Role of technology in population health

29

Best Practice Element Common Practice

Tool Strategic Solution

Enhance reach and dose Operational Replace traditional delivery

Increase effectiveness Primary goal Reduce cost

Increase cost-effectiveness Secondary goal Maintain effectiveness


Best-practice application of technology

30

Component Enhance the employee “whys?”

Challenge / Campaign More fun, social, engaging

Coaching /

Behavior changeMore ability / motivation to achieve

vitality, energy, appearance, well-being, etc.

Health assessment / ScreeningBetter understand & track health

(leverage “teachable moment”)

Champion Networks More ability to support fellow employees

Supercharge by providing more value to more users


VARIETY OF TARGETS,

TIMEFRAMES, THEMES

Supercharge: ChallengesMore fun, more social, more engaging

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Devices to track & engage

AMP UP “GAME”

FEATURES

Uncertainty

Fantasy

Competition

Collaboration

Goals

Rules

Activity

Decisions


Supercharge: Coaching / Behavior changeMore ability / motivation to achieve outcomes

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MAINTAIN

SUPPORTIVE

CONNECTION

DYNAMIC PROCESS

INTEGRATE HUMAN AND

DIGITAL COACHING

FEATURES

DIGITAL B-MOD TOOLS


Supercharge: Health assessmentBetter understand / track health

33

Source: Anderson DR et al. Health assessment. In O’Donnell MP (Ed.) Health Promotion in the Workplace, 4rd Edition, 2014.

YEAR-ROUND

DATA FLOW

REAL-TIME,

ANYTIME

HEALTH PROFILE

CONTINUOUS

MONITORING & OUTREACH


Supercharge: Champion networksMore ability to support fellow employees

34

Network interconnections

and Resource Sharing

Connections with employees


Case study example

Blending best practices with appropriate technology

35


Case study

ENERGY COMPANY 25,000 PARTICIPANTS

Getting into the wellness groove…

Choice and flexibility bring everyday

wellness to life in an award-winning

program.

Their challenge.

Take us from a grassroots

program with no centralized

strategy or structure to a

robust program valued by

employees and offering

competitive advantage to

our business.

The solution.

Design a world-class program

deeply integrated into benefits

and across all vendor partners,

an abundance of choices

on how to engage with

their health.

It’s openedmy eyes. It’schanged theway I think, and makes me more cognitive of my ability to keep on moving.”

— Gavin, StayWell participant

“

36


ENERGY COMPANY 25,000 PARTICIPANTS

How to create a powerful incentive concept…

Keep it simple, make it valuable, integrate it.

Earn 1,000 points.

Complete HA in first year

Added requirements each

subsequent year.

Offer more choice as

requirements increase

Qualify for preferred health plan.

Two medical plan options

Same premium for both plans

Estimated out-of-pockets savings of $1,200

per family in preferred plan

Lower deductible, coinsurance

Case study

37


WHAT WAS DELIVERED

Strategy

• Communication to prime

shift of cultural norms

• Health Assessment – 96%

• Onsite staff and facilities

• Culture-focused onsite

programming

• Integration with partners

• Leadership engagement

dashboards

• Robust Incentive Points

program

Designed world-

class programdeeply integrated into

benefits and across all

vendor partners.

Made access easyby offering a “something

for everyone” approach

with choices.

Access to programs

• Health Advisor

• Coaching

• Onsite programs and

targeting campaigns

• Biometric health screenings

• 52 week intensive weight

program

• Online classrooms

• Self reported events

• LM and DM programs

2% Reduction in Health Care spend

10%

Cumulative reduction in

average number of health risks

for those completing multiple

health assessments

$1 $2

CUMULATIVE ROI

based on health care claims

analysis

$1

Leveraged social

circles using mobile

apps and devices.

Million Step Challenges

• Designed to keep people

active and motivated year-

round

• Provided Fitbit to all

employees

• Encouraged “friendly

competition” by facilitating

team and personal

challenges

• Set individual, team, and

corporate goals

Case study

38


THE NEXT CHALLENGE

How does one of the world’s leading energy companies,

with geographically dispersed employees, launch a wellness

initiative that keeps people active and motivated, day after

day, month after month, all year long?

Case study

39


THE SOLUTION

Harness the power of friendly competition and a strong

corporate culture of health with an innovative new Million

Step challenge. Seamlessly integrate a Fitbit® device for

additional fun and tracking.

Fitbit is a registered trademark and service mark of Fitbit, Inc. Step It Up! Is designed for use with the

Fitbit platform. This product is not put out by Fitbit, and Fitbit does not service or warrant the functionality

of these products.

Case study

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FIRST-YEAR RESULTS

23,814,541,020 steps

23,079people enrolled

15,368people took

one million

steps

2,138participants

passed the

two-million mark “I think it’s the most

effective wellness program

that we’ve ever done.”

“I love to open up my

phone every day and see

what place I’m in.”

Case study

41


Thank you!

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