Recently, CFO magazine published a story on Lincoln Industries inspired by the findings of a new study done by Lincoln Industries in conjunction with Healthways and the Health Enhancement Research Organization (HERO). This study, featured in the Journal of Occupational and Environmental Medicine, is among the first peer- reviewed research evaluating the effectiveness of worksite health and wellness programs offered by a small employer. Findings support the premise that high-quality employee wellness programs in small businesses improve employee health and well-being, which drives organizational outcomes such as absenteeism, healthcare costs and disability claims.
The study shows a phenomenal corporate culture of health at Lincoln Industries, adopted by the company years ago. Lincoln adopted a culture of health years ago. Its leadership realized that to take its wellness program to the next level, there needed to be a stronger emphasis on well-being, focusing on the whole person, not just physical health. To gain a better understanding of the needs of their population and identify areas of opportunity, they began using the Healthways Well-Being Assessment™ (WBA). The WBA assesses physical health, emotional health, healthy behavior, work environment, life evaluation, and basic access to food, shelter, healthcare and other necessities, and provides management with a comprehensive, holistic view of the health and well-being of their employees.
The study marks an important step toward broadening the workplace well-being impact beyond just large businesses. Small businesses, which stand to benefit from financial incentives provided by healthcare reform legislation, are in need of guidance regarding their investment in programs that deliver results.
Lincoln is a great example of how to do it right. They make well-being a part of individual objectives, and as a the result, they’ve seen a 5 to 1 ROI in wellness programs. They achieved an 87 percent response rate on the Well-Being Assessment (without incentives). Additionally, approximately 99 percent of employees complete regular health screenings with the majority of the workforce participating in wellness programs throughout the year. They’ve successfully reduced tobacco use, significantly reduced workers compensation costs, and have consistently managed to beat the national average on health insurance rates by $3000 per employee.
So how do they do it? Watch the interviews below where their Director of Wellness, Safety and Life Enhancement, Tonya Vyhildal talks with us in about the well-being improvement programs at Lincoln Industries. For a more detailed dive into their successes, watch her complete presentation from the Healthways Well-Being Summit here.
As a leader in well-being, how do you promote well-being internally?
How do you tie well-being into individual objectives?
What impact have well-being programs had on your organization?
Why do you include well-being as a performance measure?
Talk about the HERO paper published in the Journal of Occupational & Environmental Medicine,
What's the one thing you'd tell an employer looking to move to well-being?