Employee Benefits Help!

866-559-6299

PHMP benefits
superior to wellness plans

Are Wellness Plans Worth it?

Focusing on employee health and preventing expensive long-term health problems is quickly becoming normal. Instead of relying on reactive health insurance, using forward looking programs can save your company money and increase overall employee happiness. The common wellness plan, offered by many insurance companies is commonly seen as a preventative care program. However, its shortcomings prevent wellness plans from being the ideal alternative.


The Proactive Health Management Plan (PHMP) is not a wellness plan, it is a solution for employee health and reduced health costs.


Understanding the difference between both the PHMP and a wellness plan can add clarity to finding the right plan for your business.

Preventive Care  is Always Necessary

A wellness plan is not a form of healthcare or insurance. It is an added incentive, meant to compliment an existing plan. The idea behind wellness programs is to create incentives for employees to be healthy. The way wellness programs are rolled out can be different from company to company. There is no official definition, more of an idea behind a corporate movement.

Lifestyle Management

In the tech world, fitting employees with a fit-bit can be construed as a form of wellness. Using this data, employees can compete with each other or for goals. And that is only one example. Organizing companywide yoga sessions, encouraging employees to eat healthier in the break room, these lifestyle tips are one part of a wellness program. It is important when rolling out a wellness program, that is stays inclusive. Ostracizing certain individuals who are not healthy, will not encourage them to suddenly become healthier. Working individually with employees can create unique plans for every person. Overall, this one-on-one attention can improve morale company wide and boost health ratings. By creating tangible goals, employees can have personal goals to work towards. Rewarding and encouraging healthy behavior is a great start but for some employees, there needs to be more done.

Disease Management

Other than healthy living tips, disease management can be seen as a top priority. According to the Rand corporation, ROI on wellness programs is $1.50 overall. This means, for every dollar spent, there is a return in benefits worth $1.50 for every dollar spent throughout the year. This is quantified through less sick days and less doctors' visits. Overall, it can be a lucrative investment.

According to the same study, disease management programs have an ROI of $3.80 per dollar, per year. This number is nothing to ignore, that can translate into huge savings per employee. Disease management entails focusing on high risk activities and minimizing them. Examples of this are anti-smoking initiatives and stress relief events. Both have been proven as leading causes of lung disease and stroke.

Proper Leadership

Rolling out a successful wellness plan takes proper leadership. Any permanent changes in employee lifestyles must come from the top. This involves executive level organization. Plenty of educational materials and meetings to promote and codify the new changes.

This requires entire departments to be on board and maybe even a new position created.

There are 3rd party administrative services focused on wellness programs. And some companies turn toward an outside party to help with wellness initiatives. Changing the health outlook of your business is no easy task.

Results

The reasons for having a wellness plan orbit around return on investment and overall employee happiness. The data is clear, companies that implement wellness programs with vigor certainly see a return on investment. While it is hard to quantify employee happiness, it is easy to infer that healthier people will be happier for it. A healthier workforce means better immune systems and less sick days.

Higher morale inside the office and better teamwork are also realistic expectations from a wellness program. Facilitating physical ways for employees to engage one another can increase more than physical exercise. Finding new ways to make office life a little more exciting is always beneficial to the bottom line.

Where Wellness Plans Fall Short

While it sounds good on paper, changing bad habits can prove an impossible task. Employees are not solely dependent on the company they work for. For most, it is simply a job they do for the paycheck. Having to change routines and incorporate a new way of living and eating can prove an unpopular program.
There is also the question of whether or not the ROI is worth the time and effort. Having professional doctors and dieticians sit down with employees can be an expensive exercise. Acheiving the ROI of $1.50 for every $1 spent requires active employee participation and can require more staff to manage the plan.

Another point to remember is that most of the long-term health benefits, like lower weight and cancer reduction, don't affect people until most are retired. From the company's perspective, the money spent on wellness will never be recouped since employees would have left by the time the effects were noticeable.
There is also the risk of offending unhealthy coworkers. Making public displays over wellness, if not done correctly, can have a deleterious effect on some people. This, coupled with the inability to accurately measure employee happiness leaves many questions unanswered. Without proper incentives for employees, wellness programs have a good chance of failing.

The general idea of preventative care and healthy lifestyle choices makes sense. But the implementation needs to be at the same level as a regular healthcare plan. Tacking on an extra program makes it seem bulky and extraneous to most people. If preventative care is your company's true goal, using a form of health insurance that incentivizes wellness is the best option.

What Makes PHMP Superior ?

Using PHMP as opposed to a wellness plan makes sense because it works. Wellness plans must rely on top down hierarchical organization to ensure employees are participating. This opens the door to inefficiencies and bureaucracy that end up failing the very people they were supposed to help. Wellness plans also rely on voluntary participation based on information and education. If education and good ideas were actually effective, nobody would smoke or eat cheeseburgers. On top of the difficulties of rolling out a preventive care program, will the ROI be worth the time and effort? Having professional health assistants sit down with employees can be an expensive exercise. Acheiving an overall ROI of $1.50/per $1 spent, requires enormous amounts of organizational effort.

The PHMP stands apart because it is a robust preventative car option that includes an indemnity payment for participation. PHMP creates indemnity payouts, for employees to stay engaged and work on having a healthier lifestyle. PHMP also offers real medical data, like biometric screenings and DNA tests to provide clarity for employees. What's more, PHMP provides telemedicine services. This allows employees to call a doctor if they're sick instead of paying exorbitant amounts of money to see one in person. It also gives access to health and lifestyle coaches that can create tangible goals for participants, all by phone. The health benefits of PHMP help employees enjoy more productive lives.

Stop relying on marketing gimmicks and HR departments to make employees healthy, incorporate PHMP instead. Offer real incentives and medical screenings, designed for people on an individual level. PHMP on average, saves employers a minimum of $330/month per employee with screenings that are designed reduced illness and medical bills. If employees take their health seriously, preventing diseases and sickness is that much easier. Smarter choices, healthier living, and more cost savings is why PHMP is superior to ambiguous wellness programs.