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| Bob Stone, Co-Founder & Vice President, Healthways, a solution provider company at the marcus evans Corporate Benefits Summit 2012, on improving well-being, thereby reducing employee costs and increasing individual and organizational performance. |
NEW YORK, N.Y., May 10, 2012 - (ACN Newswire) - Engagement and executive leadership are crucial for any health improvement program to work, says Bob Stone, Co-Founder & Vice President, Healthways. "The absence of one or the other will significantly reduce the likelihood of real success," he adds.
From a solution provider company attending the upcoming marcus evans Corporate Benefits Summit 2012, in Braselton, Georgia, June 17-19, Stone discusses why employee wellness programs are necessary but insufficient to maximize cost reductions and improved performance.
- What initiatives to increase employee engagement and productivity would you recommend?
Engagement is a critical success factor for any program to work. It is dependent on corporate leadership creating an environment that is supportive on the one hand and having a supplier who knows how to engage folks on the other.
Productivity is actually an outcomes measure of the program's success. As science has advanced, productivity, or as we prefer to call it performance, can now be effectively measured in real economic terms.
The absence of one or the other will significantly reduce the likelihood of real success. The economic impact of improved performance can, and should, be measured both at the individual and organization level.
- How can corporate benefits directors reduce costs?
The biggest challenge faced by corporate benefit directors comes from their perceived need to save money. Without any meaningful way to evaluate savings over time, they feel forced to demonstrate their ability to save money in yearly increments, rather than over the employment life of each employee. This focus on short-term savings often causes benefit designs to focus either on the sick population, or the whole population as an average. Both approaches are less than optimal.
Benefits directors often do not have all the data with respect to the drivers, and resultant costs, of individual and population-wide well-being to allow them to articulate a better approach for their company.
- In your opinion, what corporate employee benefits programs have proven most successful?
This depends on the organization's definition of success and the time period in which that success is to be achieved. There are plenty of programs that can help employees quit smoking or lose weight. But quitting or losing, only to re-start or gain back is not a credible definition of success.
Fortunately, the outcomes and intervention science in these lifestyle behavior change programs are becoming more rigorous every day. Employers need to make sure that they stay current on the emerging science.
- What is your outlook for the future?
Everyone will be watching the Supreme Court for its decision on the Affordable Care Act. However, irrespective of the outcome, two things are clear. First, most states will have some form of exchange in place in less than 18 months, and second, the pay-for-volume will die out, and pay-for-outcomes will become the de facto model.
Benefit directors must be prepared to help their organizations make the fundamental health insurance decision: to provide it, or not. Pay-for-outcomes opens the possibility of creating direct service agreements directly with providers. I expect there to be significantly more of that approach going forward.
About the Corporate Benefits Summit 2012
This unique forum will take place at the Chateau Elan Winery & Resort, Braselton, Georgia, June 17-19, 2012. Offering much more than any conference, exhibition or trade show, this exclusive meeting will bring together esteemed industry thought leaders and solution providers to a highly focused and interactive networking event. The Summit includes presentations on motivating, attracting and retaining qualified employees, allowing employees to exceed the expectations of upper management and techniques in managing global benefits and methods.
For more information please send an email to info@marcusevanscy.com or visit the event website at www.corporatebenefitssummit.com/BobStoneInterview
marcus evans group - hr sector portal - http://tiny.cc/rZbg2b
The HR Network - marcus evans Summits group delivers peer-to-peer information on strategic matters, professional trends and breakthrough innovations.
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Please note that the Summit is a closed business event and the number of participants strictly limited.
About Healthways
Healthways is the largest independent global provider of well-being improvement solutions. Dedicated to creating a healthier world one person at a time, the Company uses the science of behavior change to produce and measure positive change in well-being for our customers, which include employers, integrated health systems, hospitals, physicians, health plans, communities and government entities. We provide highly specific and personalized support for each individual and their team of experts to optimize each participant's health and productivity and to reduce health-related costs. Results are achieved by addressing longitudinal health risks and care needs of everyone in a given population. The Company has scaled its proprietary technology infrastructure and delivery capabilities developed over 30 years and now serves approximately 40 million people on four continents. Learn more at www.healthways.com.
Contact:
Stacey Melvin,
Journalist, marcus evans, Summits Division
Tel: + 357 22 849 400
Email: press@marcusevanscy.com
Topic: Research / Industry Report
Source: marcus evans Summits
Sectors: Daily Finance, Daily News
http://www.acnnewswire.com
From the Asia Corporate News Network
Copyright © 2024 ACN Newswire. All rights reserved. A division of Asia Corporate News Network.
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