Learn how your benefits administrator can aid in the management of your Wellness plan. Also, learn about the important components of Wellness plans and some of the important things to think about when it comes to Wellness.
This video includes commentary from benefitexpress employees, including (from left to right):
- Monica Hinchey - Vice President, Client Engagement, Marketing and Channel Partners
- Kerry Jenkins - Director, Shared Services
"Today we want to talk about Wellness. I think it's something that you and I hear a lot about, in regards to - every employer starting a Wellness plan these days. And I think it would be important for us to talk about some of the components of Wellness plans, and what are some important things to think about when it comes to Wellness. I know, for me, the biggest Wellness plan I can think of is weight loss."
"Sure. So I've seen a few things. In fact, I was looking at a survey and it was saying that, the number that it gave... there was about 53% of employees are participating in different things. So one was weight loss like you mentioned, the other was doing a health risk assessment, like smoking cessations. You can earn incentives for doing certain things, money was obviously one of them. And there was a health coach type of thing that you can do as well. Some of the different things that I've seen."
"You brought up a very good point, incentives, and a lot of employers are using incentives, whether they're giving them a discount on their rate or their giving them money into an FSA account. But really, what's important when it comes to incentives is tracking it because the last thing you want to do is give somebody an incentive, and then be incorrect. So, why don't we talk a little bit about different organizations or different processes that clients are using, or employers are using in order to track incentives?"
"Sure. So I think it's interesting because that's kind of, I wouldn't say all over the board, but that's kind of like a new thing because the challenge is to have one aggregated... thing, from all sources. So we talked about health risk assessments, being able to take that, gym memberships and all of that. I would say one of the biggest challenges is figuring out how to aggregate that data, and there are definitely Wellness providers, but they're not able to take it from so many sources."
"That's a good point."
"So one way to do that is to use your benefit administrator, and because they have... they're flexible, and they have capabilities that they are able to take data, because they kind of do it now, from different sources and to be able to show that in one area and in one unified form so that employees can see that the progression that they're making."
"I think that's a good point. The employees are going to be in that site anyway, whether it's to do annual enrollment, life event changes, or even to go out and look at newsletters, documents, or SPD's because everyone loves reading an SPD. They are going out there, so why not drive them to that site even more by having your benefit administrator track those incentives, and then since they're getting payroll deductions back, they can adjust their deductions appropriately depending on when the tasks are completed to drive the incentives."
"I think you just touched on something that I think ultimately is probably one of the biggest factors... is, with those incentives, it's one thing to offer incentives but the other thing is to make it easy to get them. And I think that's exactly the example you just gave. Because although you may get money, you have to turn in this receipt or that receipt or do all those things. I think that kind of hinders folks from kind of jumping into those programs. So if there is a way that employers can figure out how to do those things in a way that it makes it so you don't have to think about it, then I think more people will get involved and do it."