Body movement is critical to physical and mental health. It can also enhance employee productivity and reduce organizational healthcare costs. An employee wellness program that increase movement are most effective when targeted to the highest-risk employees. Personalized care management can help workers start small and build long-lasting health habits.
Those takeaways come from the Employee Benefit News (EBN) webcast “From Inactivity to Vitality: How Movement Habits Can Save Costs and Improve Workforce Health.” The webcast featured clinical lead Morgan Hollis and marketing lead Mindy Perls from the digital health solutions company Sword Health.
The importance of movement
According to Perls, 75% of adults do not engage in healthy physical activities. The resulting sedentary behavior causes 50% of musculoskeletal conditions.
Lack of movement negatively affects individuals and organizations. Sedentary lifestyles double the risk of:
- Anxiety
- Cardiovascular diseases
- Colon cancer
- Depression
- Diabetes
- High blood pressure
- Osteoporosis
There is a strong correlation between physical and mental health. Addressing both aspects can increase employee productivity and well-being. Sword Health reports that frontline workers spend an average of 14 days per year out of work due to musculoskeletal injuries and illnesses. They also have a 40% higher risk of cardiovascular disease and stroke. Even though many frontline employees are on their feet for extended periods, they aren’t reaching an activity level that promotes heart health.
Individual inactivity increases organizational costs. Physical inactivity leads to 22% of employee medical care costs. Kaiser Permanente reports musculoskeletal disorders cost employers more than $350 billion a year.
Proactive and targeted solutions
The EBN webcast noted that usually, an employee wellness program is designed to encourage physically active employees to become even more active. But they often fail to reach sedentary employees. For example, frontline workers are 70% less likely to participate in worksite wellness initiatives.
Helping less-active employees build sustainable health habits to reduce chronic pain and injuries can increase health gains and investment returns.
Perls cited research on nurses, warehouse workers and other frontline employees that showed stretching can reduce the risk of work-related musculoskeletal conditions by 63%. Kaiser Permanente recommends reminding employees to take regular breaks and stretch. Train employees to use proper form during their job’s physical labor requirements, such as pulling, pushing and lifting.
Being proactive can reduce long-term health care costs. Chronic musculoskeletal conditions aren’t always associated with high levels of pain, especially at first. Many develop slowly over time. Targeting high-risk plan members with no or low pain can engage them in care solutions, improve health outcomes and prevent higher costs.
Sword Health’s Hollis covered how low pain levels can evolve into high costs. It’s common for employees to move from pain to medication and prescription drugs, specialist visits and physical therapy. They may also develop other comorbidities such as anxiety, depression, obesity and high blood pressure. Sometimes, they need surgery and time off work to recover.
Care management best practices
Early interventions can build health habits that stop the cycle of poor health outcomes and higher costs. To achieve the greatest return on investment, Hollis recommends identifying sedentary employees rather than those who are already physically active. Voluntary surveys can help you find employees who could benefit from interventions and are willing to engage.
Digital health apps and in-person care management programs can connect these high-risk employees to solutions. Personalized programming may include any or all of the following:
- The employee’s health history
- Specialist recommendations
- Tailored clinical programs
- Wearable technology
- Data and feedback
- AI analytics
- Personal support and guidance
Hollis recommends providing diverse options for specialists. Employees who feel a connection with their provider are more likely to stick with care management programs.
Personalized programs help employees move beyond barriers to physical activity and build long-term habits. A care management program should provide actionable and attainable steps. It should help members establish healthy habits and incorporate movement into their personal and professional lives. Personal support adds accountability and structure to strengthen employees’ commitment to their goals.
A personalized plan may include a weekly list or plan of activities so employees know what to do and when.
Best practices include:
- Slowly build up movement. Too many activities too soon can be overwhelming and cause people to stop (or get injured).
- Tailor movement to employees’ job roles and physical health needs. Needs may differ for nurses, warehouse workers and employees with desk jobs. Prevention also differs from injury recovery, and programs should adapt as needed.
- Allow employees to select preferred days and times. Give them options for changing schedules and health needs.
- Provide encouragement and accountability. Regular check-ins increase motivation and get employees back on track when they aren’t achieving their goals.
- Track progress. Wearables and health data can show activity levels and health improvements. Seeing progress and celebrating wins strengthens commitment to new habits.
- Reinforce habits. Provide related content. Topics may include nutrition, flexibility, strength training, stress management, time management and sleep hygiene.
Program communication is essential to employee participation and engagement. Most employees understand the risks of a sedentary lifestyle. But an employee wellness program can be intimidating. Individuals are more likely to join programs designed for their needs and ability levels.
Communicate with supportive language. Explain how your wellness solution is designed for beginners. The goal is to learn, build good habits and improve health.
Supportive communications encourage employees to participate without judgment. Discuss reengagement strategies for those who slow down or drop out of the program. Building habits isn’t always linear, and it’s common for employees to need multiple attempts for habits to stick.
As employees build familiarity, strength and confidence, introduce them to other wellness initiatives. This final step can increase the likelihood of sticking with habits and participating in your other wellness programs.
Explore wellness solutions
For more information on movement and care management programs, talk to a Conrade Insurance benefits adviser. They can help you explore wellness solutions and vendors that meet your employee and business needs.