Mechanics of Meaningful Health Engagement

Year after year, employers consistently point to employee health engagement – or the lack thereof – as the number one issue that keeps them up at night.

January 09, 2020

A large part of this frustration hinges on the fact that it’s not always clear how to achieve real health engagement or to determine the degree to which it must occur in order to truly be successful. Whether you have succeeded in engaging your employees in their health and well-being is entirely contingent upon how your organization views success.

A large part of this frustration hinges on the fact that it’s not always clear how to achieve real health engagement or to determine the degree to which it must occur in order to truly be successful. Whether you have succeeded in engaging your employees in their health and well-being is entirely contingent upon how your organization views success.

Successful health engagement may be defined by the number of employees who participate in program offerings, complete specific milestones, use preventive health services or simply adhere to healthy lifestyles, such as not smoking, physical activity and nutritious eating. Other considerations may include the degree to which an individual employee participates in a call-to-action and/or the ensuing results from that engagement interaction. Each vendor views engagement differently as well, further complicating matters – especially when trying to align perspectives. Whatever the case may be, one thing is clear: There hasn’t been a clear standard definition of health engagement or a way to measure it across programs, benefits or services…until now.

Health Engagement Defined

Health Engagement is the degree to which people are taking care of their own health and well-being. This is typically measured by a combination of:

  • Effective interactions with the health care system;
  • Utilization of appropriate company-sponsored tools and programs; and
  • Other personal commitment to and investment in health and well-being (across its continuum).

The Business Group’s Leadership Forum on Employee Experience has developed a framework for broadly characterizing engagement and understanding the key levers that need to be pulled in order to achieve it. This guide is intended to help you have a meaningful conversation with your vendors and partners about what engagement means to you and to them and to devise a game plan that optimizes various synergies as well as strengths of all parties.

Priming the Pump for Optimal Engagement: Key Questions to Ask Yourself and Your Vendors

Before signing on the dotted line and rolling out a new initiative, consider asking the following questions to ensure proper goal and outcomes alignment:

Key Questons to Ask Yourself and Your Vendors

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