Engagement in health and wellness: An online incentive-based program.

Teresa B Gibson,J Ross Maclean,Colin Baigel,Brian J Moore,Jordan Goldberg,Emily D Ehrlich,Ginger S Carls,Victoria Fener,Elaine Mechanic

doi:10.1016/j.pmedr.2017.05.013

Abstract

Increasingly, corporate health promotion programs are implementing wellness programs integrating principles of behavioral economics. Employees of a large firm were provided a customized online incentive program to design their own commitments to meet health goals. This study examines patterns of program participation and engagement in health promotion activities. Subjects were US-based employees of a large, nondurable goods manufacturing firm who were enrolled in corporate health benefits in 2010 and 2011. We assessed measures of engagement with the workplace health promotion program (e.g., incentive points earned, weight loss). To further examine behaviors indicating engagement in health promotion activities, we constructed an aggregate, employee-level engagement index. Regression models were employed to assess the association between employee characteristics and the engagement index, and the engagement index and spending. 4220 employees utilized the online program and made 25,716 commitments. Male employees age 18–34 had the highest level of engagement, and male employees age 55–64 had the lowest level of engagement overall. Prior year health status and prior year spending did not show a significant association with the level of engagement with the program (p > 0.05). Flexible, incentive-based behavioral health and lifestyle programs may reach the broader workforce including those with chronic conditions and higher levels of health spending.

Highlights

Employers have been offering health promotion and wellness programs to employees for decades to boost morale, increase productivity, and address healthcare costs (Employee Benefit Research Institute, 2001; Fries et al, 1993; Glasgow et al, 1995; Jeffery et al, 1993; Ozminkowski et al, 1999; Bertera, 1990; Bly et al, 1986)
Most health promotion programs are voluntary and despite their widespread use 61% of employers surveyed noted that poor employee health habits were a key challenge in managing their healthcare costs, the top reason cited (Towers Watson, 2012)
Studies have shown that the use of incentives can help improve participation rates in health promotion programs, and field experiments have demonstrated that incentives can help employees lose weight and stop smoking, at least in the short term (Towers Watson, 2010; Volpp et al, 2009; Volpp et al, 2008)

Summary

Introduction

Most health promotion programs are voluntary and despite their widespread use 61% of employers surveyed noted that poor employee health habits were a key challenge in managing their healthcare costs, the top reason cited (Towers Watson, 2012). Studies have shown that the use of incentives can help improve participation rates in health promotion programs, and field experiments have demonstrated that incentives can help employees lose weight and stop smoking, at least in the short term (Towers Watson, 2010; Volpp et al, 2009; Volpp et al, 2008). To further increase the benefits of incentive-based wellness plans some employers are turning to behavioral economics (a field of inquiry focusing on the psychology of economic decision making and behavior such as responses to rewards and incentives) (Ayers, 2010; LDI Issue Brief, 2011) to improve employee engagement in health promotion activities

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