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Hewitt Associates is a global provider of human resources outsourcing and consulting services. The company consults with more than 2,300 organizations and administers human resources, health care, payroll, and retirement programs on behalf of more than 340 companies to millions of employees and retirees worldwide. Located in 35 countries, Hewitt employs approximately 24,000 associates.
There's a stampede on to set up programs that punish and reward workers to push them to be more aware of their health and to take steps to improve it through healthier lifestyles and better disease management. Of 500 companies that Hewitt Associates questioned in its annual health care survey, 88% said they have plans to invest in such an approach in the next three to five years.
"Health and productivity has gone from being viewed by employers as a cost that needs to be managed to a critical business investment," says Jim Winkler, leader of Hewitt's health management consulting practice. While Hewitt sees the enormous, near-universal emphasis on preventive health care as a welcome development, it warns that the huge expense and effort will produce meager results if businesses do little to address and overcome widespread resistance and suspicion of employees.
The consulting giant's companion survey of 30,000 workers should serve as a flashing, clanging warning signal. Only 12% of those surveyed believe companies have a role in helping them understand how to stay healthy. More worrisome, perhaps, is that while nearly all workers, 88%, say they are taking better care of themselves, far fewer report taking concrete steps like eating better and exercising to do so. Worst of all, the survey indicates that company health policies often work at cross-purposes. Cost-cutting and cost-sharing efforts encourage employees to cut corners and endanger their health by skipping doctor's visits or not filling a prescription because of the costs.
If companies want a real return on their investments in the health of employees, they have to send a clear, consistent and encouraging message to workers. They should consider turning toward "value-based design" insurance programs that reduce or remove cost barriers for services known to be effective. And they need to make health insurance and wellness programs less daunting and threatening. "Companies need to stop 'communicating' and start motivating," says Hewitt's Tim Stentiford. "People don't like to be told what to do, and with a mind-numbing array of Web sites and brochures from their employer, they often just tune out."
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