discussing the 2012 technology + employee wellness survey
DESCRIPTION
The way we approach health is changing dramatically. A major driving force behind this shift is the advent of health technology. Mobile apps, social networks, games and devices are aiding in the pursuit of better health by making obscure health concepts understandable, difficult lifestyle changes more approachable, and the solitary journey social.In order to examine the precise manner in which technology is altering and aiding employers’ approach to corporate wellness, ShapeUp and context communication consulting administered the first annual Technology + Employee Wellness Survey. View the survey results in these slides, and watch the webinar at http://www.shapeup.com/tech-surveyTRANSCRIPT
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Rajiv Kumar, M.D.Founder & CEO, [email protected]
Today’s Presenters
Employee wellness company focused on creating a healthier world by using social influence to engage people in healthy activities
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Fran MelmedOwner, [email protected]
Today’s Presenters
Award-winning communication and change management consulting firm that specializes in wellness and health care consumerism
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Join The Conversation On Twitter
@shapeupdotcom
#wellnesstech
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•Survey Overview
•Employee Use of Technology
•Employer Use of Technology
•What’s Working
•What’s Not Working
•The Secrets of Innovators
•Final Thoughts
Today’s Agenda
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Why We Did This Survey
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How are employers using technology to improve the health of their employees, and is it working?
• What technologies are they using?
• What are their objectives?
• Is senior leadership onboard?
• What are the pros and cons?
Questions We Sought To Answer
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Who Took The Survey
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351 Employers Participated
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Majority of Participants Are Self-Funded
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Participants Represented Many Industries
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Most Common Job Titles of Participants
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We asked respondents to identify where they would place their company in terms of its general technology adoption:
• Innovator –First to adopt technology
• Early adopter – Second fastest to adopt technology
• Early majority – Adopt after a varying degree of time
• Late majority – Adopt after the average company
• Laggard – Last to adopt technology
What Does Innovation Mean?
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Were These Companies Innovators?
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“We’re forward thinking and results-based. We like to use technology and options
available. From iPhone apps to advanced tracking devices, we offer an array of
products and services that are ‘technologically savvy.’”
Some Companies Are Innovators
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“We’re a technology firm, and we see ourselves as an innovator when it comes
to the latest and greatest in creating and adopting new technologies. We encourage
our employees to come up with new ideas that will help us in this endeavor.”
Some Companies Are Innovators
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“Our MS Office Suite is from 2003. IE Explorer is outdated by two iterations. Conference room setups are not Apple-compatible. Just developing a Facebook and Twitter presence
—very cautiously.”
Others Are Further Behind
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“We’re a diverse company that tries to meet the technology needs of all of employees.
Therefore, we’re slower to introduce new technologies until we can determine how
we can introduce the technology while preserving non-technological employees’
ability to participate.”
Others Are Further Behind
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“As a manufacturing company, we still have a lot of employees who (allegedly) don’t use computers, so we end up having to communicate things in various ways (hard
copy, email, website, etc).”
Others Are Further Behind
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“We’ve been around 125 years and tend to be ingrained in how we’ve always done
things. This is changing now as our management is putting efforts into
improving our technology.”
Many Companies Are Trying To Change
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Employee Use of Technology
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Smartphone Ownership
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Text Messaging Capabilities
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Internet Access
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Email Addresses
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Tablet Computers
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Social Media Usage
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Social Networking Site Availability
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Employer Use of Technology
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Primary Goal of Health Communications
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Technology Rules, But Print Holds Its Own
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Segmentation For Health Communications
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Overall Employer Technology Adoption
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Example Fitness Tracking Devices
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Example Competitions & Challenges
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Examples of Mobile Solutions
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Examples of Forums & Social Networks
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Top Ways Employers Use Technologies
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What Is Working?
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Technology Helps Employers Reach Goals
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“We increased health assessment participation by 15% by using direct email reminder approach. We
also increased participation in our lifestyle management programs by sending targeted emails
to employees that were eligible based on health assessment risks. We hope to increase our Weight Watchers At Work program participation with a new
platform that includes on-line registration.”
Increasing Employee Engagement
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“Participation increased as resources became easier to access online. Our small staff was better able to
reach associates in off-site locations.”
Increasing Employee Engagement
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“Our contests have been the most successful because our employees get competitive and we have
a higher participation rate than any other solution.”
“Health challenges... because it allows us to see results and motivate and encourage across all 14
locations.”
“Our first effort with a health challenge engaged a greater percentage of participants company-wide
than anything else we have done so far.”
Increasing Employee Engagement
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“Utilizing apps on mobile devices. Our members can track what they in-taking as well as how they are
getting their activity in. This provides them with reminders to stay on track, keeps them honest with themselves, and let's them know where they stand.
Online postings and emails also work very well. Some members who would not have otherwise
gotten involved will do so after seeing the information.”
Increasing Employee Engagement
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“Given that we are 55,000 employees across the US, we've used technology to reach employees
where, when, and how they need to access the information and during times that are convenient to
them.”
Engaging Hard-To-Reach Employees
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“The Fitbit has helped many of our members, including myself, become more active and eat
healthier. Our Global Fitness Challenges have helped increase activity and have connected countries of
employees around the globe.”
Engaging Hard-To-Reach Employees
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“Our mobile apps have allowed us to reach different demographics and provide information
that normally may not have been captured.”
Engaging Hard-To-Reach Employees
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“We have recently set up all team members with a work email regardless of computer access so
that they can access their email from any computer, anywhere, any time. This will improve
communication efforts to get messaging out to those folks in the field that are hard to reach.”
Engaging Hard-To-Reach Employees
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“We have engaged in some testing of doing text messaging to reach folks and that has been a big
hit with our team members...Now that smart phones are getting more widespread we think that even with the hard to reach team members in the field, we will
be able to reach them through their smart phones.”
Engaging Hard-To-Reach Employees
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“Our leadership supports us being innovative and making educated decisions that will support /
drive our organizational growth. They also like being a trend setter and being on top of the latest
innovations.”
Increasing Senior Leadership Support
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“Display benefits of improved health and how technology helps. Let [senior leadership] use
the technology to see how it works.”
Increasing Senior Leadership Support
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“We have achieved a six figure ROI utilizing an online resource and pedometers in our annual 60
day physical activity challenge.”
Achieving Cost Savings
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“The younger population is very tech savvy and more comfortable with online benefits. Tech makes things available to more employees in a more cost
effective way.”
Achieving Cost Savings
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"We've been able to show an increase in ROI, decrease in healthcare costs and absenteeism, and prove that our wellness program has been a huge benefit to employees. Overall employee morale
has also increased.”
Achieving Cost Savings
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What Is Not Working?
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Staffing Challenges
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“It starts at a lower level in having the staff to develop the programs. I believe we would have
senior leadership support, but problems exist in the shortage of staff to put the programs together
revolving around health and wellness.”
What Employers Said About Staffing
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“We don't have a huge team and none of us are very technically savvy. We try to keep up with the latest trends, but can't always jump right on them.”
What Employers Said About Staffing
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Ability To Measure Outcomes
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“We are in the beginning stages of these technologies, so we really haven't measured
their success yet.”
“The majority of the dollars saved in a wellness program are soft dollar savings that can't be
measured.”
What Employers Said About Measurement
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“Unfortunately the major barriers that inhibit progress are the leaders themselves. Mostly
older, unhealthy adults who do not see the value in evidence-based strategies because they do not
believe in anything that does not have a direct ROI, whereas health on average takes 2-5 years.”
What Employers Said About Measurement
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“Lack of metrics to prove ROI, and lack of senior leadership being willing to properly fund our wellness programs. I am 3 years into the position as wellness specialist, and the company is still unwilling to fund
incentives for HRAs, nor money for biometric screenings. So, I can't even establish baseline data to begin the process of developing true ROI.”
What Employers Said About Measurement
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Employee Access To Technology
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“Print, face to face meetings work. Online and mobile technology are not widely being adopted
by a lot of our team members yet (blue collar manufacturing).”
What Employers Said About Access
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“It seems to be more of an IT issue...We have been talking about having computers available in our
lunch rooms for employees to use on their breaks. This has been a discussion for approximately 10
years...I know senior leadership wants us to communicate, but we don't have the tools to
effectively communicate with a plant workforce who does not have access to e-mail at work.”
What Employers Said About Access
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Technology Platforms
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“We have many legacy systems in place.”
“We are still 98% paper-based. We collect all of our data from screenings, challenges, and events on
paper and enter the data as a second step.”
What Employers Said About Platforms
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Cost
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“Due to budgetary constraints, we often do not have the funding for the most advanced technology. Our organization is also of the mindset that we need
to do more with less.”
What Employers Said About Cost
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“Senior leadership continue to focus on what the activities or programs will cost. Need to help
them to see ROI.”
What Employers Said About Cost
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Vendor Quality
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The Secrets of Innovators
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Innovative Companies Have Innovative Leaders
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Innovators Use More Technology
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Innovators Engage Hard-to-Reach Employees
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Our Final Thoughts
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Health technologies are being used by many employers within their wellness programs
Competitions & social networks are most popular
Mobile apps & tracking devices are coming up
Measurement, cost, and employee access are major barriers to adoption
Innovative companies are using technology to solve some of their greatest health challenges
Key Insights & Takeaways