It is our belief that Healthcare Reform will not help your organization reduce healthcare costs.

In fact, it will more than likely end up costing you much more.  We maintain that the only true way to combat continuous increased health care costs is to motivate your employees to become healthier and more aware of wellness which, in the end, will result in their improved overall health and consuming less healthcare related dollars.  Both from an aggregate and a specific perspective, the effects of creating a healthier population cannot be understated.  Wellness is no longer an interesting topic to be discussed theoretically.  It is now a dramatically essential component of a modern employee benefits program.



Phase 1: twentytwenty Wellness Survey

We will meet with you and go through an in depth review of your organizations needs regarding disease management and wellness. This survey encompasses necessary components that will allow us to build successful programs. Following the completion of the survey we will report back to you our findings. The report will address 3 important areas:

  1. Baseline analysis of your organization
  2. Any “Red Alert” items for immediate attention
  3. Key opportunities that are inline with your employees and corporate culture.

Phase 2: Goals and Objectives

We will work with you in identifying your goals and objectives.  It is important for us to be deliberate in our process as we hope this is the beginning of a long term corporate commitment to better health and wellness.  The goals we establish will be broad statements and long term accomplishments expected from the program.  Each goal will have a clear objective.

For instance,

  • Reduce the number of employees who smoke by a specific percentage within a 12 month period.
  • Enroll 50% of those individuals with chronic conditions in disease management.

We work closely with you and clearly identify, specifically, what you wish to accomplish.

Phase 3: Develop timeline and budget, (or no budget).

Based on the goals and objectives of the plan we will development a timeline that identifies our next steps and the timing of those action items.

The action steps will include those that are short term and others that are long term. The short term goals will include what is involved providing you with a step by step process.  We will identify clearly our responsibilities with each step.

Phase 4: Reach out to the people who matter the most; your employees

We have found that when we include the employees in the planning process the success of the program is much greater.  By including employees from all parts of your company in a wellness committee we can identify what will motivate and connect them to our cause.  Potential wellness program participants should include middle managers, those in your company that seem to rally other employees to fun events informally, employees from the restaurant, as well assomeone from senior management if possible.  We make this a fun experience while accomplishing a very important goal.

Phase 5: Develop roll-out and employee communication Strategy

We like to roll out a plan just like a celebration of the opening of a new restaurant or important event within the company.  It needs to make a SPLASH.  High energy is important.  Employees will receive information about the opportunities for them.  There are many different methods of communication we can use including text messaging software.  Ongoing employee education and communication is critical to keep the message fresh.

Phase 6: Implemention of initial goals and objectives

It is our responsibility to follow through on the game plan we developed. Our time line of events will allow you to monitor our progress.  With clear goals and objectives you will easily be able to monitor our success. We will meet with you regularly to discuss the process of the program and provide you with ideas for future expansion of the program.

Why are we so willing to share our process?  Because we know it isn’t the steps in the process alone that will help you meet your goals.  It is also the expertise of those leading it.

Click here to see some practical examples of wellness programs that have delivered results.