Introduction
A person’s health condition can impact various aspects of life. HRA (Health Risk Assessment) report provided by CoreInsights (2016) suggests that the examined employee population may benefit from a wellness program. In particular, 67.3% of the assessed individuals have weight troubles, 51.7% have insufficient nutrition, and 44.3% have 44.3% have high blood pressure (CoreInsights, 2016). The employees should be offered participation in a health improvement program to address their top areas of risk and concern, which are obesity, nutrition, and hypertension.
Discussion
An outcome-based rewards program that would target the risks and concerns of the employee population should set specific goals and present encouragement. The group will be offered a financial incentive because people’s preferences in rewards vary, and a monetary motivation is typically the most optimal choice (Jenkins et al., 2018). Therefore, eligible employees will receive a financial prize, but its amount will not exceed 30% of the total cost of coverage due to legal regulations (Equal Employment Opportunity Commission [EEOC], 2016). Because the program will be outcome-based, the required steps to earn the incentive will concentrate on accomplishing specific goals (EEOC, 2016). The participants will have to maintain their BMIs below 25, consume more fruits and vegetables than unhealthy foods regularly, and have blood pressure below 120/80 (CoreInsights, 2016). Alternative requirements may be that the listed indicators should be closer to desired outcomes than the initial parameters at the beginning of the program. The success of the incentive design will be evaluated by administering health risk assessments to monitor changes in employees’ health profiles (CoreInsights, 2016). Consequently, the program will have monetary stimuli for those achieving certain goals.
Furthermore, a wellness program should be considered a key component in the group’s benefit design to enhance the organization’s operations. Two of the three targets of the employee population have high modifiable risk prevalence, so addressing the majority of the identified areas of risk and concern should not be difficult (CoreInsights, 2016). At the same time, by improving health parameters, the workers can become more productive, which is likely to financially benefit the employer (CoreInsights, 2016). Accordingly, the employees should continue the program to advance their health and workplace performance.
The employee population may overcome the key health risks of obesity through an action-based program, which can be planned and launched using the A.P.I.E. (Assessment, Planning, Implementation, Evaluation) format. First, the employees’ assessment suggests that 67.3% are overweight, 57% are women, and the majority are between 40-59 years old (CoreInsights, 2016). Consequently, the program will concentrate on those whose wellness is threatened by obesity and should not be too intense, considering that the potential participants are not quite young. Second, the planning phase focuses on creating a specific program design, which will be action-based and involve certain activities (EEOC, 2016). Accordingly, the primary intervention will aim at forming new habits through triggered repetition and will continue throughout a year to gradually adopt the new behavior (Cleo et al., 2019). Third, during the implementation phase, the group will be informed about the benefits of improving health and will be offered a monetary incentive to enhance engagement. Fourth, to complete the evaluation, the participant will be asked to record their daily activities and present their accomplishments. The program will help the employees get used to physical activities and embrace a new lifestyle.
Conclusion
A health coaching program (HCP) is an efficient method for improving one’s well-being. Key components of a successful HCP are consistent coaching relationships, customized goals, and client-centeredness (Edman et al., 2019). An effective HCP centers on achieving specific outcomes based on the needs of a particular person (Edman et al., 2019). Consequently, an HCP is a good reasonable alternative for outcome-based reward programs due to providing sustainable change and lasting results (Edman et al., 2019). Health coaching is required to help those who cannot achieve certain general goals improve their wellness in their own unique ways (Edman et al., 2019; EEOC, 2016). Nonetheless, some challenges and limitations of launching a good HCP include financial restrictions and the possibility that a coach may take a long time to determine the client’s needs.
References
Cleo, G., Beller, E., Glasziou, P., Isenring, E., & Thomas, R. (2019). Efficacy of habit-based weight loss interventions: A systematic review and meta-analysis. Journal of Behavioral Medicine, 43(4), 519-532. Web.
CoreInsights. (2016). HRA management report: HA [PDF document].
Edman, J. S., Galantino, M. L., Hutchinson, J., & Greeson, J. M. (2019). Health coaching for healthcare employees with chronic disease: A pilot study. Work, 63(1), 49-56.
Equal Employment Opportunity Commission. (2016). Regulations Under the Americans With Disabilities Act, 81 FR 31125. Web.
Jenkins, K. R., Fakhoury, N., Richardson, C. R., Segar, M., Krupka, E., & Kullgren, J. (2018). Characterizing employees’ preferences for incentives for healthy behaviors: Examples to improve interest in wellness programs. Health Promotion Practice, 20(6), 880-889. Web.