Company Well-Being

The bottom line on Company Well-Being New population health study ties employee well-being to productivity and retention. In part one of a two-part study of a Fortune 100 company, baseline overall well-being was measured using individual results from the Healthways Well-Being Assessment®, healthcare claims and human resource administrative data. .......................... Well-Being Assessment results for the 11,618 employees studied 1,142 2,283 2,956 3,583 1,654 low low-mid middle mid-high high Fact: This group performs better and costs less. Question: How many people would you like to have in this category? PEOPLE WITH HIGH WELL BEING, well-being segment legend: I low I high low-mid mid mid-high Have 3.9x fewer unscheduled absences high Employees with the lowest well- 2.95 days mid-high being average 3.9 times more 1.76 days unscheduled absences compared to those with high well-being. mid 1.23 days low-mid 0.92 days low 0.71 days well-being segment average unscheduled absences in past year Incur 3.7x less short-term disability costs $337 Employees with the lowest well- being incur, on average, 3.7 times more short-term $290 $552 $209 disability costs. average short-term disability costs in past year by well-being segment $167 and take 4.1x fewer short-term disability days 3.8 Employees with the lowest well- 2.47 being take, on average, 4.1 times more short-term 1.62 average short-term disability days in past year by well-being segment 1.32 1.01 disability days. Have 43.7x lower presenteeism 36.88 average presenteeism score (0- 100) by well-being segment Employees with the highest well- being average 43.7 times lower 24.79 17.97 12.31 presenteesim compared to those with low 7.76 well-being. Presenteeism is the term used to describe employees who are physically present at their jobs but experience decreased productivity because of illness or other barriers to performance. Have greater intentions of staying with the company Employees reporting the highest well-being are, on average, 2.8 times more likely to stay with a company, when compared to those with the lowest well-being. 4.2 4.09 3.89 3.7 3.4 intention-to-stay score (0 - 5) by well-being segment Ultimately cost less and perform better. It's proven. The question is: What will you do with this knowledge? If you'd like to learn how Healthways scientifically backed and scalable well-being improvement solution can positively impact the individuals in your company and your bottom line, contact us. [email protected] 888.327.3822 > See our new article in Population Health Management to learn how these baseline well-being results are a significant predictor of future healthcare, productivity and retention outcomes: http://hway.co/EmpStudy0313 About the numbers. After taking a baseline measurement, a Well-Being Improvement Strategy was implemented for employees, including taking an annual health assessment with the Healthways Well-Being Assessment. Well-being scores were segmented into five groups to categorize respondents by risk level and provide additional insight into employee populations. Logistic regression was used to produce odds ratio statement statistically controlled for age, gender, marital status and education. Well-belng segment Score (scale 0-100) Ihigh mid-high 288 and s100 1,654 275 and < 88 3,583 Imiddle 266 and <75 2,956 Imid-low 253 and <66 2,283 I low 20 and <53 1,142 read the full study: O HEALTHWAYS http://hway.co/pop120039 Copyright © 2013 Healthways, Inc. All rights reserved. The bottom line on Company Well-Being New population health study ties employee well-being to productivity and retention. In part one of a two-part study of a Fortune 100 company, baseline overall well-being was measured using individual results from the Healthways Well-Being Assessment®, healthcare claims and human resource administrative data. .......................... Well-Being Assessment results for the 11,618 employees studied 1,142 2,283 2,956 3,583 1,654 low low-mid middle mid-high high Fact: This group performs better and costs less. Question: How many people would you like to have in this category? PEOPLE WITH HIGH WELL BEING, well-being segment legend: I low I high low-mid mid mid-high Have 3.9x fewer unscheduled absences high Employees with the lowest well- 2.95 days mid-high being average 3.9 times more 1.76 days unscheduled absences compared to those with high well-being. mid 1.23 days low-mid 0.92 days low 0.71 days well-being segment average unscheduled absences in past year Incur 3.7x less short-term disability costs $337 Employees with the lowest well- being incur, on average, 3.7 times more short-term $290 $552 $209 disability costs. average short-term disability costs in past year by well-being segment $167 and take 4.1x fewer short-term disability days 3.8 Employees with the lowest well- 2.47 being take, on average, 4.1 times more short-term 1.62 average short-term disability days in past year by well-being segment 1.32 1.01 disability days. Have 43.7x lower presenteeism 36.88 average presenteeism score (0- 100) by well-being segment Employees with the highest well- being average 43.7 times lower 24.79 17.97 12.31 presenteesim compared to those with low 7.76 well-being. Presenteeism is the term used to describe employees who are physically present at their jobs but experience decreased productivity because of illness or other barriers to performance. Have greater intentions of staying with the company Employees reporting the highest well-being are, on average, 2.8 times more likely to stay with a company, when compared to those with the lowest well-being. 4.2 4.09 3.89 3.7 3.4 intention-to-stay score (0 - 5) by well-being segment Ultimately cost less and perform better. It's proven. The question is: What will you do with this knowledge? If you'd like to learn how Healthways scientifically backed and scalable well-being improvement solution can positively impact the individuals in your company and your bottom line, contact us. [email protected] 888.327.3822 > See our new article in Population Health Management to learn how these baseline well-being results are a significant predictor of future healthcare, productivity and retention outcomes: http://hway.co/EmpStudy0313 About the numbers. After taking a baseline measurement, a Well-Being Improvement Strategy was implemented for employees, including taking an annual health assessment with the Healthways Well-Being Assessment. Well-being scores were segmented into five groups to categorize respondents by risk level and provide additional insight into employee populations. Logistic regression was used to produce odds ratio statement statistically controlled for age, gender, marital status and education. Well-belng segment Score (scale 0-100) Ihigh mid-high 288 and s100 1,654 275 and < 88 3,583 Imiddle 266 and <75 2,956 Imid-low 253 and <66 2,283 I low 20 and <53 1,142 read the full study: O HEALTHWAYS http://hway.co/pop120039 Copyright © 2013 Healthways, Inc. All rights reserved.