A few minutes into a discussion with ConnectiCare senior executives about work force development is all that’s needed to know that encouraging good health habits among their employees is step one in maintaining a satisfied and productive work force. The health care insurer practices with its employees what it preaches to its members by creating a voluntary participation wellness and rewards program as its chief vehicle to promote good health among its workers.
“It’s a program that employees have really embraced, a real morale booster and one that fits very easily into the kind of teamwork culture we have here,” said ConnectiCare president and CEO Mickey Herbert
The program has several components, according to Dick Rogers, vice president of Human Resources. Employees earn reductions in contributions to their health insurance premiums for meeting specific biometric measures and credits for participating in health risk assessments.
“For instance,” Rogers explained, “If an employee’s body mass index, blood pressure or cholesterol readings are kept below certain levels – any one of them – they earn credit.”
Approximately 68 percent of employees participated in the bio-metric portion of the program, an increase from the previous year, Rogers said. “This year,” he added, “we introduced a credit for nonsmokers.”
More than 90 percent of employees participated in the most recent health assessment according to Herbert. This year, for the first time, employees’ spouses were invited to participate. Participating employees were rewarded with a paid half day off.
Acknowledging that employees are providing highly personal information, Herbert explained that the program is strictly voluntary and that steps are taken to ensure individuals’ privacy.
“As the employer, we don’t see the information that may come up showing health risks. We provide a level of health coaching through a contracted third party to work with the employee on things they can do to live a healthier lifestyle.”
Employees have responded enthusiastically, according to Rogers, and are helping to keep the program fresh and popular. Notably, the employees have formed a Health Smart Committee to organize additional healthful activities. They sponsor walking competitions, Weight Watchers’ meetings, chair massages and more, and pursue discounts for employees at various wellness facilities.
Does all the focus on health explain ConnectiCare’s overall employee turnover rate of 3.7 percent in an industry that regularly posts attrition rates in the mid-teens or significantly higher if, like ConnectiCare, they have their own call centers? No. But it likely plays a role in overall work force satisfaction, Herbert and Rogers agree.
“We know that ConnectiCare is an enormously popular place to work and once they’re here, people stay,” said Herbert. “If there’s a call to action, it’s for employers to really get involved in promoting the health of their employees.”â
ConnectiCare
Senior executive: Mickey Herbert, president and CEO
Location: Farmington
Local employees: 500
Winning Category: Work Force Development
