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As 2015 advances many find that their New Years’ resolutions, whether they are weight loss goals or learning to play an instrument, remain intact despite the pitfalls that abound. This success is often a result of one’s enduring dedication. However, a strong will is not the only factor necessary to fulfill a goal or resolution. In many instances, success is due to an ability to measure, analyze and benchmark.

It is no secret that wellness programs are integral and essential elements of a health plan’s success. Accordingly, any robust health plan should have extensive risk assessments and quality measures that can be analyzed and benchmarked for improvement. Knowing your company’s health risks is among the first steps of effectual wellness program implementation. Studies have shown that health risks can drive health plan costs up more than age, but thankfully—unlike age—risks are modifiable and even preventable. In the advent of Big Data and Predictive Analytics, a time when it is has become increasingly expensive to remain neutral in regards to company health improvement, 60% of corporations  are attempting to implement effective, cost reductive wellness programs. Does this mean all 60% percent of these companies are experiencing improved ROI and a lowered bottom line? Perhaps the easiest way to answer that question is to ask another; does everyone fulfill their New Years’ resolution?

Evaluating objectives is paramount to the success of any goal or resolution—an informed decision maker is a qualified decision maker. To that end, a company’s health risk evaluation should not conclude at risk assessment. In order to optimize a health plan, rigorous and detailed measurements should be implemented throughout the entire program’s length, including:


  • Effectiveness of Incentives (for participation)

  • Employee Participation/Utilization/Satisfaction

  • Improvements in disease management/chronic conditions/overall health

  • Healthcare claims cost  

  • Cost/benefit analysis

  • Outcomes and success


In the end, ROI measurements will provide a clearer picture of the program’s results, financial validation or lack thereof, and individual success; are the participants happier and healthier? Questionnaires, employee satisfaction surveys, and biometrics are but a few examples of how employers can determine the success of their incentives, employee participation, and program performance. Evaluations vary with different company platforms, but one constant remains: Until a company can proficiently measure its wellness program, the program’s evaluation and results will be inconclusive.


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