Convincing the C-suite that investing in a wellness program is worth it can be challenging. Return on investment (ROI) and metrics to measure the program are key.
It was challenging selling the wellness program to senior management, said Jeff Harrison, manager of health and safety at London Hydro, speaking at Benefits Canada’s Benefits & Pension Summit this morning. They wanted to know the ROI and if there were any success stories, he said.
We know there is a cost with ROI, Harrison continued, but we know at London Hydro our employees are our most valuable asset. “I told the board to just ‘trust me.'”
But ROI takes time. “I’m glad I took the advice from our wellness provider,” Harrison said. The provider told Harrison, You have to give it three to five years.
Read: Few employers measure ROI of benefits
Bell Canada had the opposite challenge. It had a strong push from its CEO for its mental health program, said Marie-Hélène Favreau, director of mental health, workplace practices and disability management. “But even if you do [have this push], you need to work at all levels [of the company] or employees will get the sense they’re being forced into training,” she said. “Work at all levels to make the initiative a success.”
Measure for measure
To show ROI, employers need to have the metrics to show these wellness programs are working.
Niagara Casino has seen a 6% reduction in healthcare claims in the three years its program has been going, said health promotion and safety co-ordinator Rebecca Rooney.
Tania Goodine, executive vice-president and coach of engagement with Libro Credit Union, said it looks at its benefits and health risks statistics in aggregate.
In the third year of the wellness program, Libro has seen 97% of employees booking appointments with wellness coaches, and the credit union’s sick days have decreased to 3.9% from 11% after the first year.
Bell has 92 metrics around mental health, said Favreau. It has seen a 108% increase in the utilization of its employee assistance program, and its short-term disability claims have decreased by 90%.
All the articles from the event can be found in our special section: 2015 Benefits & Pension Summit Coverage.
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