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A GUIDE TO WORKPLACE WELLNESS

Sponsored by:

The 2016 Illinois’ Healthiest Employers Awards are sponsored by Cigna and conducted by health analytics provider Springbuk Inc. in association with Crain’s Custom Media. Here are this year’s winners

and finalists in the first four employee-size categories. For a complete list of winners, visit chicagobusiness.com/healthiest

ILLINOIS’ HEALTHIEST EMPLOYERS HONOREES

2-99 EMPLOYEESWINNER: RETROFIT

Finalists: Bibby Financial Services, OneSpace

100-499 EMPLOYEESWINNER: INTERACTIVE HEALTH

Finalists: Ottawa Dental Laboratory, Duke Realty Chicago

500-1,499 EMPLOYEESWINNER: FOX ROTHSCHILD LLP

Finalists: Barilla America, American Hotel Register

1,500-4,999 EMPLOYEESWINNER: MEREDITH CORPORATION

Finalists: Riverside Healthcare, Equity Residential

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A n effective workplace wellness program can help stem rising healthcare costs. But creating a program from scratch can be a difficult task. Where to start?

The first step is to talk to the company’s health insurance provider, experts say. It can provide broad information on the workforce and its insurance claims history. The data can be used to determine areas where a wellness program could help reduce costs. For example, a manufacturing company with a history of injuries on the job might call for a wellness program that emphasizes worker safety. A law firm may need to reduce claims related to job stress.

Ask the insurance provider if it offers health screenings or risk assessments—sometimes available at no cost. These tools can provide valuable data on the health of the employee population and point to underlying reasons for absenteeism and low productivity. The law firm Fox Rothschild started its wellness program with biometric screening and a health assessment tool offered by its insurance carrier. “Take advantage of all the resources you have available,” says Anne Slattery, employee programs manager at Fox Rothschild, winner of the Illinois’ Healthiest Employers award in the 500-1,499 employee category. “But don’t take on more than you can handle.” In 2012, the firm expanded its program, branded as Fox, Fit & Well. It partnered with an independent health and wellness solutions provider. The program incentivizes employees, who earn points for

their participation. Employees register online and complete a health risk assessment based on their lifestyle. The information is then used to determine individual wellness goals. Workers are offered biometric screenings which measure physical characteristics such as body mass index, blood pressure, cholesterol and glucose levels, and aerobic fitness. The results are uploaded to the employees’ wellness accounts so they can review their progress. “Biometric screening is the basis of any wellness program,” Slattery says. This year, Fox Rothschild boosted participation in the biometric screening program by offering employees a $25 gift card as an extra incentive. “Changing behavior is a slow process,” Slattery says. “It takes time.” Riverside Healthcare introduced its wellness program very slowly, according to Becky Hinrichs, vice president of human resources at the Kankakee, Ill.,-based health network, an Illinois’ Healthiest Employers finalist. “Don’t overwhelm employees with change,” she says. “If they get frustrated, they won’t participate.” Riverside conducts biometric screenings of employees which are uploaded to a wellness portal so they can view the results and get familiar with the system. Wellness activities for the year focus on only one theme–based on the results of the screenings. Last year, the theme was weight management. Riverside restructured its health insurance to cover nutritional counseling for a number of weight-related problems, such as hypertension and high cholesterol. An optional program was offered to employees who wanted to lose weight. Participants met with a nutritional counselor, case manager and exercise physiologist.

Fifty-two employees completed the one-year program, resulting in a 2.9 percent overall improvement in weight. Incentives were based on outcomes. Those who achieved a 5 percent weight reduction were awarded extra incentives for meeting their goal.

TARGET YOUR AUDIENCEUnderstanding workforce dynamics is important, according to Joseph Park, director of benefits at Equity Residential, a Chicago-based real estate investment trust and Illinois’ Healthiest Employers finalist. Many of the company’s 3,200 employees are in the field managing properties. They’re not sitting at a desk with a computer. So Equity partnered with Vitality, its wellness provider, to introduce a mobile app that allows workers to chart their progress and earn points toward prizes. At the same time, another app from the company’s insurance vendor was made available to help workers quickly find a nearby doctor. “We want to make it easy,” Park says. The apps are promoted together to make sure employees get a physical exam and then upload the information to earn rewards. Park’s advice: “Work with your major vendors.” The backing of C-suite executives is crucial to the success of a new wellness program. “They can send the message that it’s important,” says Tim O’Neil, director of employee benefits and wellness at Meredith Corp., winner of the Illinois’ Healthiest Employers award in the 1,500-4,999 employee category. The Meredith program was started in 2007 by CEO Steve Lacy, who wanted wellness to be part of his legacy, O’Neil says. The first initiative was a simple wellness screening that offered participating employees a discount on their health insurance premiums. “The program gradually expanded to offer more health enhancement campaigns,” O’Neil says.

ILLINOIS’ HEALTHIEST EMPLOYERS SHARE SECRETS OF STARTING SUCCESSFUL WELLNESS PROGRAMSBy Jane Adler

“KNOW YOUR CULTURE.” -Catalina Andrade, employee happiness director at Retrofit

Meredith

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ORGANIZE CORPORATE HEALTH ADVOCATESEarly on, it’s important to enlist other employees in the effort to help create a culture of wellness. Duke Realty, an Illinois’ Healthiest Employers finalist, created a corporate wellness committee. Volunteers are recruited from different departments and meet once a year for three days. The committee shares ideas to create new wellness initiatives, which are then promoted to employees. JLL, a Chicago-based real estate services firm and Illinois’ Healthiest Employers finalist, formed a health champion network with more than 300 employee volunteers. They connect coworkers in each office to promote the wellness program. They also organize activities for their peers, such as special events and challenges. A different wellness theme is promoted each quarter. The first quarter focuses on health screenings. The second quarter is dedicated to

volunteerism and community well-being. For example, JLL participates in the Chase Corporate Challenge, a 5K run. The third quarter theme is team-based activities and the fourth quarter focuses on emotional well-being. The company also offers massages to employees as a stress reducer around the holidays. When designing a program, don’t ignore spouses and partners, experts say. While they may not work at the company, they can have a dramatic impact on healthcare costs. And getting them to participate in the wellness program can help improve outcomes. Another caution: What works at one company may not work at another. “Know your culture,” says Catalina Andrade, employee happiness director at Retrofit, a weight loss management solution, and winner of the Illinois’ Healthiest Employers award in the 2-99 employee category. Workers at Retrofit are very health conscious, Andrade says. No one smokes and snacks are healthy. The office has treadmills and employees work out together. “It’s about knowing your population,” she says.

Riverside Healthcare

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T he most effective employee wellness programs stay fresh. New program elements keep employees engaged while expanding the concept of wellness to include different aspects of a worker’s life.

The finalists in this year’s Illinois’ Healthiest Employers Awards suggest the five following approaches to take workplace wellness to the next level.

LEVERAGE TECHNOLOGY. Forward-looking companies are using the latest technology to implement wellness programs. The consulting firm Accenture, a finalist for this year’s awards, introduced a wellness app last January called Accenture Active. The app lets employees set individual

goals based on their health status and risk. As they work toward their goals, they earn points which can be exchanged for prizes. Employees can also share their progress with others by posting photos, challenges and words of encouragement. To boost engagement further, employees were offered a 90-day challenge to use the app and blog weekly about their experience. One employee lost 40 pounds, lowered his cholesterol by 40 points, and

became an advocate for good health, rallying his entire office to start walking at lunch. “We created ambassadors for the app,” says Scott Miller, North American health and welfare lead at Accenture in Chicago. The law firm Fox Rothschild partners with an independent provider of managed wellness programs. Employees who register with the vendor and complete a health review receive a Fitbit Zip, a device that monitors physical activity. Employees earn points to spend on items in the vendor’s online “mall.” “We’ve handed out more than 900 devices,” says Anne Slattery, employee programs manager at Fox Rothschild, winner of this year’s

award in the 500-1,499 employee category. After one staffer started a walking program, he realized he was short of breath and decided to take a smoking cessation class offered by the firm. He quit smoking and he’s still walking, Slattery says. “It’s had a huge impact.” Jones Lang LaSalle, a Chicago-based real estate services company and award finalist, introduced a Fitbit program last year. Employees who purchase a Fitbit and complete a six-week fitness challenge are reimbursed for the cost of the device. Employees are required to log 150 activity minutes a week, the equivalent of the recommended 30 minutes of activity five days a week. More than 2,300 employees have completed the program so far this year. Also, JLL doubled the number of employees opening wellness-related emails by targeting the message to the appropriate person. For example, employees working to control blood sugar receive messages related to that issue.

REDUCE STRESS. As employers recognize the toll that stress can take on worker productivity, mental and emotional health is becoming an important element of successful wellness programs. “Anxiety, depression and physical health are closely connected,” says Jane Ruppert, vice president of health services at Schaumburg-based Interactive Health, winner in the 100-499 employee category. This year, the company introduced a campaign called “I Will Listen.” The goal is to reduce the stigma around mental health issues, so people feel

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FIVE NEW WAYS TO BOOST EMPLOYEE WELLNESSIllinois’ Healthiest Employers honorees share powerful tipsBy Jane Adler

Barilla America Rowing Team

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free to have conversations about their feelings and seek help when they feel overwhelmed. Employees filled out pledge cards detailing how they would listen. The cards were posted on social media platforms such as Twitter. Resources were made available to employees detailing how to provide and get support for emotional issues. Few workplace changes ratchet up employee stress like the introduction of a new computer system. So when a new system was rolled out by Riverside Healthcare, the Kankakee-based healthcare network and award finalist initiated a “Take 5”program. Employees were encouraged to take a mini-retreat when they felt stressed by the dual rigors of learning a new computer system while caring for patients. Employees could visit “The Inner Child” room to paint or do crafts. An activity room was set up with air hockey tables, basketball hoops and a pool table. Massages were offered, too. “Employees really appreciated the break,” says Lynn Christian, employee wellness manager at Riverside Healthcare.

OFFER A FINANCIAL CHECK-UP. Meredith Corp., a media and marketing company based in Des Moines, believes the financial health of its employees is just about as important as their physical health. So in 2010, the company, which has an office in Chicago, introduced a financial education program for employees and their family members. Meredith, winner of this year’s award in the 1,500-4,999 employee category, partnered with an educational foundation to offer a financial wellness checkup. Employees answer questions about their finances and personal stress related to money management. Then they receive

a customized report that shows areas of strength and weakness. All the information is confidential. Workshops on money management, investments, retirement and college planning are offered both in person and online. Classes meet every other week for 12 weeks. Those who finish the course receive a certificate along with $10 worth of “wellness bucks” that can be exchanged for fitness apparel or devices, or put toward a session with a financial planner. In August, Meredith rolled out a student loan refinancing program in partnership with SoFi, a personal finance company. The program is available to the children of employees, or employees with student debt. In the first 60 days, 200 employees were approved to refinance their loans at lower rates, resulting in an average savings of $6,000 over the life of the loan. “We have made a positive difference,” says Tim O’Neil, director of employee benefits and wellness at Meredith.

GET MOVING. Research shows that a sedentary lifestyle, i.e. sitting at a computer all day, results in higher rates of obesity, type 2 diabetes and cancer, while also increasing the risk of developing dementia. Recognizing the risks, companies are experimenting with different ways to get their employees to move around more, or at least change positions. The Chicago headquarters of JLL underwent a renovation and now has sit/stand desks for all employees. The desks are also being introduced at other JLL offices. Studies show that standing burns 30 percent more calories than sitting.

JLL employee Eddy Wagoner, at 6’5” tall, likes the standing desk since the typical office desk and chair are designed for an average-size person. Now he finds himself standing all day, and he’s noticed that his lower back pain has disappeared. “If you would have told me before that I would be standing all day at work, I would have said you were crazy,” says Wagoner. “I’m thinking about switching out my desk at home.” At Retrofit, a Chicago-based company that provides weight-loss management solutions, employees take a 15-minute fitness break during the monthly all-company meeting. Activities at Retrofit, winner of this year’s award in the 2-99 employee category, have included yoga, Olympics-inspired workouts, and instructions on the proper way perform a plank position.

Award finalist Barilla America, Northbrook, purchased bikes that employees can ride to the nearby Chicago Botanic Gardens at lunchtime, or when they take a break. The company also held an office Olympics last summer to get people up and moving for 15 minutes. Employees participated in events such as rowing on chairs, and shooting basketballs from their desks. The national anthem was played at the awards ceremony. “It was fun,” says Laura Birk, vice president of human resources at Barilla. “We all got an energy boost in the middle of the day.”

CONSIDER A COACH APPROACH. Coaching has grown in popularity for all things professional and personal. Wellness programs are adopting coaching, too. Wellness coaches can work with employees in person, by phone, online or through mobile apps. Wellness coaches cover a wide array of mental and physical issues. They work with employees to set goals and identify the steps needed to reach those goals. Coaches also provide encouragement and a dose of accountability. Catalina Andrade at Retrofit lost 50 percent of her weight in six months with the help of a coach provided by the company. The coach, a registered dietician, worked with her to really think about the food she was putting on her plate, and whether it was truly balanced. “I’m in a healthier place now,” says Andrade, employee happiness director at Retrofit. “Wellness is powerful.”

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Accenture

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A recent TV ad from global health service company Cigna got rave reviews and went viral because it’s funny and creative. But it also happens to carry an important message.

Titled “TV Doctors of America,” the ad begins with actor Alan Alda, aka Dr. Hawkeye Pierce from “MASH,” asking a nurse for a scalpel as he bends over a patient on the operating table. He then turns to the camera, and says slyly, “I have no idea what I’m doing.” Other TV docs chime in. “I didn’t even go to college,” says Dr. McDreamy, played on “Grey’s Anatomy” by actor Patrick Dempsey. Comedian Donald Faison from “Scrubs” quips, “I don’t do blood.” “ER” star Noah Wyle makes the point, “Thanks to Cigna I can do more than just look the part.” The celebrity docs then urge viewers to get a checkup and use that information to manage their health. “Go. Know. And take control,” the ad says. The lighthearted campaign highlights wellness, an important part of Cigna’s product offerings. “Our core mission is to support the health, well-being and sense of security of those we serve,” says Mike Phillips, Midwest Market President of Cigna, sponsor of Illinois’ Healthiest Employers. And, he adds: “That includes our own employees.” Cigna road-tests wellness campaigns on its own employees before rolling out the programs to clients. “We practice on ourselves first,” Phillips says. Like other companies, Cigna found its employee healthcare costs rising, mostly due to preventable health issues such as obesity, diabetes and heart disease. With approximately 40,000 global employees, Cigna developed a strategy to create a culture of health, connect workers to care, and drive personal engagement. Cigna’s wellness program starts with a visit to the doctor for a health assessment—the same advice conveyed by the “TV Doctors” commercial. “We reinforce the preventative care visit,” says Jill Vaslow, director of global health and wellness at Cigna. The assessment provides employees with key information to understand their health, along with personalized recommendations. Cigna health advocates search across available benefits and connect employees to the right mix of support services, at the right time. “We try to meet individuals where they are on their path,” Vaslow says. The Cigna office in south suburban Bourbonnais, for example, has an onsite health coach who provides face-to-face support for employees. The coach recently implemented a 21-day resiliency program to help workers

find positivity in their lives. Employees sent out messages of gratitude to friends and those who have had a favorable impact on their lives. MAKING IT WORKIncentives help boost engagement in the wellness program. Employees who participate can earn more than $1,000 in incentives, and an additional $500 for covered spouses or partners. Apps and online activities provide employees fun, interactive ways to engage in managing their health and well-being. Other resources include onsite wellness clinics, fitness centers and cafeterias with healthy meal options. Local employee wellness teams help coordinate activities and challenges. Employees recently competed in Cigna’s global fitness challenge. Nearly 20,000 employees participated in the six-week challenge, including almost 700 in Illinois who logged over one million fitness minutes. Participants tracked their movements to see who could be the most active. “The idea is to encourage everyone to be a little more active than they were yesterday,” Vaslow says. Cigna’s culture of health and wellness is paying off. Some results include:

• Eighty-nine percent of employees completed health assessments.• Over a two-year period, 31 percent of employees eliminated at least one health risk when they were engaged with an onsite health clinic. • The company saved an estimated $3.3 million over a four-year period through interventions for pregnant women to help prevent pre-term deliveries. • Employees who took part in preventative care, biometric screenings and health assessments resulted in health cost savings of 9.25 percent. • Helping employees switch to generic prescription drugs saved $16 million over a four-year period.

Cigna’s proven wellness programs are available to its clients. Plans offer access to valuable benefits including coaching, personal support, educational resources, online health questionnaires, preventive screenings, a 24/7 health information line, and discounts on a range of health and wellness services. It’s important to note that wellness programs to promote healthy lifestyles are included in the cost of the insurance plan, Phillips says. “Our job is to make sure people stay healthy.” For further information, please contact Cigna at 312-648-2464.

CIGNA SHINES a SPOTLIGHT on WORKPLACE WELLNESS

By Jane Adler