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Why Gamification is Taking Over Wellness Programs

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Wellness programs aren't a new idea, but they're becoming increasingly effective thanks to the application of game-mechanics that increase user engagement and reward participation. We look at how gamification can take your wellness program to the next level, along with case studies and best practices.

Publicada em: Tecnologia
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Why Gamification is Taking Over Wellness Programs

  2. 2. Chapter 1 Why Wellness Programs Need Gamification YOUR PROGRESS 0%
  3. 3. More companies are employing gamified wellness programs than ever before. 73% of employers have a health engagement strategy for their employees 63% are employing game elements with their programs 70 of the top 100 companies in the U.S. are adding Gamification to their wellness programs
  4. 4. WHY? Gamification increases engagement, and wellness programs improve health.
  5. 5. The U.S. currently spends 17% of its Gross Domestic Product on Healthcare, one of the highest percentages in the world1 , not to mention… 75% of US health spending goes to treating chronic conditions 7 in 10 deaths in the US each year are caused by chronic conditions Sources: 1: http://data.worldbank.org/indicator/SH.XPD.TOTL.ZS 2:http://www.rwjf.org/en/topics/rwjf-topic-areas/prevention.html $10 a person per year invested in prevention could save billions
  6. 6. This is a failure of the system. Many chronic diseases like diabetes and heart disease are largely preventable. Healthier habits are a way to reverse this growing trend. ENTER: WELLNESS PROGRAMS
  7. 7. Employers should implement wellness programs because...
  8. 8. A majority of Americans will receive insurance through their employers by 2016. Source:http://www.washingtonpost.com/posttv/video/inplay/everything-to-know-about-obamacarein-2minutes/2013/10/04/469ae328-26d5-11e3-b3e9-d97fb087acd6_video.html
  9. 9. There’s financial incentive Research estimates that employers can create excellent ROI by saving up to $3 on their healthcare costs for every $1 spent on employee wellness programs. Source: http://www.ifebp.org/AboutUs/PressRoom/Releases/Wellness+Programs+Benefit+the+Bottom+Line.htm
  10. 10. There’s also government incentive The Health Insurance Portability and Accountability Act allows employers to provide a 20% discount on premiums to employees who meet certain criteria for staying healthy and preventing disease. The ACA increases this discount to 30% for group health plans. Source: http://www.nciom.org/wp-content/uploads/2010/10/PR_Provisions_Full.pdf.
  11. 11. Employers should also care about wellness programs because employees like them.
  12. 12. Numbers Don’t Lie 66% of employees who were involved in at-work wellness programs were extremely or very satisfied with their group employee benefits 67% of employees engaged in worksite wellness believed their employer takes care of them 87% of job candidates consider wellness programs when choosing an employer Source: http://www.corpsyn.com/knowledgecenter/articles/gamification.html#.Uv5DWvldU6U
  13. 13. So, offering employees wellness programs makes them happier.
  14. 14. And when employees participate in wellness programs, it saves companies money.
  15. 15. But, traditional wellness programs have problems... > Lack of milestones > No positive reinforcement > No social encouragement Source: http://www.infosys.com/infosys-labs/publications/Documents/gamification/how-to-make-healthcarewellness-programs-more-effective.pdf
  16. 16. ...that lead to: low motivation and low engagement rates
  17. 17. So, how do companies make the most of their wellness programs?
  19. 19. Chapter 2 Case Studies YOUR PROGRESS 33%
  20. 20. Ochsner + Virgin HealthMiles Ochsner operates seven hospitals and 35 clinics in southeastern Louisiana Virgin HealthMiles is a gamification department of the Virgin Group
  21. 21. Program 1) Employees track daily steps with a pedometer and upload them to an electronic journal 2) An in-office kiosk also lets employees measure and track their body fat percentage, weight and blood pressure 3) Employees progress through Rewards levels and earn either retail credit or cash
  22. 22. Results 50% After one year, over of employees had reached Rewards Level 3 and received a discount on their premiums Having steadily risen for years, Ochsner’s insurance claims fell by 5% Source: http://www.nytimes.com/2010/03/28/business/28unbox.html?ref=business&_r=0
  23. 23. St. Lawrence College + Keas One of Ontario’s leading community colleges, with a student population of 6,700 Keas is a California-based gamification vendor that designs corporate wellness programs
  24. 24. Program 1) Employees formed teams that were ranked on a public leaderboard 2) Each week participants would set three wellness goals to achieve, which they could share with their teammates on Keas’s social media feed 3) Completed tasks received points and moved teams up the leaderboard
  25. 25. Results 280 of 324 registered participants lost weight 82% said Keas made them feel more positive about working for St. Lawrence 88% said Keas’s platform improved teamwork and collaboration 38% reported a reduction in their stress levels Source: http://info.keas.com/rs/keas/images/Keas-CS-St-Lawrence.pdf
  26. 26. Blue Shield: Wellvolution Blue Shield of California is a non-profit health insurer Wellvolution is Blue Shield’s internal wellness initiative
  27. 27. Program 1) Employees were assigned challenges and given points for completing them. These points could be redeemed for rewards 2) Employees were encouraged to share their results and rewards on social media
  28. 28. Results Employee smoking has decreased by 50% Employee hypertension has decreased by 66% Employees are paying a combined $3 million less per year in insurance premiums
  29. 29. More Results Blue Shield’s disability claims have decreased by 20% among participating employees (compared with a 60% increase for non participating) Blue Shield estimated an ROI of $3 : $1 spent 60% increase in employee participation in wellness programs Source: https://www.blueshieldca.com/sites/premier-accounts/total-health/wellvolution.sp
  30. 30. Implementing gamification into wellness programs benefits both employees and employers.
  31. 31. Chapter 3 Best Practices YOUR PROGRESS 66%
  32. 32. Consider this: > What will motivate your employees? > How can I make the entire group involved? > Which rewards make the most sense? > What type of feedback do employees want?
  33. 33. Be wary of extrinsic motivation Rewarding employees with financial incentives can work in the beginning phases, but without additional incentives the effectiveness of cash or discounts will fade.
  34. 34. Use Intrinsic Motivation Use game elements to build a connection between your employees and their desire to improve themselves. This way their focus remains on their internal drive rather than purely cash rewards.
  35. 35. Build a Community > Encourage employees to talk about their fitness goals > Create group activities that promote interaction after work
  36. 36. Find the optimal challenge Humans need a balance between competence and challenge to stay engaged. Make sure your wellness program features gamified elements for all levels of users.
  37. 37. Make feedback Positive & Timely As soon as employees complete an activity and log their progress, offer them rewards. This instant feedback builds a feedback loop and lays the foundation for habit-forming behavior.
  38. 38. Plan for Cheaters Wearable technology like FitBit helps keep employees honest, so no one can log progress or claim rewards for activities they didn’t complete.
  39. 39. Above all... MAKE IT FUN
  40. 40. Progress: Complete! 100% Learn more about gamification at TechnologyAdvice.com