In Science, we measure. If we can't measure, it's not science. But $$ are not the only currency of measuring better health. VOI vs. ROI the debate. Truth is ROI is really only an effective measure after multiple chronic illnesses are present. The glory of a healthy workplace measured in productivity, engagement....all the markers that ultimately create the ROI.

1. Measuring
VOI
Measure to Manage
Value On Investment - Health Processes

2. Currency
Return on Investment…measures the gain or loss generated on an
investment relative to the amount of money invested.
Value on Investment….intangible assets that contribute heavily to an
organization's performance…..What is the net profit?
%ROI = (Net Profit / Cost of Investment) x 100

3. Remember the MasterCard Commercials?
Priceless: There are some things money can’t buy. For everything else there is
MasterCard.
Health is Wealth….What currency do we use for health?

4. More companies realize that increasing employee morale, engagement
and productivity will improve their culture and their bottom line. Many
employers are moving away from looking solely at their medical cost
trend and are more interested in boosting productivity. The latest
Working Well survey found that 15% – 30% of companies are measuring
wellness outcomes in such areas as safety, productivity and reduced
absences

5. A Reminder from the World Health Organization
80% of Chronic Illness is Preventable
through Modifiable Lifestyle Habits
Our challenge is, knowing what needs to be modified, and how to modify

6. Measuring the Net Profit of Health Processes
Before starting a wellness program, know your metrics:
Before mapping out the journey…know where you want to go…..
Units of Measurement
!Creating a Corporate Health Culture?
"Reduce Absenteeism
🎾Employee Loyalty
😊Employee Engagement
⛷Productivity
&Concern for Safety
'Creating Positive PR for the Company
(Cost ＄avings …claims… multitude of expenses from compromised health

7. Gallup poll December 2015:
•Actively disengaged employees report more unhealthy days
•Engagement may be as important as age for health
•Active disengagement negatively affects productivity
Poor health precedes poor engagement
Research verifies the relationship between workplace engagement and health
issues. There are substantial connections between employee perceptions of
the work environment and various health problems such as coronary heart
disease, inflammation and depression.

8. To Stay on the Map You've Got to Keep Showing Up…..
Not as simple as
$$ IN $$ out
The ability to measure the VOI starts
before the HRA & CCA..
Wellness Process Design
HRA & CCA designed to measure desired variables
Markers in the Process Design
An Interactive Process between Company & Employees
Appropriate Incentives
Goal setting per Employee
Sustainability & Adherence
Biomarkers….Physiological Variables
Working with HR
Employee Reporting
Provider Reporting
Secret Sauce……….
HRA: Health Risk Assessment CCA: Corporate Culture Assessment

9. Study Feb 2016…Workplace Wellness Outcomes..
International Foundation of Employee Benefit Plans (IFEBP)
Report finds employers are using VOI measures +ROI calculations
• 28% of organizations are measuring wellness program success with ROI
• Half are using at least one VOI measure to track success including:
• employee engagement (30%)
• turnover (22%)
• absenteeism (18%)
• productivity (17%)
• recruitment/referral rates (13%).

10. Organizations with positive wellness VOI offer a wider
range of wellness offerings including:
⛷fitness and nutrition initiatives
🚭screening and treatment programs
*social and community events
😰stress and mental health offerings
🌻purpose and growth initiatives.
IFEBP 2016 cont’d
Positive VOI wellness programs are also more likely to use a wide variety of wellness
communication channels including seminars, speakers, testimonials, books, brochures, health fairs
and social media

11. IFEBP 2016 cont’d
Employee participation is increased by offering incentives for
• health screenings (57% vs. 40%)
• weight-loss programs (37% vs. 17%)
• health fairs (54% vs. 37%)
Other factors that successfully increase participation are:
• targeting programs based on employee health risks
• surveying workers for feedback on initiatives
• including spouses and children in offerings
• having company leaders communicate wellness program support.
https://www.slideshare.net/ShiraLitwackMedicalF/risk-analytics-with-incentives

12. Conclusion: “Wellness programs are not one size fits all, before
launching or expanding a wellness initiative, employers should
determine what their goals are and what programs are a good
fit for their unique workplace culture."
IFEBP 2016 cont’d

13. Rand Corporation on VOI Worksite Wellness Programs:
“When you keep your target in sight and provide ways for
employees of all health levels to hit it, the total score
easily adds up to, or surpasses, a bull’s-eye”

14. Best In Corporate Health
Shira Litwack..
Chief Health Enthusiast…Best In Corporate Health
Medical Fitness Professional Cancer Exercise Specialist
Author: Living a Life to Prevent Cancer & Men’s Cancer Recovery with Exercise
Industry Expert Cancer Exercise, Speaker. Corporate Wellness Program Design
Radio Talk Show Host
Proud Creator of thousands of health and fitness enthusiasts…The Corporate Happy Place
www.BestInCorporateHealth.com
www.BestInHealthRadio.com