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Five Frequently-asked Questions
I mean zero increase in the total costs above rate of medical and other cost-of-living inflation markers.
First, you will need to engage the employees and management in the fundamentals of the initiative, in the design of the pre-implementation, and in implementation. The initiative includes the same programs offered by most typical wellness initiatives, only I would recommend for you to selectively choose the programs to impact what matters to most to the employees and the organization. By the third year you should expect to have 75% to 90% or more of the population with at least one-time participation.
You need to know well before it is time to measure main-effects because that is too late. You can discuss with employees and the organization to find early and intermediate indicators of success and give feedback to the employees and management as you gather the data.
The strategy is to let them know of the pending initiative weeks ahead of the implementation. Most employees and management will know about the programs for several weeks if you asked them to participate in the development phase of the initiative. You also need to utilize an aggressive pre-program communication campaign. Participation numbers and percent is one of the early success metrics for moving the total population to full engagement.
I am not sure since we are all chasing a complex problem (health), which is influenced by numerous factors, including the organization. I feel confident that some factors are not yet even known at this time. If I had to pick a population factor it would be percent participating at least one-time. If I had to pick the most crucial factor to for an individual it would be the number of times the individual participated in the various events.