ShapeUp's Employer Wellness Survey Results

Debating the
Results of
Our Employer
Wellness Survey

Copyright © 2012 ShapeUp, Inc. The content in this document is property of ShapeUp and may not be reproduced without permission.

Today’s Webinar Team

Rajiv Kumar, M.D.
Founder & Chief Medical Officer
rkumar@shapeup.com

Shawn LaVana
Vice President of Marketing
slavana@shapeup.com

Elise Meyer
Marketing Associate
emeyer@shapeup.com

Copyright © 2012 ShapeUp, Inc. This document may not be reproduced without permission. 2

Join The Conversation On Twitter

@shapeupdotcom

#shapeupsurvey


Our Mission

Creating a healthier world by using
social influence to engage people
in healthy activities


Today’s Agenda

• Who Took The Survey

• Why This Survey Matters

• Key Findings & Debate Questions
1. Engagement
2. Incentives
3. Traditional Programs
4. Outcomes

• Final Thoughts


Who Took The Survey


Survey Overview
•How do large employers approach employee wellness?

•Interviews with 25 large employers in October &
November 2011

•Employer sizes range from 3,000 to 300,000 employees

•Titles of the individuals include Corporate Medical Director,
VP of Global Benefits, Director of Employee Benefits,
Benefits Manager, and Wellness Director.


Survey Participants
Bechtel Hewlett-Packard
Blue Shield of California Jarden
Brown University KBR
Canadian Pacific KeyBank
Children’s Hospital of Philadelphia Kimberly-Clark
CIBC Lahey Clinic
Flextronics Manpower
FM Global Monsanto
General Dynamics PNC Financial Services
Goodrich Raytheon
GTECH Safeway
Henry Ford Health System SunTrust Banks


Why This Survey Matters


Employers = 1/3 of all health care spending
U.S. Healthcare Expenditures, 1960-2020

$0.1T $0.1T $0.3T $0.7T $1.4T $2.5T $4.5T
100%

Out-of-
Pocket
Out-of-
Pocket
Other
Private

80

Private Health
Insurance
Total
Private

60

Other
Public
40

Medicare
Total
Public
20

Medcaid/
SCHIP
0
1960 1970 1980 1990 2000 2010 2020
Year

Note: “Other Public” includes TRICARE, VA and all public health initiatives. Source: CMS; CBO; KFF/HRET Health Employer Health Benefits Survey, 2011; US Census Bureau


Large employers almost all self-funded
Percent of Covered Workers in Partially or Completely
Self-Funded Plans By Firm Size, 1999-2011
CAGR
('99-'11)
100%
5K+ 4%

80 1K-5K 2%

60

200 to
0%
999

40

20
3 to
0%
199

0
1999
2000
2001
2002
2003
2004
2005
2006
2007
2008
2009
2010

Source: Kaiser Family Foundation; US Census Bureau
2011


Lifestyle conditions are driving costs
Cost of Healthcare, # of People Afflicted, and Nutrition Index by Condition

Manageable with
Lactose
diet & exercise Celiac Intolerant
Disease Metabolic
Syndrome
Osteoporosis Obesity/
Overweight
Hyper- High
Diabetes
tension Cholesterol
Inflammatory
Bowel
Disease
Irritable
Bowel
Syndrome
Heart Disease
Cancer
Heartburn

$60B
Alzheimer's/
Healthcare
Sleep Cost
Dementia

0
Not manageable 0 25 50 75 100 125 150M
with diet & exercise
Number of People Afflicted

Source: Center for Disease Control; National Institutes of Health; Department of Health and Human Services; Illinois Department of Public Health; National Commission on Sleep Disorders Research;
American Heart Association; American Diabetes Association; Alzheimer’s Association; Epilepsy Foundation; Heart Rhythm Foundation; Celiac Sprue Association; International Osteoporosis Foundation;
American College of Gastroenterology; MedicineNet; Pharmacy Times; Sleep Disorders Guide; Physician’s Postgraduate Press


Almost all large employers offer wellness
% of Firms with 5K+ Employees Offering a Particular Wellness Program
100%
91%

81%
80
71% 70%
64% 63%
60 57%

40

20

0
Web-based Smoking Gym Weight Personal Classes Wellness
resources Cessation Membership/ Loss Health in Newsletter
for Healthy Program On-Site Program Coach Nutrition/
Living Exercise Healthy
Facilities Living
Source: KFF/HRET Health Employer Health Benefits Survey, 2011


Engagement


Employers care most about participation
Q: When designing your overall wellness offering, what is your top priority?


Companies see varied participation rates

Average Participation Rates for Select Wellness Programming

100%
Min. / Max.
Avg. participation

80

66%

60
52%

40

23%
21%
20

0
HRA Biometric Exercise Lifestyle
Screening Program Coaching


Question #1
What does engagement mean to
you, and what do you consider a
successful engagement rate?

If you’d like to respond, please type the question number and your
organization name into the question box on the GoToWebinar control panel.


Certain populations are hard to engage
Men • “We are 70%+ male and an engineering
organization – a tough population to get engaged
with wellness.”

Offline, Remote • “We have a vast majority of employees that don’t
have a computer but do need to lose weight.”

• “It is always a challenge for us to reach
everybody. We have a diverse workforce with
many field sites or manufacturing sites.”

Global • “We have a tough time because of the
diversification of multiple cultures. Different
cultures are harder to engage.”


Question #2
How do you engage male, offline,
or global employees? What works
and what doesn’t when trying to
reach them?



Financial Incentives


Incentives are popular, but formats differ

n=22 n=16 n=13 n=12
100%
$1,000+
Results
HSA
No contribution
80 $500-$700

Prizes
$300-$500
60

Discount
Participation
40 on
Yes premiums
$100-$200

20

Cash
$1-$100

0
Offer incentives Basis of Average Format of
incentive amount incentive
(per yr)

Average
375
amount


Question #3
How much do you spend on
incentives, and how are the dollars
allocated? Do you reward
participation or outcomes, and
why?



Traditional Programs


Mixed views on health assessments

n=16
100%

80 Do not
believe in
HRA

60

40

HRA is core
20

0


Biometric screening: important for some

Quality • “We’ve found the quality of the staff is very
important for biometric screenings. You can’t just
contract it out because if the experience isn’t good
the first time, people won’t come back.”

Essential but • “Biometric screening is a prerequisite for any
hard to program. I think self-reported is pointless, but it’s
implement been hard to set up on-site screenings, especially in
the field.”

Waste of time • “Biometric screening is a waste of time. HRA is
enough for us.”


Question #4
Do you see value in health
assessments and/or biometric
screening, and why?



Telephonic coaching: high cost, low reach
For some, it • “We’ve seen a savings of $869 per person per year
can be for the 530 people who have been enrolled for 2
effective years. Telephonic coaching is difficult, although for
people who are struggling with a certain issue, this
type of support can lead them to the next level.”

Some are • “How effective is coaching itself? Given the small
unclear if it is number of participants, we pay a lot for it.”
useful

Others are • “We pulled the plug on telephonic health
sure that it is coaching—only a small percent respond. It’s not a
not very motivating model.”


Question #5
Should employers stick with
telephonic coaching or ditch it?



Outcomes


Employers have varied wellness goals
Q: What are your company’s biggest goals for your wellness program?

8

7

6 6
6

5

4
Mentions

3 3

2 2
2

1 1

0 Improve Engagement Health Reduce Health Weight / Smoking Drive Stress Nutrition
employee screening costs promotion, Obesity cessation behavioral reduction
health & & reducing education management change
wellbeing preventable &
diseases awareness


What would make you a hero?

High • “It’s about engagement – how to light a fire under
engagement people and get them energized.”

Increase • “Make the population half the size. We’re having
exercise and remarkable success with smoking but weight loss is
weight loss treading water.”

• “Get everybody exercising and get people off the
couch.”

Reduce • “Our medical costs go up like clockwork every year. If
costs I could keep it from going up or going up as much, it
would be huge.”


Question #6
What outcomes are you looking for
from your employee wellness
program, and why?



Final Thoughts


Key Insights & Takeaways

• Engagement is key to success.

• Traditional wellness programs suffer from low
engagement and high costs.

• Incentives are on the rise, but employers are
seeking guidance on how to structure them.

• Reducing obesity would result in hero status.


About ShapeUp
ShapeUp is the first employee wellness company focused on leveraging
the power of trusted social networks to promote healthy living. Founded in
2006 by two medical doctors, we’ve pioneered an innovative approach to
behavior change that uses social influence to reduce health care costs and
improve health through peer motivation, support, and accountability. Our
evidence-based social engagement platform covers over two million
people and is used by 200 employers and health plans around the world.

How to Contact Us
To learn more, visit www.shapeup.com, email Dr. Rajiv Kumar at
rkumar@shapeup.com, or call our office at (401) 274-1577.

Copyright © 2012 ShapeUp, Inc. The content in this document is property of ShapeUp and may not be reproduced without permission.

ShapeUp's Employer Wellness Survey Results

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