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Corporate wellness programs are rapidly changing with advances in technology and the transfer of consumer tools into the enterprise environment. ShapeUp hosted the webinar these slides came fromto share with you the major areas of innovation that we see occurring in the wellness space so you can make sense of what’s going on, learn new ways to tackle the challenges you face, and keep an eye toward the future. Watch the full webinar at http://www.shapeup.com/lp/8-innovations-that-are-transforming-corporate-wellness-programs.
Citation preview
Rajiv Kumar, M.D.
Founder & Chief Medical Officer
Shawn LaVana
Vice President of Marketing
Elise Meyer
Marketing Associate
Today’s webinar hosts
Join the conversation on Twitter
@shapeupdotcom
#wellnessinnovation
Creating a healthier world by leveraging
social influence to engage people in
healthy activities
The mission we’re trying to accomplish
We learn every day from amazing clients
Perfecting our behavior change model
Enrollment &
Activation with Social
Tools
Self-Assessment
& Realistic
Goal-Setting
Healthy Games &
Challenges
Progress Tracking & Milestones
Improved Health &
Social Rewards
Social Marketing Campaign
Coaching
Biometric Devices Readiness to Change
Financial Incentives
1 2 3 4 5
Unhealthy behaviors are contagious
But healthy behaviors are social too!
Harnessing social influence for health
• Create connections
• Competitions & challenges
• Peer-to-peer invitations
• Facilitate conversations
• Public expression
• Peer encouragement
• Status & comparison
Rewards for social behavior
1
2
3
4
5
6
7
8
Social Newsfeed
Social platforms help spread the health
Find Friends
Social Games
Social Stats
Letting employees support each other
Let employees form groups and teams
Team Conversation
Team List
Leveraging peer accountability
Share small, positive actions with friends
Health forums, user groups, expert Q&A
Why is social transformative?
Source: 15th Annual National Business Group on Health/Towers Watson Employer Survey on Purchasing Value in Health Care. (coaching,
weight, and biometric data). Analysis based on an average company size of 7,500 employees with an average workforce age of 43 years, 55%
male population and average industry distribution with no financial incentives offered. Walking program and ShapeUp data based on book-of-
business client experience.
Program Type Avg. Engagement + Incentives
Coaching Programs 6% 22%
Weight Management 8% 8.5%
Walking Program 10% 20%
Biometric Screening 22% 42%
Social Wellness 30%+ 50%+
Games are changing the way we live
Reward Status Achievement Expression Competition Altruism
Points
Levels
Challenges
Virtual Prizes
Leaderboards
Gifts/Charity
Games satisfy core human desires
60% of U.S. employers offer a health competition, with an additional 27% planning to offer them in the next three years. Working Well: A Global Survey of Health Promotion and Workplace Wellness Strategies. Buck Consultants.
Competitions are a powerful social game
Activity and nutrition team challenges
Ready Set Go Step It Up Face Off
1 2 3
Fight The Flu Flex Your Food Balancing Act Fit & Festive
Crowdsourcing peer-to-peer games
Games give people a reason to track
Trend lines
Tracking Calendar Personal Stats
Games facilitate comparison of results
Why is gaming transformative?
0%
5%
10%
15%
20%
25%
30%
35%
40%
Healthy BMI Overweight BMI Obese BMI
Start End
+8.5%
Wing, R et al: A Statewide Intervention Reduces BMI in Adults: Shape Up Rhode Island Results. Obesity 2009
-1.2%
-7.3%
SMS still plays an important role
But smartphones are proliferating
Apps for physical activity measurement
Apps for calorie tracking and sharing
Apps for healthy food logging + sharing
Apps for sleep quality tracking
Workplace apps for promoting exercise
Why are mobile apps transformative?
• “It is always a challenge for us to reach everybody.
We have a diverse workforce with many field sites
or manufacturing sites. That’s why on-site
connection is important.”
• “70% of our employees have access to internet on
a regular basis. For the 30% who don’t have work
access we think they have access at home or at
least a kiosk or lab.”
• “We have a vast majority of employees that don’t
have a computer but do need to lose weight. They
tried to manage reporting by phone but it was not
effective for them.”
Low-tech devices do change behavior
Outcomes-based rewards gaining steam
0
20
40
60
80
100%
2011
No
Yes
2012E
Employers Using Rewards or Penalties
Based on Health Outcomes
Connected devices provide validation
GreenGoose activity monitor card
Jawbone UP wristband
Withings blood pressure monitor
Fitbit Aria wireless weight scale
Basis heart monitor wristwatch
Consumer sites have done this for years
Employee platforms are now doing it too
Activity automatically synced on website
Ways to use them in wellness programs
Employees with a device can link it
for easy tracking
Employees can purchase a device
directly from the manufacturer
Purchase devices for some or all
of your employees employees
Devices can be offered as an
incentive for results in the program
Why wireless devices are transformative
“We can’t look at health in isolation.
It’s not just in the doctor’s office.
It’s got to be where we live, we work,
we play, we pray.”
U.S. Surgeon General Regina Benjamin
LA Times, March 13, 2011
Wellness programs are going global
24/7 multi-lingual phone + email support
Employee Calls with Question
in Spanish
Interpretation of Question and
Context
Knowledge Transfer
Answer Delivered
Employee
Interpreter
ShapeUp Rep
Interpreter
Easy, rapid, multi-lingual translations
Platforms are becoming available in
many languages
New languages can be added easily
All new platform text automatically
exported, rapidly translated, and
imported via an API
US English Latin-American Spanish EU French Korean
UK English EU Spanish Italian Simplified Chinese
CA French German Japanese Traditional Chinese
Why global programs are transformative
• “The big question we’ve been asking with
our wellness program is how do we make it
truly global.”
• “We have a tough time because of the
diversification of multiple cultures. Different
cultures are harder to engage.”
• “We have to think about the geographic
nature of employees; what is culturally
acceptable and what is unique and relevant
for this country.”
Read this article…I’ll send you the link!
Three innovative ways to do incentives
Reward Progress
Reward in Real-Time
Reward Social Actions
• Rewards for measurable improvements
• Puts the focus on the journey and not
just the destination
• Gives all employees a fair chance
Rewarding employees for progress
• Don’t make employees wait
• Smaller amounts now carry
more weight than larger
amounts later
• Increase the impact of your
incentives without increasing
your budget
Rewarding employees in real-time
• “Providing Consumers With
Incentives For Healthy Eating
Habits”
IBM patents real-time food rewards
• Encourage peer-to-peer
recruitment to maximize
participation
• Promote peer support to
facilitate group behavior
change
• Leverage accountability to
keep people honest and
engaged
Rewarding employees for social actions
Why will this be transformative?
0
20
40
60
80
100%
Offer incentives
No
Yes
n=22
Basis ofincentive
Results
Participation
n=16
Averageamount(per yr)
$1,000+
$500-$700
$300-$500
$100-$200
$1-$100
n=13
Format ofincentive
HSAcontribution
Prizes
Discounton
premiums
Cash
n=12
375Averageamount
Average
Incentive
Amount = $375
Traditional telephonic coaching is broken
Can be effective,
but very low
utilization
• “We’ve seen a savings of $869 per person per year for
the 530 people who have been enrolled for 2 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
unclear if it is
useful
• “How effective is coaching itself? Given the small
number of participants, we pay a lot for it.”
Others are sure
that it is not
• “We pulled the plug on telephonic health coaching—
only a small percent respond. It’s not a very motivating
model.”
Online coaching solves key problems
Asynchronous messaging is convenient
Peer coaching offers great promise
• “Peer coaching appears to have
merit as a viable, low-cost
intervention with the potential of
helping individuals with diabetes
who need to change their behavior.”
• “The addition of online coaching
from a peer significantly increased
engagement and retention in the
program.”
1. Peer Coaching: An Intervention for Individuals Struggling With Diabetes, Joseph, D. The Diabetes
Educator. Sep/Oct 2001
2. An Online Recovery Plan Program: Can Peer Coaching Increase Participation? Simon, G. Psychiatric
Services, Vol 62 No 6, June 2011.
Why online coaching is transformative
Actual Data from a 40,000 Employee Company
# Engaged
300
# Engaged
1,871
Online Coaching Telephonic Coaching
This approach drove a 524% increase in coaching engagement
• Connections
• Degrees
• Centrality
• Convincing
Using networks to target employees
Senior Vice President Mares
Drilling McWatters
Production Milavec
Exploration Avery
Dhillon Crossley Ramirez Hopper Hussan
Smith
Keller
Angelo
Klimchuck
Mitchell
Schultz
Zaheer
Myers Sutherland
Cordoza
Waring
What does your network really look like?
Mitchell
Milavec Hopper
Waring
Hussan
Zaheer
Crossley
Keller
Dhillon
Smith
Schultz
Angelo
Klimchuck Sutherland
McWatters
Mares
Avery
Myers
Ramirez
Cordoza
‘Kevin Bacons’: central individuals with a short path to
anyone else
‘Steve McQueens’ = peripheral non-participants
Target interventions based on the data
Why network analysis is transformative