By Don Doster, CEO, gBehavior
If overweight Americans could magically drop their weight back to 1991 levels, it would save our country and our employers $1 trillion dollars a year. But, do employees really want to make those challenging lifestyle changes? Is there a secret ingredient that gets individuals off the sofa and into their walking shoes?
During a recent wellness program launch, a skeptical employee stated, “I’m not interested in losing weight. My husband loves me just like I am.”
However, the employee enrolled in our wellness incentive program. Reason—she realized that by exercising three times a week and losing at least a pound a week, she would earn enough reward points to ‘pay’ for her kids’ Christmas gifts. The clincher—she could select the gifts she wanted from among thousands and thousands of choices. By the time the holidays rolled around, she had lost 70 pounds, was completely off her diabetes medication, and was thrilled.
“I already knew I needed to lose weight, but education was not enough to make me actually do it. Choosing was the key. Getting to select gift for my kids motivated me. At first, losing weight was a secondary goal. But now, I look and feel so much better, that I just want to keep on going.”
People generally do not change their behavior without good reasons. Most of the time good health is not a sufficient reason. In a perfect world, the prospect of a healthier, longer life should be enough to prompt us to change. Not so. Research shows that among heart attack patients — change is a life and death matter — 90 percent do not change their unhealthy habits, not even when the doctor makes it a requirement.
The Power of Choice
One company previously tested a wellness program that paid employees $50 cash to complete a health risk assessment, a biometric screening and a disease management program. The engagement was low—around 15 percent. After implementing our wellness incentive program with $50 in reward points, the employee participation soared to 70 percent. Reason: Cash does not provide a tangible reward with trophy value.
One company previously tested a wellness program that paid employees $50 cash to complete a health risk assessment, a biometric screening and a disease management program. The engagement was low—around 15 percent. After implementing our wellness incentive program with $50 in reward points, the employee participation soared to 70 percent. Reason: Cash does not provide a tangible reward with trophy value.
One company added that his incentive program did not work. This program provided running shoes to employees who responded to a wellness challenge. Very few people participated because only a few employees were actually interested in having a new pair of running shoes.
Motivation depends on the individual. We are all motivated differently and what energizes one person may not provide change for another. The most effective wellness programs are the ones where employees/members can earn incentives that they choose—incentives that are tangible and recognizable to peers. Used in this way, incentives will have a powerful behavioral effect.
And speaking of choosing—employers have a choice, too. They can pay now for a wellness solution and potentially prevent catastrophic diseases among their employees in the future, or they also can choose to avoid the “wellness” and pay big claims now and later. Wellness incentive programs bring hope and turn hope into reality; savings for the employer; and quality of life, better health and tangible rewards for the employee.
A final example: Polly saw her 2010 health assessment profile and knew changes needed to be made. Polly started immediately making personal life style changes by eating healthier and exercising. Recently Polly had her check up with her physician and the news was outstanding.
- Weight reduced by 71 pounds—IMPRESSIVE
- Blood pressure decreased from 144/84 to 122/68—SPECTACULAR
- Blood sugar lowered from 120 to 89—GREAT
- Good cholesterol up 11 points—WOW
- Bad cholesterol down 9 points—STUPENDOUS
- HgbA1c blood test results went from 7.5 percent to 5.1 percent—AWESOME
These results are wonderful; there is more good news. Polly was bothered with extreme arthritis prior to her success. She was taking prescription medication twice a day. Now she is not on any arthritis medication. Her physician says if she loses 30 more pounds, she can further reduce her other medications.
"I feel so much better and much healthier." Polly stated. "I want to be here a lot longer. I feel like I am taking the necessary steps to make that happen."
On the road to wellness, getting started is the key and incentives provide that boost. But, the actual reward of getting healthier and feeling better is the sustaining motivation.
About the Author:
About the Author:
Don Doster is CEO of gBehavior, which is located in Atlanta, GA. He specializes in the design and implementation of wellness incentive programs. The company’s complete wellness platform, based on years of experience and proven results, combines all necessary aspects of behavior change to meet employer business objectives and to drive improved employee health through tangible rewards that capitalize on the power of choice. For more information, visit www.gBehavior.com or call 888-949-0541.
